In keeping with Flowers Gay Schools’ intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace and its environs.

This policy applies equally to all employees, clients, and visitors.

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance (where necessary), and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor and or appropriate Head if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The supervisor and or appropriate Head can answer any questions about an employee’s responsibility for maintenance and care of equipment used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

Furthermore every facility of the Schools must be used for its intended purpose. For example the Schools’ Libraries, Science and ICT Laboratories should not be used by staff as Common Rooms.

To provide for the safety and security of employees and the facilities at Flowers Gay Schools, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

All visitors should enter Flowers Gay Schools through the front/main gates. After being cleared by the Security Officer, authorized visitors will receive directions or be escorted to the reception area. Employees are responsible for the conduct and safety of their visitors.

If an unauthorized individual is observed on Flowers Gay Schools’ premises, employees should immediately notify the Security Officer on duty as well as any of the Heads available and if necessary, direct the individual to the reception area.

Computers, computer files, the email system, and software furnished to employees are Flowers Gay Schools’ property intended for business use. Employees should not use a password, access a file, or retrieve any stored communication without authorization. To ensure compliance with this policy, computer and email usage may be monitored.

Flowers Gay Schools strives to maintain a workplace free of harassment and sensitive to the diversity of its employees. Therefore, Flowers Gay Schools prohibits the use of computers and the email system in ways that are disruptive, offensive to others, or harmful to morale.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not allowed. Other such misuse include, but are not limited to, ethnic slurs, racial and political comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others.

Internet access to global electronic information resources on the World Wide Web is provided by Flowers Gay Schools to assist employees in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive Internet usage. While Internet usage is intended for job-related activities, incidental and occasional brief personal use is permitted within reasonable limits.

All Internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Flowers Gay Schools and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in Internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the property of Flowers Gay Schools. As such, Flowers Gay Schools reserves the right to monitor Internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial and or political slurs, gender-specific comments, or any other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the Internet is expressly prohibited. As a rule, if an employee did not create the material, does not own the rights to it, or has not gotten authorization for its use, it should not be put on the Internet. Employees are also responsible for ensuring that the person sending any material over the Internet has the appropriate distribution rights.

Internet users should take the necessary anti-virus precautions before downloading or copying any file from the Internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression.

Abuse of the Internet access provided by Flowers Gay Schools in violation of law or Flowers Gay Schools policies will result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy.

Workplace monitoring may be conducted by Flowers Gay Schools to ensure quality control, employee safety, security, and client satisfaction.

Employees who regularly communicate with clients via the Schools Phones may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our clients’ image of Flowers Gay Schools as well as their satisfaction with our service.

Computers furnished to employees are the property of Flowers Gay Schools. As such, computer usage and files may be monitored or accessed.

Employees can request access to information gathered through workplace monitoring that may impact employment decisions. Access will be granted unless there is a legitimate business reason to protect confidentiality or an ongoing investigation.

Because Flowers Gay Schools is sensitive to the legitimate privacy rights of employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

Flowers Gay Schools is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general Flowers Gay Schools has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

All employees, including supervisors and or appropriate Heads and temporary employees should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others.

Conduct that threatens, intimidates, or coerces another employee, a client, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual’s sex, race, age, or any characteristic protected by law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by clients/parents/guardians, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in harm’s way. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening.

Flowers Gay Schools will promptly and thoroughly investigate all reports of threats of (actual or perceived) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Flowers Gay Schools may suspend employees, either with or without pay, pending investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Flowers Gay Schools encourages employees to bring their disputes or differences with other employees to the attention of their supervisors and or appropriate Heads or the Schools’ Administrator before the situation escalates into potential violence.

Flowers Gay Schools is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, political affiliation, national origin, age, religion, disability, or any other legally protected characteristic will not be tolerated.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:

• Unwanted sexual advances.
• Offering employment benefits in exchange for sexual favors.
• Making or threatening reprisals after a negative response to sexual advances.
• Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters.
• Verbal conduct that includes making or using derogatory comments, unapproved epithets, slurs, or jokes.
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words, or suggestive or obscene letters or invitations.
• Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of employment;
2. submission or rejection of the conduct is used as a basis for making employment decisions; or,

• The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

If you experience or witness sexual or any other form of unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the appropriate Head or the Schools’ Administrator or any other member of management. You can raise concerns and make reports without fear of reprisal or retaliation.

All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the appropriate Head or the Schools’ Administrator or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

To maintain a safe and productive work environment, Flowers Gay Schools expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Flowers Gay Schools. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. Poor attendance and excessive tardiness are disruptive and may either lead to disciplinary action, up to and including termination of employment.

Teachers should ensure that they are available and present in their respective class rooms at least five minutes before the start of the lesson when they do not have a lesson preceding the particular class.

Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image Flowers Gay Schools presents to clients and visitors.

During business hours or when representing Flowers Gay Schools, you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with clients or visitors in person. Where necessary, employees will be advised on the acceptable dress code.

Your supervisor or head is responsible for establishing a reasonable dress code appropriate to the job you perform. Consult your supervisor if you have questions as to what constitutes appropriate appearance. Where necessary, reasonable accommodation may be made to a person with a disability. Without unduly restricting individual tastes, the following personal appearance guidelines should be followed:

• Jeans, Bermuda, t-shirt, and shorts do not present appropriate professional attire (except where these are the Schools’ branded attires and are explicitly agreed upon for specific occasions or events)
• Unnaturally colored hair and extreme hairstyles, such as spiked hair, do not present an appropriate professional appearance.
• Teachers are to keep simple and modest hairstyles and makeup
• Offensive body odor and poor personal hygiene is not professionally acceptable.
• Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, are not professionally appropriate and must not be worn during business hours.
• Extensive multiple ear piercings (more than one pair of rings) are not professionally appropriate and must not be worn during business hours.
• Visible excessive tattoos and similar body art must be covered during business hours.
• Clothes that are revealing are not professionally appropriate and must not be worn during business hours
• The Schools frown on female teachers wearing trousers whilst on duty
• The Schools frowns on an entirely black outfit whilst on duty (except under extreme circumstances and with the permission of the Principal)
• The wearing of wrist bands (which often carry messages) by both staff and pupils is not deemed as professionally appropriate –  except in cases where they are strictly officially accepted Flowers Gay Schools branded memorabilia

Employees are responsible for all Flowers Gay Schools property, materials, or written information issued to them or in their possession or control. Employees must return all Flowers Gay Schools property immediately upon request or upon termination of employment. Where permitted by applicable laws, Flowers Gay Schools may withhold from the employee’s check or final paycheck the cost of any items that are not returned when required. Flowers Gay Schools may also take all action deemed appropriate to recover or protect its property.

Flowers Gay Schools wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Flowers Gay Schools prohibits the possession, transfer, sale, or use of such materials on its premises. Flowers Gay Schools requires the cooperation of all employees in administering this policy.

Desks, lockers, and other storage devices may be provided for the convenience of employees but remains the sole property of Flowers Gay Schools. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Flowers Gay Schools at any time, either with or without prior notice.

As part of the Schools’ Principles and Code of Conduct for our pupils, the following are strictly prohibited among pupils:

• Wrapping of hands around waist or neck of fellow pupil(s)
• Holding hands on the Schools’ compound
• Formal/Informal birthday celebrations for pupil’s on the Schools compound and/Classrooms– such as bringing special cakes, toffees etc to School to in celebration
• Wearing of small copper earnings prohibited
• Climbing up to the Upper Primary and JHS Floor by Lower Primary Pupils
• Stepping out of the Schools Compound without prior official permission (once pupils report for School) before School closes
• Class One (1) pupils are to eat their snacks during their first break in classrooms
• Pupils are supposed to wear sandals only on Fridays except classes attending Physical Education (P.E.) classes on Fridays

1st offense: Warning

2nd offense: Refer To Welfare Officer/Class Teacher To Investigate And Counsel.

3rd offense: Withdrawal Of Privileges – ie. Restraining From School Social Activity.

1st offense: Warning

2nd offense: Refer To Welfare Officer/Class Teacher To Investigate And Counsel

3rd offense: Assign Some Responsibility/Change Of School

1st offense: Tidying Or Clearing Of Area Littered

2nd offense: Give Groundwork E.G. Scrubbing Verandas, Toilets, Etc

3rd offense: Planting Of Grass, Flowers, And Trees On School Compound And Tending For One Year

1st offense: Warning And Rendering An Apology To Those Offended

2nd offense: Stern Warning And Rendering An Apology – (Record It In The Disciplinary Book)

3rd offense: Refer To Welfare Officer/Class Teacher To Investigate And Counsel

1st offense: Stern warning

2nd offense: Groundwork

3rd offense: Refer To Welfare Officer For Counseling

1st offense: Stern warning

2nd offense: Groundwork

3rd offense: Refer To Welfare Officer For Counseling

Replacement Of The Stolen Item.

2nd offense: Groundwork And Replacement Of Stolen Item.

3rd offense: Refer To Welfare Officer For Investigation And Counseling.

Teacher To Investigate And Counsel

2nd offense: Ostracize Pupils In Class For Close Observation And Solicit Parental Support

3rd offense: Suspension

1st offense: Rebuke in Front Of Class/ Or At Assembly. Pupil To Apologize And Later Carry Out The Assignment He Refused To Do.

2nd offense: Demotion/ Removal From School Clubs For A While.

3rd offense: Suspension And Pupil To Give An Undertaking On Resumption – Withdrawal In Case Of Support From Parents

1st offense: Warning

2nd offense: Ostracize/Detention

3rd offense: Suspension

1st offense: Stern Warning/ Groundwork

2nd offense: Suspension And Undertaking On Resumption

3rd offense: Withdrawal

1st offense: Suspension Followed By Counseling

2nd offense: Withdrawal

1st offense: Suspension, Undertaking And Counseling If Pupil Terminates The Pregnancy

1st offense: Stern warning.

2nd offense: To Be Made To Take The Examination Papers.

1st offense: Detention (During Pupil’s Leisure Time) To Do Extra Work.

2nd offense: Refer To Welfare Officer/Class Teacher To Investigate And Counsel.

3rd offense: Refer To School Counselor And Invitation Of Parents.

1st offense: Counsel And Report Conduct To Parents.

2nd offense: Give Child Groundwork.

3rd offense: Report Child To Welfare Officer.

1st offense: Warning And Replacement Of Lost Item