Flowers Gay Schools strives to maintain a positive work environment where employees treat each other with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in the workplace may be disruptive or annoying to others. Many of these day-to-day issues can be addressed by politely talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common sense will dictate an appropriate resolution. FLOWERS GAY SCHOOLS encourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.

The following workplace etiquette guidelines are not necessarily intended to be hard and fast work rules with disciplinary consequences. They are simply suggestions for appropriate workplace behavior to help everyone be more conscientious and considerate of co-workers and the work environment. Please contact the Schools’ Administrator if you have comments, concerns, or suggestions regarding these workplace etiquette guidelines.

1. Return copy machine and printer settings to their default settings after changing them.
2. Replace paper in the copy machine and printer paper trays when they are empty.
3. Retrieve print jobs in a timely manner and be sure to collect all your pages.
4. Be prompt when using the manual feed on the printer.
5. Keep the area around the copy machine and printers orderly and picked up.
6. Be careful not to take or discard others’ print jobs or faxes when collecting your own.
7. Avoid public accusations of other employees. Address such issues privately with those involved or your supervisor.
8. Try to minimize unscheduled interruptions of other employees while they are working.
9. Communicate by email or phone whenever possible, instead of walking unexpectedly into someone’s office or workspace.
10. Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas.
11. Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not be distracting to others.
12. Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations with others in their workspace.
13. Try not to block walkways while carrying on conversations.
14. Refrain from using inappropriate language (swearing) that others may overhear.
15. Monitor the volume when listening to music, voice mail, or a speakerphone that others can hear.
16. Clean up after yourself and do not leave behind waste or discarded papers.

EMPLOYEE RELATIONS

Flowers Gay Schools believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this sector and industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors and or appropriate Heads.

Our experience has shown that when employees deal openly and directly with supervisors and or appropriate Heads, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Flowers Gay Schools amply demonstrates its commitment to employees by responding effectively to employee concerns.

In an effort to protect and maintain direct employer/employee communications, we will do anything we can to protect the right of employees to speak for themselves.

 

EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Flowers Gay Schools will be based on merit, qualifications, and abilities. Flowers Gay Schools does not discriminate in employment opportunities or practices based on race, color, religion, sex, national origin, age, or any other characteristic protected by law.

This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employee with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor/ Head or the Schools Administrator. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

 

BUSINESS ETHICS AND CONDUCT

The successful business operation and reputation of Flowers Gay Schools is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a meticulous regard for the highest standards of conduct and personal integrity.

The continued success of Flowers Gay Schools is dependent also upon our clients’ trust and we are dedicated to preserving that trust. Employees owe a duty to Flowers Gay Schools, its clients, and all other stakeholders in the Institution, to act in a way that will merit the continued trust and confidence of the public.

Flowers Gay Schools will comply with all applicable laws and regulations and expects its directors, officers, and employees (both teaching and non-teaching) to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor or appropriate Head and, if necessary, with the any of the Executive Managers of the Schools for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every Flowers Gay Schools employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

 

CONFLICTS OF INTEREST

A Management Staff shall conduct the Institution’s business and make decisions in the best interest of the Institution. In this regards, employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Flowers Gay Schools wishes the institution to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. However as a basic rule and a guide to employees, it must be underscored that, no employee shall engage in any business or activity which conflict with the interest of the Schools, or which interferes with the employee’s ability to act in the best interest of the Institution.

Contact the Principal for more information or questions about conflicts of interest.

In exceptional and or peculiar cases, where appropriate permissions are sought and granted (by Executive Management of the Schools) for employees to transactions any form of business within the Schools, this shall be conducted within a framework established and controlled by the Executive Management of Flowers Gay Schools.

Commercial dealings with outside businesses should not result in unusual gains for those businesses. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.

Among other instances it must be emphasized that an actual or potential conflict of interest may also occur when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative because of Flowers Gay Schools’ business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to the Executive Management of Flowers Gay Schools as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Flowers Gay Schools does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Flowers Gay Schools.

 

OUTSIDE EMPLOYMENT

Employees may hold outside jobs as long as

1. They are Part Time Staff
2. The job does not in any way conflict with their employment with Flowers Gay Schools and they meet the performance standards of their job with the school.

All employees will be judged by the same performance standards and will be subject to Flowers Gay Schools scheduling demands, regardless of any existing outside work requirements/ or commitments.

If Flowers Gay Schools determines that an employee’s outside work/ or commitments interfere with performance or the ability to meet the requirements of Flowers Gay Schools as they are modified from time to time, the employee shall be asked to terminate the outside employment if he or she wishes to remain with Flowers Gay Schools.

Outside employment that constitutes a conflict of interest is prohibited.

Employees may not receive any income or material gain from individuals outside Flowers Gay Schools for materials produced or services rendered while performing their jobs.

Discipline

Any act misconduct or negligence or inefficiency on the part of any Staff is an offence which may render him liable to disciplinary action:

Disciplinary Policy

• The basic purpose of disciplinary action should be to deter employees from committing infractions of rules and regulations, and to reform them in order to effect improvement of their conduct and make them more productive thereafter.
• The disciplinary policy is based on the principle that punishment is to reform. However, the punishment should be severe enough to act as a deterrent to others
• The purpose of this policy is not to prescribe for every offence committed but provide a guide on the disciplinary measures that may deter offenders and or potential offenders from committing offences and compel them to exercise self-control and self-discipline in their day to day activities. It may also serve as a guide to heads in applying limits of sanctions, in addition to the humane approach they are expected to adopt in all matters relating to discipline in the School.
• It is hoped that the Management Committee together with the teachers and prefects and parents, will assist in maintaining the desired discipline in the Schools.
• The cooperation of all stakeholders of the Schools is very much desired and every effort must be made to cultivate mutual trust among all Stakeholders.
• It is expected that experience, tact and firmness of the head of the Schools will be brought to bear on all decisions.
• Heads must ensure that all cases of indiscipline are thoroughly investigated by appropriate staff. In all investigations, the accused must be given a fair hearing.
• Cases which in the opinion of the Schools’ Management, merit withdrawal should be referred to the Board of Directors of the Schools. All such cases must be incorporated in the Principal’s periodic report sent to the Executive Managers of the Schools.
• All Heads must adhere to procedures regarding suspensions and withdrawals.
• Under normal circumstances, suspension must not exceed five (5) days and should be applied to Junior High School pupils only.
• Cases of suspension of pupils should be brought to the notice of the parents/guardians of the pupils concerned.
• In the case of pupils, sanctions should in all cases be appropriate to the age of the pupil and the misdemeanor involved.
• In order that children do not develop aversion to farming/gardening, groundwork/weeding should be used as sparingly as possible.
• Notwithstanding the above guidelines, each case must be considered on its own merit.
• Prizes/rewards must be given to obedient children and exemplary staff members to encourage good behavior in school.
• The Schools should keep a disciplinary book for recording all serious cases of indiscipline

 

The following behaviors are examples of actions and activities that are prohibited and can result in disciplinary action:

• Sending or posting discriminatory, harassing, or threatening messages or images
• Using the institution’s time and resources for personal gain
• Stealing, using, or disclosing someone else’s code or password without authorization
• Copying, pirating, or downloading software and electronic files without permission
• Sending or posting confidential material, trade secrets, or proprietary information outside of the institution
• Violating copyright law
• Failing to observe licensing agreements
• Engaging in unauthorized transactions that may incur a cost to the institution or initiate unwanted Internet services and transmissions
• Sending or posting messages or material that could damage the institution’s image or reputation
• Participating in the viewing or exchange of pornography or obscene materials
• Sending or posting messages that defame or slander other individuals
• Attempting to break into the computer system of another institution or person
• Refusing to cooperate with a security investigation
• Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities
• Using the Internet for political causes or activities, religious activities, or any sort of gambling
• Jeopardizing the security of the institution’s electronic communications systems
• Sending or posting messages that ridicule another institution’s products or services
• Passing off personal views as representing those of the institution
• Sending anonymous email messages
• Engaging in any other illegal activities

 

EMPLOYEE CONDUCT AND WORK RULES

To ensure orderly operations and provide the best possible work environment, FLOWERS GAY SCHOOLS expects employees to follow rules of conduct that will protect the interests and safety of all employees and the institution.

 

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:

• Theft or inappropriate removal or possession of property
• Falsification of timekeeping records
• Working under the influence of alcohol or illegal drugs
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
• Fighting, assault or threatening violence in the workplace
• Boisterous or disruptive activity in the workplace
• Gross Negligence or improper conduct leading to damage of employer-owned or client-owned property resulted or any loss to the Schools
• Insubordination or other disrespectful conduct such as
  • Disobedience to lawful orders
  • Insulting conduct
  • Incompetence
  • Sleeping on duty
  • Any other serious breach of the institution’s policies
• Violation of safety or health rules
• Sexual or other unlawful or unwelcome harassment
• Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
• Excessive absenteeism /absence without notice /Abandonment of Duty Posts/Station

Any employee who absents himself for ten consecutive working days without permission or reasonable cause will be deemed to have abandoned his employment without due notice and shall be dismissed and replaced.

• Unauthorized use of telephones, mail system, or other employer-owned equipment
• Unauthorized disclosure of business “secrets” or confidential information
• Violation of personnel policies
• Unsatisfactory performance or conduct
• Indulging in Fraud
• Falsifying the Schools’ documents
• Wilful damage to the Schools’ property
• Bribery/corruption or attempting to bribe or corrupt a staff member
• Dishonesty in service
• Hugging pupils
• Holding hands with pupils
• Staff must refrain from any behavior, gesture or words which translate into indifference or contempt towards a pupil or their family, or which may wound the sensibilities of the children.
• Any behavior or conduct that will be injurious to the integrity and corporate image of the institution or which either has the propensity of bringing and or actually brings the image and status of the Schools into disrepute.