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before the start of your work day. Individual supervisors may have further requirements for requesting
unscheduled leave and this discussion should take place at the time of hiring.

3.5 COMMUNICATIONS

3.5.1 Person to Person
1) Be open and honest. Adult-to-adult conversations are essential to earning the trust of our
parents, coworkers, supervisors/managers and partners.
2) Greet people with a smile and a friendly word, it is an act of respect.
3) Do not engage in idle gossip or rumor mongering. If you have questions or concerns,
bring them to your supervisor or immediate head or one of the Governing Committees.

3.5.2 Social Media Etiquette

1) Use appropriate, business-like language to avoid confusion on the part of the receiver
and to ensure the message is understood.
2) Use a pertinent subject title for each message; for example, include FYI or Action in the
subject line so the receiver has a clear understanding of what is expected of them.
3) Do not make a comment on social media anything containing libelous, discriminatory,
political, offensive or racist comments.
4) Do not forward any messages you receive that contains inflammatory or offensive
language. Remember, you cannot control the comment or messages that you received,
but you do control what you send.
5) Capitalizing entire words is considered shouting, so for emphasis underline important
passages or use bold or colored text.

3.5.3 Social Media Policy (Memorandum EVP no.3 s.2019 dated January 22, 2019)

1) THE PURPOSE OF THIS POLICY IS TO ESTABLISH EXPECTATIONS FOR MAINTAINING A
SAFE AND RESPECTFUL SCHOOL CLIMATE AND WORKPLACE WHERE BULLYING,
CYBERBULLYING, HARASSMENT, AND INTIMIDATING BEHAVIOR ARE NOT TOLERATED.
2) This policy provides guidance for employee use of social media, which should be broadly
understood for purposes of this policy to include blogs, social networking sites,
microblogs, message boards, chat rooms, electronic newsletters, online forums, and other
sites and services that permit users to share information with others in a
contemporaneous manner.
3) Employees need to know and adhere to the School’s Code of Conduct, Institutional Work
Policies and Procedures, and other company policies when using social media in
reference to the school.
4) Employees should be aware of the effect their actions may have on their images, as well
as the school’s image. The information that employees post or publish may be public
information for a long time.
5) Employees should be aware that the Institution may observe content and information
made available by employees through social media. EMPLOYEES SHOULD USE THEIR
BEST JUDGMENT IN POSTING MATERIAL THAT IS NEITHER INAPPROPRIATE NOR
HARMFUL TO THE INSTITUTION, ITS EMPLOYEES, OR CUSTOMERS.
6) Although not an exclusive list, some specific EXAMPLES OF PROHIBITED SOCIAL MEDIA
CONDUCT INCLUDE POSTING COMMENTARY, CONTENT, OR IMAGES THAT ARE
DEFAMATORY, PORNOGRAPHIC, PROPRIETARY, HARASSING, LIBELOUS, OR THAT CAN
CREATE A HOSTILE WORK ENVIRONMENT.

Faculty Manual (BES and SHS) 2021ed.icc
Prepared by: AdminServQ Page 46