EMPLOYEE HANDBOOK

PART-TIME TEACHER VERSION

pg. 1
 Contents
1.HUMAN RESOURCE POLICIES AND PRACTICE..........................................................................4
1.1. PREAMBLE...............................................................................................................................4
1.2. PERSONAL INFORMATION......................................................................................................4
1.3. CONFIDENTIAL INFORMATION............................................................................................4
1.4. INTELLECTUAL PROPERTY.................................................................................................5
2. SALARY AND ALLOWANCES.......................................................................................................5
2.1. SALARY PAYMENT.................................................................................................................5
2.2. ADJUSTED SALARY..............................................................................................................6
2.3. SALARY DEDUCTIONS...........................................................................................................6
2.4. PAY CONFIDENTIALITY.........................................................................................................6
2.5. PROBATIONARY PERIOD......................................................................................................6
3. RIGHTS AND RESPONSIBILITIES.............................................................................................6
3.1 EMPLOYMENT AGREEMENT..................................................................................................6
3.2. WORKING HOURS..................................................................................................................7
3.3 ATTENDANCE AND PUNCTUALITY.......................................................................................7
3.4 NOTIFICATION OF NOT ATTENDING WORK.........................................................................7
3.5 CONDUCT OF LESSONS........................................................................................................8
3.6 SCHEDULING AND WORK ASSIGNMENT............................................................................8
3.7 COMMUNICATION WITH PARENTS......................................................................................9
3.8 RESTRICTION ON OTHER WORK DURING EMPLOYMENT................................................9
3.9 PHYSICAL CONTACT BETWEEN TEACHERS AND STUDENTS.........................................9
3.10 SOCIAL MEDIA....................................................................................................................12
3.11 SAFETY MONITORING AND PROTECTION OF PRIVACY...............................................12
3.12 RESIGNATION.....................................................................................................................12
3.13 REGULATION.........................................................................................................................13
4. WORKPLACE COMMITMENTS.................................................................................................14
4.1 WORKPLACE SAFETY...........................................................................................................14
4.2 DRUG FREE / ALCOHOL FREE ENVIRONMENT................................................................14
4.3 SMOKING...............................................................................................................................14
4.4 OPEN DOOR POLICY............................................................................................................14
4.5 FIRST AID...............................................................................................................................15
4.6 DRESS CODE........................................................................................................................15
4.7 DISPUTES AND GRIEVANCES.............................................................................................15

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5. WORKPLACE HARASSMENT....................................................................................................16
6. EMPLOYEE DISCIPLINE..............................................................................................................17
6.1 CODE OF CONDUCT.............................................................................................................17
6.2 INSUBORDINATION..............................................................................................................18
6.3 GROUNDS FOR DISCIPLINARY ACTIONS..........................................................................18
6.4 PROGRESSIVE DISCIPLINARY PROCEDURES.................................................................18
Informal Warning / Counselling......................................................................................................19
Verbal Warning.................................................................................................................................19
Written Warning................................................................................................................................19
Final Written Warning......................................................................................................................19
Termination.......................................................................................................................................19

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 1.HUMAN RESOURCE POLICIES AND PRACTICE

1.1. PREAMBLE
The information in this Teacher Employee Handbook forms an integral part of the Agreement
between the Teachers and the AK English’s Team.
The policies and practices described herein shall be constantly reviewed and changes may be
made from time to time by the AK English’s Team.
As this is a restricted document, Teachers are not authorized to make any addition, modification or
deletion of/from this document without written approval from the AK English’s Team.

1.2. PERSONAL INFORMATION

Upon commencement of employment, Teachers are required to provide the AK English’s Team
with requested personal information for administrative and payroll purposes. Personal information
will be placed in the Teacher's personnel file together with all other relevant information related to
their employment with the AK English’s Team. All personal information will be kept strictly
confidential in accordance with the Personal Data Protection Act (PDPA).

The contents of the Personnel file include, but are not limited to
● Employment Application Form including CV, Cover Letter and Photo
● Employee Data Form
● Education Certification(s) - Copy
● ID card
All Teachers must ensure that their personal information is accurate and up-to-date. Centre
Management must be informed promptly of any changes, and necessary amendments made to the
Employee Personal Data Form.

1.3. CONFIDENTIAL INFORMATION

The AK English’s Team strives to maintain the highest possible standards of business ethics. The
AK English’s Team likewise expects that its Teachers uphold the integrity and positive image of the
AK English’s Team at all times.

Teachers will be entrusted with confidential information during the term of their employment. As
such the AK English’s Team requires Teachers to sign a Confidentiality and Post Termination
Restriction Agreement to protect the AK English’s Team's (and third party) proprietary/confidential
information from inappropriate disclosure and use. Prior to signing the Agreement, Teachers shall
be given full explanation of the Agreement to ensure complete understanding.

Confidential Information, includes, but is not be limited to, information which relates to all and any
information which may be imparted inconfidence or which is confidential in nature or a trade secret

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concerning the business or prospective business, finances, plans or internal affairs of the AK
English’s Team,or any of the customers including all know how, technical information, reports,
interpretations,forecasts, records, corporate and business plans and accounts, business methods,
financial details and targets, remuneration and personnel details, planned products and services,
marketing surveys,research reports, market share and pricing statistics, fee levels, computer
passwords, the contents of any databases, software confidential information, any trade secrets of
the AK English’s Team, including
know-how and confidential transactions, pricing policies and all information about research and
development, the AK English’s Team's suppliers' customers' and clients' names, addresses,
telephone,facsimile or other contact numbers and contact names, the nature of their business
operations and all confidential aspects of their relationship with the AK English’s Team.

1.4. INTELLECTUAL PROPERTY

All Intellectual Property relating to the Teacher's work created or discovered by the Teacher during
the term of employment, whether individually or with others, during or outside business hours, on
of away from any of the AK English’s Team's premises, will belong absolutely to the AK English’s
Team. The Teacher shall be obliged to execute any document of take any action required to give
effect to this. The AK English’s Team's rights to the Intellectual Property remain even after the
employment has ended.

Intellectual Property, means all patents, trademarks, service marks, design rights (whether
registrable or otherwise) and applications and rights to apply for any of the foregoing, and
copyrights, moral rights, database rights, rights in inventions, discoveries, utility models, knowhow,
trade or business names, internet domain names, rights under licenses and consents in relation to
any such rights, confidential information on know-how and registrable business names, proprietary
information, and any rights of the same or similar effect or nature, whether registrable or not, and
applications for any of the listed rights in any part of the world.

2. SALARY AND ALLOWANCES

2.1. SALARY PAYMENT

Salary will be paid to Teachers on a monthly basis. The salary will be deposited into the Teacher's
bank account or through issuance of cash on or around the 10th of every month. If the 10th falls on
a Saturday, Sunday, Holiday or on Accountant's day off, payment will be made on the next working
day.

For any statutory deductions, the AK English’s Team shall automatically deduct the stipulated sum
of money from the Teacher's monthly salary as required under the applicable law.

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2.2. ADJUSTED SALARY
Your guaranteed fixed hours can be increased based on Centre growth and new class opening. If
the hours are increased to a new fixed guaranteed monthly hour, your salary will also increase,
based on the salary table.

2.3. SALARY DEDUCTIONS

The AK English’s Team can deduct from a Teacher's salary for the following reasons:
Absence from work
Should a Teacher not work a complete month, i.e. a new Teacher, a Teacher requesting
leave without pay or a Teacher taking unauthorized leave, the AK English’s Team shall calculate
salary based on the amount of time the teacher was absent from work.

2.4. PAY CONFIDENTIALITY

The details of a Teacher's salary are deemed personal and should be treated as strictly
confidential information. The discussion of salary detail is highly discouraged.

2.5. PROBATIONARY PERIOD

If your performance fails to meet AK English’s Team expectations, outlined in the 'Employee
Handbook - Part Time Teacher Version' the AK English’s Team have the right to terminate your
employment contract.

You must provide all required documents for IC to obtain a work permit before the end of your two-
month probation period. Failure to do so, will result in Mr Khoa not being able to provide you with
the two-month temporary. labor contract.

Upon signing your one-year fabor contract, The AK English’s Team or the Teacher may terminate
the employment at any time, by giving 30 davs written notice, or salary-in-lieu of, as stipulated in
the Employment Agreement. The AK English’s Team reserves the right to ask the Teacher to
serve his or her notice period in full or in part.

3. RIGHTS AND RESPONSIBILITIES

3.1 EMPLOYMENT AGREEMENT

All offers of employment (new or renewal) must be approved by I Can Read Vietnam Managing
Director, and all Employment Agreements must be signed by both the employee and the Vietnam
Managing Director.

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 Teacher Employment Agreements are predicated upon the following:

● The Teacher successfully completing and passing the training provided by the Master Franchisor,
Total English Learning Global Ltd. (TELG).
● The Teacher successfully passing the Language and Grammar test provided by TELG.
● The Teacher successfully providing authentic/legalized degree(s), diploma (s), certificate (s).
● The Teacher being granted a Work Permit by the Vietnam Government following probation (where
applicable).
● The Teacher providing an official National Background check from their country of
● citizenship (within two months of the commencement date).
● The Teacher being in good health and signing a declaration of good health on the Health
Declaration Form provided by TELG.

3.2. WORKING HOURS

You will be contracted to work a guaranteed fixed hours per week.

You need to be present on weekdays at 4pm and weekends 45 minutes before the class start time.

You are expected to attend the Bi-Weekly Academic Teacher Meeting / Training Session provided
by the PD team (offline and/or online). Schedule of these meetings to be assigned by the PD team
and provided through the yearly Training/Meeting Calendar.

You are required to remain in the assigned Centre between classes (except if you have classes in
another Centre and you need to travel between Centers or Weekend Lunch Breaks). You will be
entitled to a two-hour lunch break on weekends.

You will be required to conduct specific academic tasks and responsibilities during your non-
teaching time in your assigned Centre or other Centers, to help grow the Centre (set out by your
Area Operations Service Manager and Centre Manager).

3.3 ATTENDANCE AND PUNCTUALITY

The Hiring AK English’s Team expects the Teacher to report to work punctually at all times. The
Teacher should notify the Hiring AK English’s Team as early as possible if they are not able to
attend work on any occasion and/or arrive punctually for assigned classes or assessments. A
Teacher failing to notify an absence from work or arriving late, may be subject to disciplinary action
from the AK English’s Team. Non-attendance will result in nonpayment for days missed.

3.4 NOTIFICATION OF NOT ATTENDING WORK

Teachers who are unable to attend work for any reason must inform their Area Operations Service
Manager as early as possible. On weekends Teachers must advise their Area Operations Service

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 Manager at or around 6:00am (or the night before), on weekdays Teachers must advise their Area
Operations Service Manager before 12noon. Early communication of absence is important so that
the Area Operations Service Manager can try and arrange relief cover to try and eliminate any
disruption to lessons.

Teachers are considered in breach of contract, and the AK English’s Team can terminate the
Teacher's employment without notice, if they are:

- Absent from work for more than two (2) consecutive working days without approval and a
legitimate excuse.
- Absent from work for more than two (2) consecutive working days without informing or attempting
to inform Senior Management of the reason.

3.5 CONDUCT OF LESSONS

I Can Read classes must be delivered according to established AK English methodology and
Intellectual Property as instructed by the Professional Development Manager during both the pre-
deployment training and in subsequent AK English’s Team supplied training. Teachers are
encouraged to seek the advice of their Area Operations Service Manager / PD team, should they
have questions or concerns about their teaching.

Class sizes should not exceed twelve (12) permanent students for Mr Khoa Discover Levels and
for all other Courses/Levels. On occasion however, there may be a student added to a class in a
temporary capacity for a replacement or trial lesson. Should this occur, Teachers will be given
sufficient notice from Centre Management and provided with the necessary information and
resources for the student to attend the lesson.

The AK English’s Team takes the performance of its Teachers very seriously, and as such
conducts regular Teaching observations. These observations will be conducted by AK English’s
Team approved employees from the Headquarters and/or PDE team.

As part of the new Teacher Training, new Franchise Training or any new staff training, the AK
English’s Team may allow other staff/partners to observe a Teacher's class.

3.6 SCHEDULING AND WORK ASSIGNMENT

Teaching schedules are determined by Area Operations Service Manager. Teachers are expected
to comply with all scheduling directives and to speak directly to their Centre Management should
they have questions or concerns about their individual teaching schedule.

All Teachers should expect, and will be trained accordingly, to teach the full range of the I Can
Read programs. Teachers will not be able to teach the I Can Read program if they have not
successfully completed the I Can Read Academic Induction and Onboarding program and have
been certified to teach the I Can Read
Methodology and Curriculum

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 3.7 COMMUNICATION WITH PARENTS
Communicating with the parents of our students is an integral part of an I Can Read Teachers'
role, with Teachers expected to regularly update parents on their child's progress. Common ways
in which Teachers will update parents are:

● Informal conversations at the start or end of lessons (when possible)

● Communication Diaries
● Formal Parent/Teacher meetings arranged with the help of Centre Management
● Written Term Report

Teachers will have access to staff who are able to help with translation if needed.

3.8 RESTRICTION ON OTHER WORK DURING EMPLOYMENT

Teachers must not take on any other employment, freelance work or consultancy whether paid or
voluntary whilst under contract with the AK English’s Team, unless prior approval has been
obtained from their Centre Owners/I Can Read Vietnam Country Manager. Non-adherence to this
policy may result in termination of employment.

3.9 PHYSICAL CONTACT BETWEEN TEACHERS AND STUDENTS

While there are occasions when it is entirely appropriate for Teachers to have physical contact with
their students, it is crucial that they do so in ways appropriate to their professional role. In general,
a culture of ‘limited touch' should be followed. In order to protect everyone, there needs to be clear
boundaries for physical contact, as such under no circumstance should Teachers engage in any of
the following:

3.9.1 Pick up or carry a child (unless in an emergency situation)

3 9.2 Allow or encourage a child to kiss or return a kiss

3.9.3 Allow a child to sit on your lap/knee

3.9.4 Deliberately touch a child on any part of their body besides the head,
shoulders, arms and hands (unless in an emergency situation)

3.9.5 Grab a child or hold them tightly (unless in an emergency situation)

3.9.6 Put arms around a child (unless in an emergency situation)

3.9.7 Physically punish a child

The following table serves as a Guideline for possible appropriate responses should physical

pg. 9
contact be necessary.

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Scenario 1
A student who is
upset/distressed, e.g. not
wanting to leave their
parents, struggling
with their lesson,
unhappy with another
student.
Scenario 2.
A student wanting to be
physically close to
their teacher, e.g. to kiss
and hug the
teacher hello and
goodbye, and/or attempt
to sit on their teacher's
lap.
Scenario 3.
A student who refuses to
follow a physical
instruction, e.g. to move
from one part of
the classroom to
another, to sit on their
seat, to pack away their
books at the end
of the lesson,
Scenario 4.
A student who is being
disruptive and or
behaving dangerously,
e.g. climbing on
the furniture, physically
harming other
students…
Scenario 5.
A student who needs to
go to the
bathroom during the
lesson.
Recommended Response:
Ensure the student feels safe and reassured
Encourage the student with verbal assurances
Speak to the student in a calm friendly manner
Smile
If appropriate pair the student with a "buddy'
Give the student a gentle consoling. pat on the shoulder
Give the student a sticker or chop/stamp
Recommended Response:
Greet/farewell each student personally, use their name, smile, high
five, a gentle pat on the shoulder
Should a student get too close/try to sit on your lap, gently move them
away EVERY time
Diplomatically talk to parents of overly affectionate students,
explaining our preference for reduced close physical contact.
Recommended Response:
Encourage the student verbally
Showcase desirable behaviour using other students as 'teachers'
If appropriate gently move the student by placing your hand on the
small of their back, or the shoulder - under no circumstances are
students to be roughly grabbed, pushed or physically 'manhandled'
Recommended Response:
Encourage the student verbally
Remind the student of established classroom rules, i.e. listening to the
teacher, following instructions, sitting in their seat, respecting their
teacher and classmates.
If appropriate gently move the student by placing your hand on the
small of their back or their shoulder.
In an emergency situation, e.g. a student has placed themselves or
others in danger, rectify the situation immediately - even if it means
physically having to move the student - should this occur, always
inform the student's parent.
Recommended Response:
It is IC Policy that male staff not take students to the bathroom (unless
accompanied by a female)
With Centre Staff's help, try to encourage the parents/helpers to take
the students to the bathroom prior to lessons
Wherever possible non-teaching staff will take students to the
bathroom, however, as we encourage a team atmosphere within
pg. 11
 Centres, on occasion female Teachers may be asked to assist in the
taking of students to the bathroom
Should a student have an 'accident' within the classroom, inform the
Centre Manager/ non-teaching staff, who in turn will inform the parents

3.10 SOCIAL MEDIA

● Purpose
This policy provides guidance foe employce use of social media, which should be broads,
understood for purposes al this policy to include blogs, wikis, Mr Khoa blogs, message boards chat
rooms, electronic newsletters, online forum, social networking sites, and other sites and services
that permit users to share information with others in a contemporaneous manner
● Policy Elements
The following principles apply to professional use of social media on behalf of I Can Read as well
as personal use of social media when referencing I Can Read.
a) Employees need to know and adhere to I Can Read's Code of Conduct, Employee Handbook
and other AK English’s Team policies when using social media in reference to I Can Read.
b) Employees should be aware of the effect their actions may have on their images, as well as I
Can Read's image. The information that employees post or publish may be public information for a
long time

3.11 SAFETY MONITORING AND PROTECTION OF PRIVACY

● CCTV'S are installed in all IC Centers, providing audio and visual recording for all classrooms.
Principles of Use:
● CCTV is in place to provide protection for all parties: Students, Parents, Teachers, Centre
Management, Directors and Shareholders.
● CCTV is only to be used when there is a complaint/incident in the classroom that requires
investigation
● The CCTV system is not intended as a monitoring devise for teachers' daily conduct.

3.12 RESIGNATION
The AK English’s Team and the Teacher may terminate the Employment Agreement at any time
by giving the other party the required duration of notice period, or payment in-lieu of notice period
as per the Employment Agreement. The AK English’s Team reserves the right to ask the Teacher
to serve his or her notice period in full or in part.

Resignations must be submitted in writing to the Area Operations Service Manager and a copy
cc'd to the I Can Read Vietnam HR Department and Managing Director. The resignation must
include the anticipated last day of employment and must also be signed.

3.13 REGULATION
Language Usage:

pg. 12
 Teachers are not allowed to use Vietnamese as the primary language of instruction, except in
grammar or test preparation classes.
 Students are not permitted to speak Vietnamese during class, even during grammar or test
preparation classes.
 Teachers should set clear rules, provide reminders, and implement strict penalties for any
instances of Vietnamese language use to prevent its spread.
 Reports should be filed for classes where Vietnamese language use persists. Students should
receive appropriate penalties, and warning letters must be signed by the teacher.
 If a student is found using Vietnamese casually and unapologetically, the teacher should fill out the
designated form.
Classroom Management for Younger Classes:
 Teachers should use strategies such as marking or penalizing students who speak Vietnamese.
 Students with fewer marks or penalties will receive stamps, and they can exchange a full stamp
collection for rewards.
 Teachers can use methods like marking, penalizing, or taking breaks during break time for
students who speak Vietnamese, or involving the class leader to address the issue.
Mask Usage:
 While teaching, teachers are not required to wear masks due to limitations in volume,
pronunciation, and facial expressions.
 However, if a teacher has a legitimate reason to wear a mask due to severe illness, they should
inform their team leader.
Stamp Collection and Rewards:
 The stamp collection system will be implemented across all classes to encourage student
participation and motivation.
 Teachers should encourage students to earn stamps through active participation, good behavior,
and achievement.
 Students who collect a full stamp collection will be eligible to exchange it for rewards.
Reminders for New Teachers:
 Teachers and teaching assistants are not allowed to stay at the printer station during class hours.
If unable to print in time, please inform the class leader or administration for assistance.
Punctuality is important, and any delay in printing will be considered a violation.
 During class hours, teaching assistants and teachers should remain in the classroom and not
leave to retrieve materials.
Classroom Rules:
 At the beginning of each class, set clear rules and establish the habit of students seeking
permission before going to drink water or use the restroom. Teachers should accompany students
to avoid accidents or complaints. Remind students about the consequences of leaving without
permission (with the aim of improvement).
 Regarding the use of mobile phones by teenage students, check with the teacher to determine the
prevalence and percentage of this issue in the class. Discuss any measures taken to address it.
Starting Class on Time:
 Ensure that classes start promptly at the scheduled time. Utilize this time to check and correct
homework assignments.
Reminder about Bringing Toys or Unusual Items:
 There are still instances of students bringing toys that can disrupt concentration or pose a safety
risk in the classroom. Remind students not to bring toys. If a student takes out a toy to play with,
confiscate it and report to the class leader.

pg. 13
4. WORKPLACE COMMITMENTS

4.1 WORKPLACE SAFETY

The AK English’s Team recognizes the right of all Teachers to work in a safe and healthy
environment. The AK English’s Team actively works to remove or reduce all potential health,
safety or welfare risks to both Teachers and Guests. Teachers also have an obligation to take
reasonable care of their own health,safety and welfare, and are expected to highlight all areas of
danger, faulty equipment, and anythin deemed a potential risk immediately to their Centre
Manager. All accidents occurring on- the-fob regardless of the perceived seriousness) should be
reported immediately to the Centre Manager or HR Department.

4.2 DRUG FREE / ALCOHOL FREE ENVIRONMENT

Teachers are prohibited from unlawfully consuming, possessing, distributing or selling controlled
substances. In addition, Teachers may not be under' the infiuence of controlled substances such
as drugs or alcohol while at work or on official AK English’s Team business. Prescription drugs or
over-the- counter medication taken as prescribed, are an exception to this policy.

4.3 SMOKING
Teachers are prohibited from smoking on all I Can Read premises and are also required to refrain
from smoking within sight of any entrance to an I Can Read Centre and/or Head-Quarters.

Teachers are asked to be mindful of their students and colleagues when it comes to the lingering
smell and health implications resulting from smoking and are encouraged to take measures to
reduce

4.4 OPEN DOOR POLICY

The AK English’s Team has an open-door policy and takes Teacher's concerns and feedback
seriously. The AK English’s Team strives to provide a positive working environment for all
Teachers. If Teachers have any workplace issues or concerns, they can highlight to their Centre
Manager, Centre Owner or I Can Read Vietnam Head Office.

4.5 FIRST AID

First aid kits are available to treat minor injuries and illness. In the event of an accident, when- ever
possible, first aid should only be provided by Teachers who have been designated as first-aid
providers. However, in emergency situations, other Teachers may be required to help (within their
level of competency).

pg. 14
 4.6 DRESS CODE
The AK English’s Team requires Teachers to maintain a neat, clean and well-groomed
appearance that is appropriate for the workplace setting and the work being performed. Teachers
are expected to present a professional business-like image whilst at work.

For Male Teachers:

 Shirt: Wear a button-down dress shirt, preferably in solid colors or subtle patterns. T-shirts or
casual shirts are not allowed.
 Pants: Opt for tailored trousers or dress pants in a conservative color, such as black, navy, or gray.
Jeans are not allowed.
 Shoes: Wear closed-toe dress shoes, such as loafers or oxfords. Athletic shoes or sandals are not
appropriate.
 Accessories: Keep accessories minimal and professional. A belt that matches your shoes can add
a polished touch.
For Female Teachers:
 Blouse: Choose a blouse or top that is modest and professional. Avoid low-cut or revealing tops. T-
shirts or casual tops are not allowed.
 Skirt or Dress: Wear a knee-length skirt or dress that is appropriate for a professional setting. Mini-
skirts or overly tight-fitting dresses should be avoided.
 Pants: If you prefer wearing pants, opt for tailored trousers or dress pants in conservative colors.
Jeans or casual pants are not allowed.
 Shoes: Wear closed-toe shoes with a moderate heel. Avoid wearing flip-flops, sandals, or overly
casual shoes.
 Accessories: Keep accessories minimal and tasteful. Avoid large, distracting jewelry or
accessories.
It's important to note that these guidelines may vary depending on the specific school or institution.
Always check with your school's administration or dress code policy for any specific requirements
or restrictions. Additionally, if there is a specific dress code or uniform provided by AK
English, teachers should adhere to that dress code when teaching at the center.

4.7 DISPUTES AND GRIEVANCES

The AK English’s Team aims to promote a harmonious work environment. Teachers have an
obligation to treat co-workers with respect. The AK English’s Team understands that frictions may
arise in the course of work from time to time, resulting in disputes or grievances that could have a
detrimental impact on work performance or the work environment. The AK English’s Team will help
Teachers resolve disputes or grievances with the process outlined below:
a. Dispute Resolution
● Inappropriate or unwelcome focus / comments on a person's attributes or appearance.

Teachers should be aware that-they work in a multi-cultural environment with differing cultural and/
or religious views about physical contact. Teachers should be aware that well-intentioned physical
contact may be misconstrued by the recipient of the contact.

(C) Abuse of Authority

pg. 15
 Abuse of Authority occurs when an individual improperly uses their position of power and authority
in an abusive manner that may negatively influence an Employee's career and livelihood.

Abuse of authority includes, but is not limited to:

● Intimidation
● Humiliation
● Threat
● Coercion
● Blackmail

The AK English’s Team does not tolerate Workplace Harassment of any form. All accusations will
be thoroughly investigated by Senior Management. Teachers may be dismissed if the misconduct
is deemed to be of a serious nature.

5. WORKPLACE HARASSMENT
The AK English’s Team recognizes that all Teachers have a right to work in an environment free
from discrimination and harassment. Workplace Harassment is behavior that makes someone feel
intimidated or offended, it generally falls into three main categories, Personal Harassment, Sexual
Harassment and/or Abuse of Power.

(A) Personal Harassment

Personal harassment refers to objectionable conduct, comment or behavior that humiliates,

intimidates, excludes and isolates an individual or group.

Examples of Personal Harassment include:

- Acts of intimidation, aggression and coercion

- Bullying
- Disrespectful Comments
- Malicious gossip or slander
- Disparaging and disrespectful remarks about an individual's race, age, gender, religion etc.

(B) Sexual Harassment

Sexual Harassment refers to uninvited and unwelcome verbal or physical behavior of a sexual
nature, especially (but not limited to) by a person in authority towards a subordinate.

Examples of Sexual Harassment include;

● Unwanted touching, patting or leering
● Sexual assault
● Inquiries or comments about a person's sex life
● Gender-based insults or jokes causing humiliation or embarrassment
● Repeated unwanted social or sexual invitation
● Inappropriate or unwelcome focus / comments on a person's attributes or appearance.

pg. 16
 Teachers should be aware that-they work in a multi-cultural environment with differing cultural and/
or religious views about physical contact. Teachers should be aware that well-intentioned physical
contact may be misconstrued by the recipient of the contact.

(C) Abuse of Authority

Abuse of Authority occurs when an individual improperly uses their position of power and authority
in an abusive manner that may negatively influence an Employee's career and livelihood.

Abuse of authority includes, but is not limited to:

● Intimidation
● Humiliation
● Threat
● Coercion
● Blackmail

The AK English’s Team does not tolerate Workplace Harassment of any form. All accusations will
be thoroughly investigated by Senior Management. Teachers may be dismissed if the misconduct
is deemed to be of a serious nature.

6. EMPLOYEE DISCIPLINE

6.1 CODE OF CONDUCT

To ensure that the working environment is safe, comfortable and productive for all, the AK
English’s Team expects its Teachers to adhere to a high standard of professional conduct and
integrity at all times. Teachers shall comply with and observe all the guidelines, directives and
instructions stated in this document, and subsequent documents that may be issued by the AK
English’s Team from time to time. Teachers should also conduct themselves in a manner
consistent with the Terms and Conditions of their Employment Agreement.

6.2 INSUBORDINATION
Teachers are expected to interact with mutual respect and common courtesy. Teachers are
expected to comply and follow the instructions from their Centre Manager, Senior Centre Manager
and other members of the Senior Management Team. Insubordination refers to the failure to
comply with and act on direct instructions, it also refers to unreasonable delaying of complying with
AK English’s Team directives. Teachers are encouraged to maintain open and honest
communication with their Centre Manager, and Senior Centre Manager and to provide feedback as
to why specific directives and time- frames are not able to be met, in the hope that a compromise
might be met. Acts of Teacher insubordination are subject to disciplinary action and if deemed to
be of a serious and ongoing nature may lead to termination

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 6.3 GROUNDS FOR DISCIPLINARY ACTIONS
The AK English’s Team reserves the rights to discipline and/or terminate any Teacher who is found
to violate AK English’s Team policies, practices and code of conduct. Teachers with poor
performance and/or misconduct could face discipline or termination. The AK English’s Team
reserves the right to determine the severity and extent of any disciplinary action based on the
circumstances of each case.

6.4 PROGRESSIVE DISCIPLINARY PROCEDURES

● Teachers shout discuss the dispute with their Centre Manager (CM) or Centre Owner (Co) who will
provide counsel and mediate the dispute between the parties invalved.

● If the CM or CO is unable to resolve the matter, it should be escalated to the Area Operations
Service Manager and/or HR Department for futher mediation. Should the dispute require futher
mediation it wil be referred to the Managing Director Whose decision on the resolution will be final

b. Grievances
● Employees should discuss their grievances with their Centre Manager/Centre Owner Who will
evaluate the seriousness of the circumstance. The Centre Manager/ Owner Will determine an
action plan to resolve the matter within his/her authority remit.
● If the circumstance is beyond the authority of the CM or Centre Owner the matter
● will be reported to the Country Manager for resolution with the Employee.
● Any Employee has the right to seek consultation directly with the HR Department or Senior
Management if the Employee has a serious grievance and does not feel comfortable to discuss the
matter with their Centre Manager, Centre Owner or Country Manager. Please refer to the table
below for the contact information of the HR Department and Senior Management.

Informal Warning / Counselling

Wherever possible the aim of the AK English’s Team is to resolve any performance/conduct
issues. For issues of a less serious nature, the Teacher will be spoken to by the Academic
Manager who will outline the concerns, explain the AK English’s Team's expectations and highlight
the areas of improvement needed. During this informal meeting, the Academic Manager will outline
the next steps in the disciplinary procedure, should the stated improvement needed not be met.

Verbal Warning
If a Teacher's conduct or work performance does not meet acceptable AK English’s Team
standards, the Teacher may be given a formal verbal warning. This will set out the
performance/conduct problem, confirmation of improvement required, and the timescale for

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improvement to be made. A record of the verbal warning will be kept in the Teacher's personnel
file.

Written Warning
If the offence is more serious or if there is insufficient improvement after the verbal warning, a
written warning may be given. This will set out the nature of the performance/conduct problem,
together with written confirmation of the improvement required and the timescale for improvement.
The warning will also inform that should the Teacher's performance/conduct fail to improve, further
disciplinary action up to and including termination might result. A copy of the written warning will be
kept in the Teacher's personnel file, but will be removed after twelve (12) months of issue free
service.

Final Written Warning

If there is still insufficient improvement after a verbal and/or written warning have been issued, or if
the issue is serious enough to warrant only one written warning, a final written warning will be
given. This will provide details of the issue, the improvement required and the timescale for
improvement. A final written warning will be issued only after consultation with an Executive
Director. A copy of the written warning will be kept in the Teacher's personnel file, but will be
removed after twelve (12) months of issue free service.

Termination
A Teacher may be dismissed, following consultation with the Manager Director, if the performance/
conduct issue is of such a serious nature that termination is the only action that the AK English’s
Team's Senior Management can take, or if the progressive disciplinary process fails to see any
improvement in the Teacher's performance or conduct. Termination of employment may be
immediate. A copy of the final termination documentation will be placed in the Teacher's personnel
file.

I have read and understood the content of the Employee Handbook.

Name

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Singature

Date

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