Page 16 - Microsoft Word - REVIEWED ABBA GLOBAL HANDBOOK FOR STAFF

o Engaging in private commercial activity or using school’s equipment for such.
o Misappropriation of school property or any funds allocated for a specific purpose.
o Refusal to carry out lawful assignments as instructed by the line manager/superior
officer.
o There is zero tolerance for illicit and indecent relations amongst members of staff
(including illicit relations with students).
o Any other act or behaviour which can tarnish the good image of the school.

5.2 NON DISCLOSURE POLICY:
The school authority will not condone acts associated with breach of confidence on issues
that could have negative effect on the image of the school. In other words, no staff shall
divulge or disclose to any unauthorized person any information of the School Brand
entrusted to him/her or coming to him/her knowledge in the course of his/her
employment.

5.3 GIFT SOLICITING
No staff member shall solicit gifts (cash or kind) from parents or clients or customers and
no staff shall receive gifts except general staff appreciation for special occasions like festive
periods, souvenirs during graduation and the like.

SECTION SIX
6.0 STAFF GRIEVANCE AND DISCIPLINARY MEASURES

6.1 PROGRESSIVE DISCIPLINE
The purpose of this policy is to state Springsville Int'l School position on administering
equitable and consistent discipline for unsatisfactory conduct in the workplace. This is to
ensure fair treatment for all staff and in making certain that disciplinary actions are prompt,
uniform and impartial. The major purpose of any disciplinary action is to correct the
problem, prevent reoccurrence and prepare the employee for satisfactory service in the
future.

Although employment with Springsville Int'l School is based on mutual consent and both
the employee and the school have the right to terminate employment after following due
procedures, the school may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps – verbal warning, written warning,
suspension with or without pay, termination of employment – depending on the severity
of the problem and the number of occurrences. There may be circumstances when one or
more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps
will normally be followed: a first offence may call for a verbal warning; a next offence may
lead to a suspension; and, still, another offence may then lead to termination of
employment.