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Train up a child on the way they should go, and when they are old, they shall not depart from it.
Proverbs 22:6
Phone Messages
All phone messages will be place on the bulletin board and will be given to the teacher after his/her class is over at 2:30 PM. unless it is an emergency, the message will be given to you as soon as possible.
Phone use in the office is strictly reserved for emergency calls, ad school business. Teachers, staff, parents, students and visitors are reminded to limit all phone calls to emergency use for school business.
Dress Code
Teachers, staffs and employees are expected to wear their uniforms. A white blouse and red skirt or red pants should be worn every Monday and Wednesday. Yellow T-shirt with GHIS logo and a black pants or jogging pants with matching rubber shoes should worn every Tuesday and Thursday. On Fridays, staffs are expected to dress in an appropriate manner. Any attire, which disrupts or distracts the educational process, will not be permitted on the school premises. Please remember that GHIS is a Christian school with Christian values.
Private Employment
Private employment is not permitted if it interferes with the performance of teaching and duties by diverting time, interests, talents or energies from employment with GHIS, or if it creates a possible conflict of interest with teaching and duties. Private employment is prohibited when:
- It may reasonably be constructed by the Public that the work done is an act performed by GHIS.
- The employee requires to use information obtained by the employee in the course of his/her GHIS duties.
- The work required is the same task or tasks closely related to those performed by GHIS.
- The work in any way involves the facilities, equipment, or supplies of GHIS.
- The work would tend to influence the impartial judgment of the employee on matters arising in the course of his/her employment with GHIS.
The term “private employment” includes self-employment and the operation of a business as well as work performed for others.
Employees may tutor students privately subject to school’s restriction.
Conflict of Interest
No employee shall engage in any activity or have a direct or indirect financial interest in any activity that creates an interest or constitutes an interest that conflicts with the employees duties under his/her contract of employment or these regulations nor shall any activity or financial interest with the employee’s contract.
Gifts and Gratuities
Employees shall refuse to accept money or any other gratuity offered to them by anyone having business wit the school.
Contributions may be made to the school by sending a check or money order in care of the Golden Harvest International School Education Tax Credit Account.
No employee may receive, directly or indirectly, any gift, gratuity or item of economic value under circumstances where the acceptance might be reasonably interpreted by others as affecting the employees performance, or impartiality in the performance of his/her duties to Golden Harvest.
No employee shall present a gift to a superior where the superior’s acceptance of gift might be reasonably misinterpreted by others as affecting the superior’s impartiality in the performance of his/her duties.
Endorsement
No employee shall recommend specific products or individuals for purchase or hire by virtue of their relationship right GHIS or past employment with GHIS.
Unprofessinal Conduct
No employee shall engage in unprofessional conduct such as involvement in drug related activities or inability to teach/perform his/her duties.
Dishonesty
No employee shall engage in dishonest act while performing duties within the scope of his/her employment.
Criminal Conduct
The commission of crime of moral turpitude or a felony indicating unfitness to teach/work will result in dismissal.
Proof of the commission of a crime requires substantial evidence, not proof beyond reasonable doubt.
Crimes of moral turpitude will result in dismissal which include but not limited to illegal drugs, sexual misconduct, bribery, or theft.
Immoral Conduct
Any employee who engages in immoral conducts which creates a significant danger or harm to students or co-workers of GHIS, or which is known among his/her students that will impair the ability to teach his/her students is a ground for dismissal.
Teachers, Staffs and Administrators should serve as examples to their students and parents. Conduct which offends the moral standards of the community and the school impedes the employee’s effectiveness.
It shall be considered immoral conduct for a teacher, employees and administrators to make sexual advances towards any student or engage in a sexual conduct with any student, regardless of the age of the student involved.
Sexual Harrassment
Cultural interpretations are not grounds for making sexual harassment permissible. GHIS maintains its own unique culture, the values of which do not permit sexual harassment.
Nothing contained in this policy shall be construed either to limit the legitimate exercise of the right of speech or to infringe upon the academic freedom of any member of GHIS.
- Definitions and Examples of Sexual Harassment
While the definition of sexual harassment is ultimately victim-based, sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, and/or other verbal, expressive, or physical conduct commonly understood to be of a sexual nature, when:- Submission to, or toleration of, such conduct on of off campus is made, either explicitly or implicitly, a term or condition on instruction, employment, or participation in school’s activities:
- Submission to, or rejection of, such conduct is used as basis for employment, or for academic decisions or assessments affecting the individual’s status as an employee or student; or such conduct has the purpose or effect of unreasonable interfering with an intimidating, hostile, or offensive work or educational environment.
Sexual harassment may involve the behavior of a person of either sex toward a person of the opposite or same sex. Examples of behavior that would be considered sexual harassment include, but are not limited to the following:
- Physical assault;
- Direct or implied threats that submission to sexual advances will be a condition of employment, work status, promotion, grades, or letters of recommendation;
- A pattern of conduct, annoying or humiliating in a sexual way, that includes comments of a sexual nature and/r sexually explicit statements, questions, jokes, or anecdotes;
- A pattern of conduct that would annoy or humiliate a reasonable person at whom the conduct was obviously directed. Such conduct includes, but is not limited to gestures, facial expressions, speech, or physical contact understood to be sexual in nature or which is repeated after the individual signifies that the conduct is perceived to offensively sexual.
GHIS is committed to education all members of the school regarding this policy and its procedures.
Inclement Weather
If any employee is absent due to the weather conditions when GHIS remains open, it will be without pay for work time missed.
When the school is officially shut down because of inclement weather, the resulting absence of personnel during scheduled work time is considered as work without pay.
Only the school President or his/her designated representative may make the decision to close the institution. Public announcement of such unscheduled closing will be made by the President.
Suspension and Termination
- Grounds for suspension and termination
An employee may be suspended by the supervisor who is responsible for his/her annual evaluation. An employee may be terminated by the Board for just cause.
Employees may be suspended or terminated, which include but are not limited to the following:
- Non-performance
- Incompetence (inexcusable failure to discharge duties in a prompt and efficient manner);
- Insubordination;
- Misconduct;
- Breach of trust;
- Abuse of authority;
- Excessive absenteeism;
- Habitual tardiness (discretionary);
- Abandonment of position; and
- Misuse of and/or destruction of GHIS property.
Resignation and Termination
- Resignation
When resigning, the employee must give notice at least 4 weeks prior to the resignation date. - Non Renewal of Contract
If the school does not intend to renew an employees contract, written notice shall be provided to that individual 1 month prior to the end of the contract period. - Termination without Cause
The Board may terminate an employee without cause upon 30 days written notice in advance of the termination of employment. - Termination with Cause
The Board may terminate an employee with cause upon written notice 7 days prior to the stipulated termination date. - Early Termination
Early termination” occurs when an employee is removed for cause, e.g. for refusing to perform duties, for failing to perform work satisfactorily, or for willfully vacating his/her position. If the employees contract calls for repartriation benefits, and the contract is terminated for cause before its completion date, the employee must repay to GHIS costs paid by the school related to recruitment, and must apy his/her own repartriation costs. - Clearance Sheet
Upon separation of employment, the faculty must complete the Clearance Sheet to show that all obligations regarding money owed or school’s property used (including keys and books) are returned before his/her final salary payment will be made by the Accountant.
Employee Termination Clearances
The Board Members requires all employees who are permanently discontinuing their employment with the school to complete an established process of discontinuance to assure that all liabilities have been met, and that the employee has been informed of his/her rights and benefits at discontinuance of employment.
Deductions may be made from the employee’s final salary check for any school property not returned at the time of discontinuance.
Ethics
Employees of Golden Harvest Int’l School, believing in the worth and dignity of each human being, recognizing the supreme importance of the pursuit of truth, devotion to excellence and the nature of democratic principles, shall conduct themselves in accordance with all Municipal, Commonwealth and Federal statutes, as well as all Golden Harvest Int’l School policies and procedures.
Essential to these goals is the protection of freedom to learn, to teach, and to enjoy equal educational opportunity for all.
Annual Evaluation of Employees
The performance of each employee shall be evaluated annually by the Supervisor or its Board.
Reduction in Force
When it becomes necessary to employ reduction in force because of budgetary limitations, program restructuring, or other reasons, it is the policy of GHIS that both seniority and competence to be considered in this procedure. That is, if a position is to be eliminated and the person filling that position is of equal competence, and has more seniority than a person in a comparable position or in the same class, the person with less seniority will be laid off.
It should be emphasized that seniority is not the sole determining factor in deciding who shall be laid off. Competence, work record, and any other factors will also be taken into consideration.
In all cases when reduction in force is necessary, the school administration will demonstrate to the employee a basic openness of communication concerning the financial condition of the school, enrollment projections by the school overall or in specific programs and any need for reduction in force.
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