STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

SCHOLARS' GUIDE

BY

AKINMULERO IMAOBONG

© 2024

Published & Printed by

Emima Educational Firm

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

EMIMA EDUCATIONAL FIRM

His Grace Pavillion Estate
Wumba,Apo District Abuja

Tel: 08183033432, 08024584542

E-mail: [email protected]

First Published 2024

All rights reserved. No part of this book may be reprinted, reproduced,

republished, repackaged, distributed or utilized in form any including
photocopying, recording other electronic, mechanical me invented
without written permission published except in the case quotations
embodied critical reviews and other non-commercial uses permitted
by copyright law.

ISBN: 978-978-58477-7-4

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

PREFACE
Welcome to the Staff Information Handbook. This handbook is designed to
provide staff members with essential information about school policies and
procedures, as well as resources to support professional development and
student success.

We are committed to providing a safe, inclusive, and supportive learning

environment for all students, and we recognize that our staff members play a
critical role in achieving this goal. The policies outlined in this handbook reflect
our commitment to upholding high standards of professionalism and ethical
conduct, while also ensuring that all staff members are treated fairly and with
respect.

The information presented in this handbook is intended to serve as a reference

guide for staff members throughout the school year. It covers a wide range of
topics, including employee benefits, work schedules, leave policies, and
professional development opportunities, as well as important policies related to
student behavior, safety, and academic performance.

We encourage all staff members to review this handbook carefully and familiarize
themselves with its contents. If you have any questions or concerns, please do not
hesitate to contact the appropriate school administrator or department head for
assistance.

Thank you for your dedication and for all that you do to support our students and
community.

AKINMULERO IMAOBONG

2024

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

TABLE OF CONTENT

CONTENT PAGES

PREFACE...........................................................................................................................................3
TABLE OF CONTENT..........................................................................................................................4
CHAPTER 1: WELCOME TO OUR SCHOOL COMMUNITY!...............................................................6
CHAPTER 2: EMPLOYMENT POLICIES...........................................................................................11
CHAPTER 3: EMPLOYEE RESOURCES…..........................................................................................30
CHAPTER 4: REPORTING AND COMMUNICATION.........................................................................34
CHAPTER 5: EMPLOYEE RESPONSIBILITIES….................................................................................57
CHAPTER 6: SCHOOL'S PERFORMANCE EXPECTATIONS, INCLUDING EXPECTATIONS FOR JOB
DUTIES, COMMUNICATION, AND TEAMWORK...........................................................................61
CHAPTER 7: SCHOOL'S CODE OF ETHICS AND PROFESSIONAL STANDARDS FOR TEACHING AND
NON TEACHING STAFF CATEGORIES............................................................................................74
CHAPTER 8: RIGHTS AND RESPONSIBILITIES OF TEACHING AND NON TEACHING STAFF
CATEGORIES...................................................................................................................................78
CHAPTER 9: SCHOOL LAWS AND RULES GUIDING ALL THE VARIOUS ASPECT OF TEACHING AND
NON TEACHING STAFF..................................................................................................................82
CHAPTER 10: SCHOOL POLICIES AND PROCEDURES THAT AFFECT TEACHING STAFF AND NON
TEACHING STAFF..........................................................................................................................85
CHAPTER 11: MISSION STATEMENT FOR A SCHOOL….................................................................91
CHAPTER 12: CLASSROOM MANAGEMENT RULES GUIDING A STAFF........................................93
CHAPTER 13: SCHOOL RULES AND LAWS GUIDING STAFF ON USE OF CORPORATE PUNISHMENT
ON STUDENTS................................................................................................................................97
CHAPTER 14: SCHOOL RULES AND POLICIES ON STAFF RESIGNATION......................................102
CHAPTER 15: SCHOOL RULES AND POLICIES ON MATERNITY…..................................................106
CHAPTER 16: SCHOOL RULES AND POLICIES ON STAFF ADVANCED PAYMENT AND
COOPERATIVES.......................................................................................................................... 110
CHAPTER 17: SCHOOL RULES AND POLICIES ON STAFF DAILY CLOSE OF WORK........................114
CHAPTER 18: SCHOOL RULES AND POLICIES ON STAFF DISCIPLINE............................................119
CHAPTER 19: SCHOOL RULES AND POLICIES ON LESSON NOTES...............................................122
CHAPTER 20: SCHOOL RULES AND POLICIES ON STAFF EXTRA LESSONS....................................126
CHAPTER 21: SCHOOL RULES AND POLICIES ON STAFF HOLIDAY/SUMMER...............................132
CHAPTER 22: SCHOOL RULES AND POLICIES ON STAFF RELATIONSHIP WITH PARENTS............140
CHAPTER 23: SCHOOL RULES AND POLICIES ON STAFF RELATIONSHIP WITH STUDENTS..........146

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

CHAPTER 24: SCHOOL RULES AND POLICIES ON STAFF ENGAGEMENT WITH GOVERNMENT AND
HER AGENTS.............................................................................................................................. 152
CHAPTER 25: SCHOOL RULES AND POLICIES ON STAFF ENGAGEMENT WITH VENDORS...........154
CHAPTER 26: SCHOOL RULES AND POLICIES ON STAFF USING SCHOOL PROPERTIES….............159
CHAPTER 27: SCHOOL RULES AND POLICIES ON STAFF DEATH.................................................162
CHAPTER 28: SCHOOL RULES AND POLICIES ON STAFF WELFARE.............................................166
CHAPTER 29: SCHOOL RULES AND POLICIES ON STAFF PROMOTION AND SALARY INCREMENT
CHAPTER 30: SCHOOL RULES AND POLICIES ON STAFF USE OF TEXTBOOKS.............................178
CHAPTER 31: SCHOOL RULES AND POLICIES ON STAFF DISCIPLINE OF STUDENTS...................183
CHAPTER 32: SCHOOL RULES AND POLICIES ON CONFLICT OF INTEREST.................................191
CHAPTER 33: SCHOOL POLICIES ON THEFT................................................................................194
CHAPTER 34: SCHOOL POLICIES ON RESIGNATION BY STAFF....................................................199
CHAPTER 35: SCHOOL POLICIES ON CHILD'S SECURITY AND SAFETY.........................................203
CHAPTER 36: SCHOOL POLICIES ON EXAMINATION, TEST AND HOME-WORK...........................207
CHAPTER 37: SCHOOL POLICIES ON SUSPENSION OF STAFF AND STUDENTS............................210
CHAPTER 38: SCHOOL POLICIES ON TERMINATION OF APPOINTMENT OF STAFF.....................213
CHAPTER 39: SCHOOL POLICIES ON LETTER OF APPOINTMENT................................................215
CHAPTER 40: SCHOOL POLICIES ON OFFER................................................................................217
CHAPTER 41: SCHOOL POLICIES ON JOB DESCRIPTION.............................................................219
CHAPTER 42: SCHOOL POLICIES ON BIO DATA FORM................................................................221
CHAPTER 43: SCHOOL POLICIES ON DISCLOSURE AGREEMENT.................................................223
CHAPTER 44: SCHOOL POLICIES ON NON-COMPETE AGREEMENT............................................227
CHAPTER 45: SCHOOL POLICIES ON PAYROLL ENROLLMENT....................................................229
CHAPTER 46: SCHOOL POLICIES ON GUARANTORS FORM.........................................................231
CHAPTER 47: SCHOOL POLICIES ON STAFF INDUCTION CHECKLIST...........................................233
CHAPTER 48: SCHOOL POLICIES ON STAFF PROBATORY PERIOD...............................................235
CHAPTER 49: SCHOOL POLICIES ON EMPLOYEES WELCOME PACK CHECKLIST..........................238
CHAPTER 50: SCHOOL POLICIES ON PTA....................................................................................240
CHAPTER 51: PTA MEETING AGENDA........................................................................................256
CHAPTER 52: PTA EXECUTIVES...................................................................................................260
CHAPTER 53: PTA RULES AND BYE LAWS...................................................................................265
CHAPTER 54: PTA ROLES AND RESPONSIBILITY TO SCHOOLS....................................................268

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CHAPTER 1
INTRODUCTION
Welcome to our school community!
As a member of our staff, you play a vital role in creating a safe,
positive, and inclusive learning environment for our students.
This employee handbook provides important information about
our school policies and procedures, as well as your rights and
responsibilities as an employee.
a. Mission Statement:
Our school's mission is to provide a quality education that
fosters the academic, social, and emotional growth of our
students. We aim to prepare them for success in higher
education, career, and life in a rapidly changing world. We
believe in creating a learning community that promotes
respect, responsibility, and inclusivity.

b. Organizational Chart:
Our school's organizational chart provides a visual
representation of the school's hierarchical structure, including
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[Principal]
|
|

| | |
[Assistant Principal] [Department Heads]
|
|

| | |
[Teachers] [Support Staff] [Custodial Staff]

c. The reporting lines and departmental hierarchy. Here is a

more detailed explanation of each position:

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Principal: The principal is the top administrator in the school

and is responsible for the overall management of the school.
Their duties include overseeing the academic programs,
student services, staff management, budget management, and
building maintenance. The principal is also responsible for
creating a positive and inclusive learning environment for all
students and ensuring that the school is compliant with state
and federal regulations.

Assistant Principal: The assistant principal supports the

principal in their duties and takes on additional responsibilities
as needed. They may be responsible for overseeing certain
departments or programs, such as student discipline, special
education, or extracurricular activities.

Department Heads: Department heads are responsible for

overseeing the academic programs within their respective
departments. They work with the principal and assistant
principal to develop and implement the curriculum, provide
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

support and guidance to teachers within their department, and

assess student progress. They are also responsible for
supervising and evaluating departmental staff and ensuring that
the department's budget is managed effectively.

Teachers: Teachers are responsible for delivering the academic

programs to the students. They provide instruction and
support, assess student progress, and create a positive and
inclusive learning environment for their students. Teachers
work under the guidance of the department heads and report
to them on academic matters.

Support Staff: Support staff includes guidance counselors,

social workers, and other student support personnel. They
work alongside teachers and department heads to provide
students with additional resources and support as needed.
They may be responsible for providing counseling, academic
support, or other services to students.

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Custodial Staff: Custodial staff is responsible for maintaining

the cleanliness and safety of the school building and grounds.
They ensure that the school environment is conducive to
learning by performing routine cleaning and maintenance tasks,
such as sweeping, mopping, and disinfecting surfaces. They also
work closely with the administration and teaching staff to
maintain a safe and healthy learning environment for our
students.

CHAPTER 2
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

EMPLOYMENT POLICIES
a. Employment Categories:
Our school offers various types of employment, including full-
time, part-time, and temporary positions. Full-time employees
are scheduled to work 40 hours per week, while part-time
employees work fewer hours on a regular basis. Temporary
employees may be hired for a specific project or time period
and are not eligible for benefits. All employees are expected to
perform their duties in accordance with the school's policies
and procedures.

b. Equal Employment Opportunity:

Our school is committed to providing a workplace that is free
from discrimination and harassment based on race, gender,
sexual orientation, age, religion, or disability. We adhere to all
applicable federal, state, and local laws regarding equal
employment opportunity. We do not discriminate in our hiring
practices or in the terms and conditions of employment. We

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

provide reasonable accommodations to employees with

disabilities, as required by law.

c. Work Hours:
Our school's work schedules are designed to meet the needs of
our students and the school community. Full-time employees
typically work a 40-hour workweek, while part-time employees
work fewer hours. We expect employees to arrive on time and
to adhere to our policies regarding absences and tardiness. We
understand that unexpected circumstances can arise, and we
have a process in place for employees to request time off or
accommodations.

d. Compensation:
Our school offers competitive compensation packages to our
employees, including salary, benefits, and paid time off. We pay
our employees on a regular basis and offer overtime pay for
eligible employees who work more than 40 hours in a week.
We also offer a range of benefits, including health
insurance,
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

retirement plans, and paid time off. We provide information

about compensation and benefits to our employees at the time
of hire and throughout their employment.

e. Performance Evaluation:
Our school conducts performance evaluations on a regular
basis to ensure that our employees are meeting the
expectations of their job responsibilities. We use a range of
criteria to evaluate employee performance, including job
knowledge, quality of work, communication skills, and
teamwork. We provide feedback to employees on their
performance and work with them to develop strategies for
improvement where necessary. We also provide opportunities
for employees to receive training and professional
development to enhance their skills and knowledge.

f. Termination:
Our school has a clear policy regarding termination of
employment. Employees may be terminated for cause, such as
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

violation of school policies or performance issues. Employees

may also be terminated for non-cause reasons, such as
restructuring or budget constraints. We provide employees
with notice of termination or pay in lieu of notice, as required
by law. We have procedures in place for employees to appeal
termination decisions, including a grievance process. We strive
to handle all terminations with sensitivity and respect for the
affected employees.

g. Workplace Safety:
Our school is committed to providing a safe and healthy
workplace for all employees. We comply with all applicable
federal, state, and local laws regarding workplace safety and
maintain a safe working environment through regular training,
hazard identification, and incident reporting. We expect
employees to follow all safety protocols and report any unsafe
conditions or incidents immediately.

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h. Professional Conduct:
Our school values professionalism and expects all employees to
conduct themselves in a manner that upholds our values and
promotes a positive work environment. We expect employees
to communicate effectively with colleagues, maintain
confidentiality, and respect diversity and inclusion. We do not
tolerate discrimination, harassment, or any other form of
inappropriate conduct. We have a process in place for
employees to report any concerns or violations of our code of
conduct.

i. Confidentiality and Information Security:

Our school collects and maintains confidential and sensitive
information about students, families, and employees. We take
the responsibility of protecting this information seriously and
have policies and procedures in place to safeguard this
information. We expect employees to adhere to these policies
and protect the confidentiality of all sensitive information they
may come across in the course of their work.
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j. Conflict of Interest:
Our school expects employees to avoid conflicts of interest or
the appearance of conflicts of interest in their work. We
prohibit employees from engaging in activities or relationships
that could interfere with their ability to act in the best interests
of the school. We have a process in place for employees to
disclose any potential conflicts of interest and to take
appropriate steps to mitigate them.

k. Employee Benefits:
Our school offers a range of benefits to eligible employees,
including health insurance, retirement plans, paid time off, and
professional development opportunities. We provide
information about these benefits at the time of hire and
throughout the employee's tenure. We strive to offer
competitive benefits packages that meet the needs of our
employees and their families.

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l. Employee Relations:
Our school values open communication and transparency in our
employee relations. We encourage employees to share their
feedback, concerns, and ideas with us through regular surveys,
meetings, and other communication channels. We have a
process in place for employees to raise concerns or grievances,
and we are committed to addressing these issues in a timely
and respectful manner. We also provide opportunities for
employees to participate in decision-making processes that
affect their work.

m. Employee Training and Development:

Our school is committed to investing in the professional growth
and development of our employees. We offer ongoing training
and development opportunities, including job-specific training,
leadership development, and skills training. We encourage
employees to pursue continuing education and offer tuition
reimbursement for eligible programs. We also provide

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opportunities for employees to attend conferences and

workshops to enhance their skills and knowledge.

n. Leave of Absence:
Our school provides leave of absence to eligible employees in
accordance with federal and state laws, as well as our policies.
We offer several types of leave, including sick leave, family and
medical leave, bereavement leave, and military leave. We
provide employees with information about their leave options
at the time of hire and throughout their tenure. We strive to
provide a supportive environment for employees who need to
take time off from work for personal or family reasons.

o. Grievance Procedures:
Our school has a process in place for employees to raise
concerns or grievances related to their employment. We
encourage employees to address their concerns directly with
their supervisor, but we also provide alternative avenues for
employees who do not feel comfortable or safe doing so. We
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

investigate all grievances in a fair and impartial manner and

take appropriate steps to address any issues identified. We are
committed to resolving grievances in a timely and respectful
manner.

p. Whistleblower Policy:
Our school has a whistleblower policy in place to protect
employees who report illegal or unethical behavior. We
prohibit retaliation against employees who report violations of
the law or our policies, and we have a process in place for
employees to report such behavior without fear of retaliation.
We investigate all reports of illegal or unethical behavior and
take appropriate steps to address any issues identified.

q. Social Media Policy:

Our school has a social media policy in place to guide
employees' use of social media in their personal and
professional lives. We expect employees to use social media in
a manner that reflects positively on the school and does not
compromise our values or
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reputation. We prohibit employees from disclosing confidential

information or engaging in any behavior that could harm the
school or its students. We also provide guidance on how
employees can use social media to promote the school's
mission and values.

r. Remote Work Policy:

Our school has a remote work policy in place to guide
employees' ability to work remotely when necessary or
desirable. We expect employees to follow all applicable policies
and procedures when working remotely and to maintain the
same level of professionalism and productivity as when working
on-site. We provide guidance on how employees can
communicate effectively when working remotely and how they
can safeguard confidential information when working outside
of the school.

s. Workplace Safety:
Our school is committed to providing a safe and healthy
workplace for all employees. We have policies and procedures
in
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place to address workplace hazards, including ergonomic

hazards, chemical hazards, and physical hazards. We provide
training and resources to employees to help them identify and
mitigate workplace hazards, and we encourage employees to
report any safety concerns to their supervisor or our safety
committee. We also have a process in place for employees to
report workplace injuries or illnesses, and we provide resources
to employees to help them recover and return to work.

t. Conflict of Interest:
Our school has a conflict of interest policy in place to ensure
that employees act in the best interest of the school and its
students. We prohibit employees from engaging in any activity
or relationship that could compromise their ability to perform
their duties objectively and effectively. We require employees
to disclose any potential conflicts of interest to their supervisor
and to refrain from any behavior that could be perceived as a
conflict of interest.

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u. Code of Conduct:
Our school has a code of conduct in place to guide employees'
behavior and ensure that they act in accordance with our
values and mission. We expect employees to behave
professionally and respectfully toward their colleagues,
students, and parents. We prohibit discriminatory, harassing, or
unethical behavior, and we encourage employees to report any
violations of our code of conduct to their supervisor or our HR
department.

v. Dress Code:
Our school has a dress code in place to ensure that employees
present a professional and appropriate appearance in the
workplace. We expect employees to dress in a manner that is
consistent with their job duties and our mission, and we
prohibit employees from wearing clothing or accessories that
could be perceived as offensive or inappropriate.

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w. Confidentiality:
Our school has a confidentiality policy in place to protect
sensitive information about our students, employees, and the
school itself. We expect employees to maintain the
confidentiality of all information they receive in the course of
their employment, and we prohibit employees from disclosing
or sharing such information without authorization. We provide
training and resources to employees to help them understand
their responsibilities regarding confidential information.

x. Technology Acceptable Use:

Our school has a technology acceptable use policy in place to
ensure that employees use our technology resources in a
manner that is consistent with our mission and values. We
expect employees to use our technology resources responsibly
and for work-related purposes only. We prohibit employees
from using our technology resources to engage in illegal or
unethical activities or to compromise the security or privacy of
our data or network. We also provide training and resources to
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employees to help them use our technology resources

effectively and safely.

cc. Acknowledgement of Receipt:

All employees are required to sign an acknowledgement form
stating that they have received and read the employee
handbook. This form should be signed and returned to the
human resources department within 10 days of the employee's
hire date. Failure to sign and return the acknowledgement form
may result in disciplinary action.

dd. Compliance with Laws and Regulations:

Our school expects all employees to comply with all applicable
laws and regulations governing our operations. This includes
but is not limited to employment laws, health and safety
regulations, and privacy laws. Violation of these laws or
regulations may result in disciplinary action up to and including
termination.

ee. Conflict of Interest:

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Our school expects all employees to act in the best interest of

the school and to avoid any actions or behaviors that could
create a conflict of interest. Employees must disclose any actual
or potential conflicts of interest to their supervisor or the
human resources department. Failure to disclose a conflict of
interest may result in disciplinary action.

ff. Code of Conduct:

Our school has a code of conduct that outlines the behavior
expected of all employees. This includes but is not limited to
treating all students and colleagues with respect, maintaining
confidentiality, avoiding conflicts of interest, and avoiding
discriminatory or harassing behavior. Violation of the code of
conduct may result in disciplinary action up to and including
termination.

gg. Dress Code:

Our school has a dress code that all employees must follow.
The dress code may vary depending on the employee's
position, but
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

in general, employees are expected to dress in a professional

and appropriate manner. Employees who violate the dress code
may be subject to disciplinary action.

hh. Emergency Procedures:

Our school has emergency procedures in place to ensure the
safety of our students and employees in the event of an
emergency. All employees are expected to familiarize
themselves with these procedures and to follow them in the
event of an emergency.

ii. Confidentiality:
Our school places a high value on the confidentiality of our
students and employees. Employees must maintain the
confidentiality of all school-related information and are
prohibited from disclosing confidential information to anyone
who is not authorized to receive it. Violation of this policy may
result in disciplinary action.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

jj. Drug and Alcohol Policy:

Our school has a drug and alcohol policy in place to ensure the
safety and wellbeing of our students and employees. We
prohibit the use of drugs and alcohol on school property or
while performing school-related duties. Employees who violate
this policy may be subject to disciplinary action up to and
including termination.

kk. Driving Policy:

Employees who are required to operate a vehicle as part of
their job duties must comply with our driving policy. This
includes maintaining a valid driver's license, following traffic
laws, and adhering to our policy on the use of school-owned
vehicles. Employees who violate this policy may be subject to
disciplinary action.

ll. Social Media and Electronic Communications Policy:

Our school has a policy in place regarding the use of social
media and electronic communications. Employees are expected
to use
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

good judgment and professionalism when using social media

and electronic communication platforms, both in their personal
and professional lives. Employees must not use school
resources for personal gain or to communicate with students
inappropriately. Violation of this policy may result in
disciplinary action.

mm. Harassment and Discrimination Policy:

Our school has a zero-tolerance policy regarding harassment
and discrimination in the workplace. Employees are expected
to maintain a work environment that is free from harassment
and discrimination based on race, gender, sexual orientation,
age, religion, or disability. Any employee who experiences or
witnesses harassment or discrimination should report it to their
supervisor or the human resources department. Violation of
this policy may result in disciplinary action up to and including
termination.

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nn. Grievance Procedure:

Our school has a grievance procedure in place for employees
who wish to raise concerns or file complaints about their
employment or work environment. Employees are encouraged
to use this procedure to resolve any issues they may have. The
grievance procedure is intended to be fair, impartial, and
timely.

oo. Amendments:
Our school reserves the right to modify or amend this
employee handbook at any time, with or without notice.
Employees are encouraged to review this handbook periodically
for updates and changes.

pp. Acknowledgement:
All employees are required to acknowledge that they have
received and read this employee handbook by signing a copy of
it. By signing, employees agree to comply with all policies and
procedures outlined in

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CHAPTER 3
EMPLOYEE RESOURCES
a. Employee Assistance Program:
Our school offers an Employee Assistance Program (EAP) to all
employees and their families. The EAP provides confidential
counseling and support services for a variety of personal and
work-related issues, such as stress management, financial
concerns, family problems, and substance abuse. These services
are available 24/7 and can be accessed by phone or online.

b. Technology:
Our school provides employees with access to various
technology resources, including email, internet, and computer
equipment. All technology resources must be used in
accordance with school policies and guidelines. Employees
must not use school technology resources for personal gain or
to engage in any illegal or unethical activities. Violation of these
policies may result in disciplinary action.

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c. School Calendar:
Our school follows a calendar that outlines important dates,
including holidays, vacations, and professional development
days. The school calendar is made available to all employees
and is updated annually. Employees are expected to adhere to
the school calendar and attend all required meetings and
professional development sessions. Any requests for time off
should be submitted and approved in advance, following the
school's procedures.

d. Professional Development:
Our school encourages and supports ongoing professional
development for all employees. The school provides
opportunities for employees to attend workshops, conferences,
and training sessions, and may offer financial assistance for
further education or certification. Employees are expected to
participate in professional development activities and to apply
what they have learned to their work.

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e. Safety and Emergency Procedures:

Our school has established safety and emergency procedures to
ensure the well-being of all students, staff, and visitors.
Employees are required to familiarize themselves with these
procedures and to follow them in the event of an emergency.
The school provides regular training and drills to ensure that all
employees are prepared for emergency situations.

f. Facilities and Maintenance:

Our school is committed to providing a safe and clean learning
environment for all students and staff. The school employs
maintenance staff to ensure that facilities and equipment are in
good working order and that the school is clean and well-
maintained. Employees are expected to report any facility or
maintenance issues to the appropriate personnel in a timely
manner.
g. Benefits:
Our school provides a comprehensive benefits package to
eligible employees, including health insurance, retirement
plans,
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and paid time off. The specific benefits offered and eligibility
requirements may vary depending on the employee's position
and status. Employees are encouraged to review the benefits
package and to ask questions if they need clarification or
assistance.

h. Grievance Procedure:
Our school has established a grievance procedure to provide
employees with a fair and timely process for addressing
workplace concerns and conflicts. Employees who have a
workplace concern or conflict should first attempt to resolve
the issue

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CHAPTER 4
REPORTING AND COMMUNICATION
a. Reporting Structure:
Clear communication channels are essential for an efficient and
effective school environment. Our school has a reporting
structure in place that ensures all employees understand their
roles and responsibilities and know who to report to in case of
concerns or issues.
Each employee has a direct supervisor or manager who
provides guidance and feedback on their work. In case of any
concerns or issues, employees should first report them to their
immediate supervisor or manager. If the issue cannot be
resolved at that level, it may be escalated to the next level of
management.

In cases of harassment, discrimination, or other serious issues,

employees should immediately report the matter to the
appropriate authorities, such as the human resources
department or school administration.

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b. Communication Guidelines: Effective communication is

essential in creating and maintaining a positive and productive
school environment. As a member of our staff, it is important to
adhere to the following communication guidelines:

Professionalism: All communication should be professional,

respectful, and appropriate. Avoid using language or behavior
that could be perceived as disrespectful or offensive.

Confidentiality: Protect the privacy and confidentiality of

students, parents, and colleagues by avoiding the disclosure of
personal information without consent.

Timeliness: Respond to emails, phone calls, and other forms of

communication in a timely manner, and keep others informed
of any delays or changes.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Clarity: Be clear and concise in your communication, avoiding

jargon or technical language that may not be easily understood
by others.

Active Listening: When communicating with others, practice

active listening by focusing on the speaker, asking clarifying
questions, and summarizing what was said.

Conflict Resolution: When conflicts or disagreements arise,

approach them in a constructive manner and seek to find
solutions that benefit all parties involved.

Parent Communication: When communicating with parents, be

mindful of their concerns and address them in a timely and
respectful manner. Keep them informed of their child's
progress and any issues that may arise.

Colleague Communication: Foster positive working

relationships with colleagues by communicating respectfully
and
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

collaboratively. Share ideas and resources, and seek feedback

and input from others when appropriate.

Student Communication: Interact with students in a respectful

and supportive manner, and communicate expectations and
feedback clearly and consistently.

By following these communication guidelines, we can create a

positive and supportive school environment for all members of
our community.

a. Reporting Structure: The reporting structure within the

school is designed to ensure clear lines of communication and
accountability. Each employee has a supervisor who oversees
their work and provides guidance and support as needed. In the
event that an employee has a concern or issue that they cannot
resolve with their immediate supervisor, there are additional
reporting channels available. These may include the assistant
principal, principal, or other designated administrators. It is
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

important for employees to follow the established reporting

structure to ensure that issues are addressed in a timely and
appropriate manner.

b. Communication Guidelines: The school has established

communication guidelines to ensure that all employees
maintain a professional and respectful tone when interacting
with parents, students, and colleagues. These guidelines
include using appropriate language and tone, actively listening
to others, and responding in a timely and respectful manner.
Additionally, employees are expected to communicate with
parents and students in a way that is clear, concise, and
understandable, avoiding the use of jargon or technical terms
that may be confusing. The school also encourages open and
transparent communication among colleagues, and provides
opportunities for employees to collaborate and share ideas in a
supportive and respectful environment.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Health and Safety: This section could cover topics such as

workplace safety, emergency preparedness, and protocols for
handling accidents or injuries on school grounds.

Professional Development: This section could outline

opportunities for professional growth and development, such
as training programs, workshops, and conferences, as well as
any requirements for maintaining professional certifications or
licenses.

Classroom Management and Discipline: This section provide

guidelines and expectations for classroom management and
discipline, including how to handle disruptive behavior, how to
communicate with parents about disciplinary issues, and how
to implement school-wide behavior policies.

Parent-Teacher Communication: This section cover guidelines

for communicating with parents, including expectations for
communication frequency and methods, how to handle parent
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

concerns and complaints, and how to maintain professional

boundaries in communication.

Curriculum and Instruction: This section outlines the school's

curriculum and instruction policies, including expectations for
lesson planning, assessment, and grading, as well as any
requirements for incorporating technology or meeting state or
national standards.

Extracurricular Activities: This section covers policies and

guidelines for extracurricular activities, such as sports teams,
clubs, and after-school programs, including expectations for
behavior, safety, and supervision.

Confidentiality and Privacy: This section provides guidelines for

maintaining confidentiality and privacy of student and
employee information, including how to handle sensitive
information and how to maintain compliance with laws and
regulations regarding privacy.
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Conflict Resolution: This section outlines the school's policies

and procedures for resolving conflicts and disputes, including
how to file a grievance, how conflicts will be addressed, and
how to maintain professional relationships with colleagues.

Diversity, Equity, and Inclusion: This section covers the

school's commitment to diversity, equity, and inclusion,
including policies and guidelines for promoting a culture of
respect, inclusivity, and equity for all students and staff.

Social Media and Online Presence: This section provides

guidelines for maintaining a professional and appropriate
online presence, including expectations for social media use,
online communication with students or parents, and how to
handle cyberbullying or online harassment.

Signature Page: A signature page for employees to sign,

acknowledging that they have received and read the handbook,

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

and that they understand their rights and responsibilities as an

employee of the school.

Thank you for being a part of our school community.

Our commitment to providing a safe and inclusive learning
environment for our students.
Encourage employees to speak with their supervisor or a
member of the school's leadership team with any questions or
concerns.

Employee Signature Page:

I acknowledge that I have received a copy of the Employee
Handbook of [School Name]. I have read and understand the
policies and procedures outlined in the handbook, and agree to
abide by them. I understand that this handbook is not a
contract of employment, and that [School Name] reserves the
right to modify or rescind any policy or procedure at any time.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

I also acknowledge that I have been informed of my rights and

responsibilities as an employee of [School Name]. I understand
that it is my responsibility to seek clarification from my
supervisor or a member of the school's leadership team if I
have any questions or concerns about the policies and
procedures outlined in this handbook.

By signing below, I confirm that I have read and understood the

contents of the Employee Handbook, and agree to comply with
its policies and procedures.

Employee Name:

Employee Signature:

Date:

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Thank You for Your Dedication to Our School Community

Dear [Employee],

We want to take a moment to express our gratitude for your

hard work and dedication to our school community. As a
member of our staff, you play an important role in creating a
safe, positive, and inclusive learning environment for our
students.

We understand that your job can be challenging at times, but

your commitment to our students and our school mission is
truly inspiring. Your efforts do not go unnoticed, and we want
to thank you for all that you do.

We hope that this employee handbook has provided you with

the information and resources you need to succeed in your
role. If you have any questions or concerns, please do not
hesitate to reach out to your supervisor or a member of the
school's leadership team.
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Thank you again for your hard work and dedication. We look
forward to working together to continue to make a positive
impact on our students' lives.

Sincerely,

[School Leadership Team]

Employee Wellness
 At our school, we value the health and wellbeing of our
employees as much as we value that of our students. We
understand that maintaining a healthy work-life balance is
essential for job satisfaction and productivity, and that's
why we offer a variety of resources to support your overall
wellness.

 Employee Wellness Program: We provide access to a

comprehensive employee wellness program, which
includes a variety of resources such as gym memberships,
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

healthy eating options, and stress management resources.

We encourage you to take advantage of these resources to
support your physical and mental wellbeing.

 Mental Health Support: We understand that mental

health is just as important as physical health. That's why
we offer access to counseling services and an employee
assistance program, which provides confidential
counseling and support services to employees and their
families.

 Sick Leave: We understand that illness or injury can

happen unexpectedly, and we want to support you during
these times. Our sick leave policy outlines procedures for
reporting absences and requirements for returning to
work after an illness or injury. We encourage you to take
the necessary time off to recover and prioritize your
health.

Thank you for your commitment to our school community. We

recognize the important role you play in our students' lives and
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

we are committed to supporting your overall wellness. If you

have any questions or concerns, please do not hesitate to speak
with your supervisor or a member of the school's leadership
team.

d. Work-Life Balance: An overview of the school's policies and

resources aimed at promoting work-life balance for employees,
such as flexible schedules and telecommuting options when
appropriate.

e. Ergonomics and Workplace Safety: Information about the

school's policies and procedures related to ergonomics and
workplace safety, including guidelines for proper lifting and
sitting, and procedures for reporting workplace hazards or
injuries.

f. Substance Abuse Policy: A description of the school's policies

regarding drug and alcohol use in the workplace, including
procedures for reporting suspected substance abuse and
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

available resources for employees who may be struggling with

addiction.

At our school, we value the well-being of our employees and

recognize that maintaining a healthy work-life balance is
essential to overall wellness. We offer a comprehensive
employee wellness program that includes resources such as
gym memberships, healthy eating options, and stress
management resources. Additionally, we offer mental health
support resources, including access to counseling services and
employee assistance programs.

We understand the importance of sick leave and have policies

in place to ensure that employees are able to take the time
they need to recover from an illness or injury. We also offer
resources and policies aimed at promoting work-life balance,
such as flexible schedules and telecommuting options when
appropriate.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

At our school, we take ergonomics and workplace safety

seriously and have guidelines in place to ensure that our
employees have a safe and healthy work environment. We also
have policies regarding substance abuse in the workplace and
offer resources for employees who may be struggling with
addiction.

Thank you for your commitment to our school community and

for taking care of your well-being. If you have any questions or
concerns about our wellness policies or resources, please do
not hesitate to speak with your supervisor or a member of the
school's leadership team.

C. SICK LEAVE:
A description of the school's policies regarding sick leave,
including procedures for reporting absences and requirements
for returning to work after an illness or injury

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

The school understands that employees may experience

illnesses or injuries that require them to take time off work to
recover. To support our employees, we offer sick leave to all
eligible staff members.

Eligibility: All full-time employees are eligible for sick leave

benefits.

Accrual: Sick leave will accrue at a rate of X hours per pay

period. Employees may accrue a maximum of Y sick leave
hours.

Reporting: Employees are required to report any absence due

to illness or injury to their supervisor or the designated HR
representative as soon as possible. Failure to report an absence
may result in the denial of sick leave benefits.

Documentation: The school reserves the right to require

documentation, such as a doctor's note, to support sick leave
requests.
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

Returning to Work: Employees must provide medical clearance

from a healthcare provider before returning to work following
an illness or injury that required an absence of more than three
consecutive workdays.

We understand that unexpected illnesses and injuries can be

stressful, and we want to support our employees as they
recover. If you have any questions or concerns regarding our
sick leave policies, please contact the HR department for more
information.

d. Work-Life Balance: An overview of the school's policies and

resources regarding work-life balance, including flexible work
arrangements, family leave, and time off for personal needs or
emergencies.

At our school, we recognize the importance of promoting the

well-being of our employees. We understand that achieving a
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

healthy work-life balance is critical to your overall health and

happiness, and we are committed to supporting you in this
endeavor.

To that end, we offer a range of resources and policies to help

you maintain a healthy work-life balance. Our employee
wellness program includes access to a gym and healthy eating
options, as well as stress management resources such as
meditation and yoga classes. We also provide mental health
support through counseling services and our employee
assistance program.

In addition, we offer flexible work arrangements and family

leave options to help you balance your professional and
personal responsibilities. We understand that emergencies and
personal needs may arise, and we have policies in place to
support you during these times.

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Thank you for your commitment to our school community. We

value your contributions and are committed to supporting your
well-being both inside and outside of the workplace. If you
have any questions or concerns, please do not hesitate to speak
with your supervisor or a member of the school's leadership
team.

Professional Standards
a. Professional Development: Our school is committed to
supporting your professional growth and development. We
offer a variety of resources and opportunities for continuing
education, including conferences, workshops, and online
courses. Please speak with your supervisor or a member of the
leadership team to learn more about available resources and to
discuss your professional goals.

b. Ethics: As an employee of our school, you are expected to

uphold the highest standards of professional behavior and
ethics. This includes maintaining appropriate boundaries with
students, colleagues, and the community, avoiding conflicts of
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

interest, and respecting the diversity and cultural backgrounds

of our students and staff. Please review our school's code of
ethics carefully, and speak with your supervisor or a member of
the leadership team if you have any questions or concerns.

c. Confidentiality:
As an employee of our school, you are entrusted with sensitive
and confidential information regarding our students and
colleagues. We take the privacy of our school community very
seriously and expect all employees to maintain the highest
standards of confidentiality. This means that you should only
access student and employee records that are necessary to
perform your job duties and that you should not share this
information with others unless it is necessary for the
performance of your job or you have received permission from
the appropriate supervisor or administrator.

Please remember that any breach of confidentiality can have

serious consequences, both for the individual involved and for
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

our school as a whole. Therefore, we ask that you carefully

review and adhere to our policies regarding confidentiality, and
contact a supervisor or administrator if you have any questions
or concerns.
A reminder of the school's policies regarding the privacy and
confidentiality of student and employee records, and the
importance of maintaining professional boundaries.

The school places a high value on the privacy and

confidentiality of student and employee records. As an
employee of the school, it is important that you understand
and adhere to our policies regarding the handling of sensitive
information. Confidential information should be kept secure
and only shared with individuals who have a legitimate need to
know.

In addition, it is essential that all employees maintain

professional boundaries with students, families, and colleagues.
Avoid engaging in personal relationships with students or their
families, and refrain from discussing confidential information
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

outside of the school setting. Any violations of these policies

will be taken seriously and may result in disciplinary action.

We encourage all employees to participate in regular training

and professional development opportunities to stay up-to-date
on best practices for maintaining confidentiality and
professional boundaries. If you have any questions or concerns,
please speak with your supervisor or a member of the school's
leadership team.

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CHAPTER 5
EMPLOYEE RESPONSIBILITIES
a. Attendance:

As an employee of our school, it is essential that you maintain

regular attendance and punctuality. If you are unable to report
to work, please notify your supervisor or designated school
official as soon as possible, and follow the procedures for
requesting time off. Excessive absenteeism or tardiness may
negatively impact your job performance and could result in
disciplinary action.

b. Performance Expectations:
Our school has high expectations for our employees' job
performance. This includes meeting the responsibilities of your
job duties, completing work accurately and efficiently, and
maintaining professional communication and teamwork. It is
important that you understand your job responsibilities and
expectations, and that you work to the best of your abilities at
all times.
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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

c. Professional Conduct:
As a representative of our school, it is important that you
conduct yourself in a professional manner at all times. This
includes treating all students, colleagues, and members of the
community with respect and dignity, regardless of their
background or personal beliefs. It is important to avoid
engaging in any behavior that could be construed as
harassment, discrimination, or bullying. Additionally, it is
important to maintain appropriate professional boundaries,
both in your interactions with students and in your
relationships with colleagues.

As an employee, you are also expected to follow all school

policies and procedures, as well as all federal and state laws
and regulations. This includes maintaining the confidentiality of
student and employee records, adhering to our code of ethics,
and reporting any concerns or incidents to your supervisor or a
member of the school's leadership team.
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We appreciate your commitment to upholding these standards

and helping to create a safe and positive learning environment
for all members of our school community.

PROCEDURES FOR REQUESTING TIME OFF.

The specific procedures for requesting time off may vary
depending on the school's policies and practices. However,
some common steps that may be included in the process are:

 Submit a request: Employees should submit a formal

request for time off to their supervisor or designated HR
representative. This request should include the dates
requested, the reason for the time off, and any other
relevant details.

 Get approval: The employee's supervisor or designated HR

representative will review the request and either approve
or deny it based on the school's policies and staffing
needs.
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 Record the time off: Once the request is approved, the

employee's time off should be recorded in the school's
attendance or time tracking system.

 Notify colleagues: If the time off will impact the

employee's colleagues or work responsibilities, the
employee should communicate this information to their
team in a timely and professional manner.

 Return to work: Employees should follow the school's

procedures for returning to work after taking time off,
which may include completing any necessary
documentation or communicating with their supervisor.

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CHAPTER 6
SCHOOL'S PERFORMANCE EXPECTATIONS, INCLUDING
EXPECTATIONS FOR JOB DUTIES, COMMUNICATION, AND
TEAMWORK

 Job duties: Employees are expected to fulfill their job

duties as outlined in their job descriptions and to complete
tasks accurately and efficiently.
 Communication: Employees are expected to communicate
professionally and respectfully with colleagues, students,
and parents. This includes responding to emails and phone
calls in a timely manner and keeping others informed
about relevant information.
 Teamwork: Employees are expected to work
collaboratively with their colleagues to achieve common
goals and to support one another in achieving individual
and collective success.
 Professionalism: Employees are expected to conduct
themselves professionally, including dressing
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appropriately, arriving on time, and demonstrating a

positive attitude towards their work and colleagues.
 Continuous learning and improvement: Employees are
expected to engage in continuous learning and
improvement, including seeking out opportunities for
professional development and growth.

PROFESSIONAL CONDUCTS EXPECTED OF STAFF

 Demonstrating respect and courtesy to students,
colleagues, and members of the community.
 Maintaining appropriate professional boundaries with
students and colleagues.
 Avoiding conflicts of interest and maintaining impartiality
in decision-making.
 Maintaining confidentiality and privacy of student and
employee records.
 Upholding the school's code of ethics and professional
standards.

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 Engaging in open and honest communication with

colleagues, students, and families.
 Maintaining a professional appearance and demeanor.
 Following school policies and procedures related to safety,
security, and emergency situations.
 Demonstrating a commitment to continuous learning and
professional growth.
 Collaborating effectively with colleagues to promote a
positive and productive work environment.

JOB RESPONSIBILITIES OF TEACHING AND NON TEACHING

STAFF
Teaching Staff:
 Plan and deliver engaging and effective lessons based on
the school curriculum and student needs
 Assess and evaluate student learning, provide feedback
and support to promote student growth

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 Collaborate with colleagues to develop and implement

school-wide initiatives and projects
 Participate in professional development opportunities to
stay current on best practices and trends in education
 Communicate regularly and effectively with parents and
guardians to share information about student progress
and needs
 Maintain accurate and up-to-date records of student
attendance, grades, and other relevant information
 Non-Teaching Staff:
 Provide administrative support to the school, including
managing records, data entry, and scheduling
 Maintain the cleanliness and safety of the school building
and grounds
 Provide technical support for school technology systems
and equipment
 Manage the school's finances and budgets, including
purchasing and inventory management

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

 Support student learning through non-teaching roles such

as counselors, social workers, and librarians
 Provide supervision and support for students during non-
instructional times such as recess and lunch periods

Non-teaching staff job responsibilities may include:

 Administrative Assistants: Supporting the administrative
and clerical functions of the school, including answering
phones, managing schedules, and maintaining records.

 Maintenance Staff: Maintaining the physical facilities of

the school, including cleaning, repairs, and landscaping.

 IT Support: Providing technical support for the school's

computer systems and equipment.

 Cafeteria Staff: Preparing and serving meals to students

and staff, and maintaining a clean and safe food service
environment.
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 Security Staff: Ensuring the safety and security of the

school's students and staff, including monitoring access to
the building and responding to emergencies.

 Transportation Staff: Safely transporting students to and

from school, and maintaining the school's fleet of vehicles.

 Teaching staff job responsibilities may include:

 Planning and delivering lessons that align with the school's

curriculum and standards.

 Assessing student progress and providing feedback to

students and parents.

 Creating a safe and inclusive learning environment for all

students.

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STRUCTURES & POLICIES IN SCHOOL MANAGEMENT & ADMINISTRATION

 Collaborating with colleagues to improve instructional

practices and support student success.

 Participating in professional development opportunities to

continually improve their teaching skills.

 Engaging in ongoing communication with parents and

families to ensure student success.

 Custodians: Responsible for maintaining the cleanliness

and order of the school building, including cleaning
classrooms, hallways, bathrooms, and other common
areas, as well as managing inventory and ordering
supplies.

 Food Service Staff: Responsible for preparing and serving

meals to students and staff, including menu planning, food
preparation, and kitchen management.

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 Maintenance Staff: Responsible for maintaining the

physical plant of the school, including repairs, upkeep, and
preventative maintenance of buildings and equipment.

 Security Staff: Responsible for maintaining the safety and

security of the school's staff and students, including
monitoring access to the building, responding to
emergencies, and enforcing school policies.

ETHICAL CONDUCTS EXPECTED OF TEACHING AND NON

TEACHING STAFF
Ethical conducts for teaching staff:
 Maintaining a safe and inclusive learning environment for
all students and staff
 Treating all students and colleagues with respect and
professionalism
 Avoiding any kind of discrimination or harassment based
on race, gender, religion, or any other personal
characteristic

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 Maintaining confidentiality of student and employee

records, and respecting the privacy of students and
colleagues
 Avoiding any kind of conflict of interest, and refraining
from using their position for personal gain or advantage
 Reporting any concerns or issues to the appropriate
authorities, and cooperating with any investigations or
inquiries
 Adhering to all applicable laws and regulations, as well as
the school's policies and procedures
 Demonstrating honesty and integrity in all their actions
and decisions, and avoiding any kind of fraudulent or
deceptive behavior
 Maintaining professional boundaries and avoiding any kind
of inappropriate relationships with students or colleagues
 Acting in the best interests of the students and the school,
and striving to contribute to the school's mission and
goals.

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 Honesty and Integrity: Teaching staff are expected to be

truthful and honest in all their dealings with the school,
students, colleagues, and parents.
 Confidentiality: Teaching staff must maintain the
confidentiality of student and employee records, and must
not share any confidential information without
appropriate authorization.
 Professionalism: Teaching staff must behave in a
professional manner, and treat all students, colleagues,
and parents with respect and dignity.
 Non-Discrimination: Teaching staff must not discriminate
against any student or colleague on the basis of race,
ethnicity, religion, gender, sexual orientation, age, or
disability.
 Conflict of Interest: Teaching staff must avoid any conflicts
of interest that may arise from their personal or
professional relationships, and must disclose any such
conflicts to their supervisor.

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 Compliance with Policies and Regulations: Teaching staff

must comply with all school policies and regulations, as
well as all applicable laws and regulations.
 Responsibility: Teaching staff must take responsibility for
their actions and decisions, and must be accountable for
their performance and conduct.
 Safety: Teaching staff must ensure the safety and security
of all students and employees, and must report any safety
concerns or incidents to their supervisor immediately.
They must also adhere to all safety procedures and
guidelines set by the school.

Ethical Conducts for Non-Teaching Staff:

 Honesty and Integrity: Non-teaching staff are expected to
be truthful and honest in all their dealings with the school,
students, colleagues, and parents.
 Confidentiality: Non-teaching staff must maintain the
confidentiality of student and employee records, and must
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not share any confidential information without

appropriate authorization.
 Professionalism: Non-teaching staff must behave in a
professional manner, and treat all students, colleagues,
and parents with respect and dignity.
 Non-Discrimination: Non-teaching staff must not
discriminate against any student or employee on the basis
of race, ethnicity, religion, gender, sexual orientation, age,
or disability.
 Conflict of Interest: Non-teaching staff must avoid any
conflicts of interest that may arise from their personal or
professional relationships, and must disclose any such
conflicts to their supervisor.
 Compliance with Policies and Regulations: Non-teaching
staff must comply with all school policies and regulations,
as well as all applicable laws and regulations.
 Responsibility: Non-teaching staff must take responsibility
for their actions and decisions, and must be accountable
for their performance and conduct.
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 Safety: Non-teaching staff must ensure the safety and

security of all students and employees, and must report
any safety concerns or incidents to their supervisor
immediately.

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CHAPTER 7
SCHOOL'S CODE OF ETHICS AND PROFESSIONAL STANDARDS
FOR TEACHING AND NON TEACHING STAFF CATEGORIES
 Maintaining a high level of professionalism and integrity in
all interactions with students, colleagues, parents, and the
community at large.
 Respecting the diversity of students and colleagues, and
promoting an inclusive and respectful learning
environment.
 Maintaining confidentiality and privacy of student and
employee records, and avoiding any conflicts of interest.
 Adhering to all relevant laws, regulations, and policies of
the school and education system.
 Demonstrating a commitment to ongoing professional
development, growth, and learning.
 Maintaining appropriate boundaries with students and
avoiding any behavior that may be perceived as
inappropriate or unethical.

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 Reporting any concerns or suspicions of abuse, neglect, or

misconduct immediately to the appropriate authorities.
 Maintaining a safe and secure learning environment, and
promoting the health and wellbeing of students and
colleagues.
 Promoting positive relationships with parents and the
wider community, and communicating effectively and
professionally.
 Maintaining accurate and up-to-date records of student
progress, and providing timely and constructive feedback
to students and parents.
 Respect for diversity: Staff members should treat all
students, colleagues, and members of the community with
respect and recognize and appreciate the diversity of
backgrounds, cultures, and experiences that exist within
the school.

 Confidentiality: Staff members should maintain the

confidentiality of all student and employee records, as well
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as any other sensitive information that they may have

access to in the course of their work.

 Accountability: Staff members should take responsibility

for their actions and be accountable for meeting the
expectations of their job duties.

 Professional growth: Staff members should be committed

to their own professional growth and development,
seeking out opportunities for training, continuing
education, and staying current with developments in their
field.

 Collaboration: Staff members should be willing to work

collaboratively with their colleagues, sharing their
knowledge and expertise and working together to achieve
the school's goals.

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 Integrity: Staff members should act with integrity at all

times, conducting themselves in a manner that is honest,
ethical, and consistent with the school's values and
mission.

 Student-centered focus: Staff members should put the

needs and well-being of students at the center of their
work, ensuring that their actions and decisions are always
in the best interest of the students they serve.

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CHAPTER 8
RIGHTS AND RESPONSIBILITIES OF TEACHING AND NON
TEACHING STAFF CATEGORIES

Rights:
 To be treated with respect and dignity
 To have access to fair employment practices
 To be provided with a safe and healthy work environment
 To receive fair compensation for work performed
 To receive training and professional development
opportunities
 To have a voice in decision-making processes that affect
their work
 To be provided with the necessary tools and resources to
perform their job duties
 To be free from discrimination and harassment
 To have access to benefits such as health insurance,
retirement plans, and paid time off

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 Responsibilities:
 To perform their job duties to the best of their abilities
 To adhere to the school's policies and procedures
 To maintain a professional demeanor and conduct
themselves in a manner that is appropriate for their
position
 To maintain confidentiality and protect the privacy of
student and employee records
 To communicate effectively and respectfully with
colleagues, students, parents, and the community at large
 To attend required meetings, trainings, and professional
development opportunities
 To report any concerns or incidents to the appropriate
authorities
 To maintain a safe and healthy work environment by
following safety guidelines and reporting any hazards or
concerns

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 To comply with all local, state, and federal laws and

regulations
 Certainly, here are some additional rights and
responsibilities that may be included in an employee
handbook:

 Rights of Teaching and Non-Teaching Staff:

 The right to a safe and healthy work environment

 The right to fair compensation and benefits
 The right to be treated with dignity and respect
 The right to be free from discrimination and harassment
 The right to reasonable accommodations for disabilities
 The right to freedom of expression and association
 The right to access training and professional development
opportunities
 Responsibilities of Teaching and Non-Teaching Staff:

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 To maintain a professional demeanor and conduct oneself

in a respectful and ethical manner
 To adhere to the school's policies and procedures
 To maintain confidentiality and protect student and
employee information
 To promote a safe and inclusive learning environment
 To report any concerns or incidents to the appropriate
supervisor or administrator
 To participate in training and professional development
opportunities
 To work collaboratively with colleagues and contribute to
a positive work culture.

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CHAPTER 9
SCHOOL LAWS AND RULES GUIDING ALL THE VARIOUS ASPECT OF TEACHING
AND NON TEACHING STAFF

School laws and rules that may apply to teaching and non-
teaching staff can vary depending on the location of the school
and the legal framework of the jurisdiction. However, here are
some general laws and rules that may apply:

 Non-Discrimination: Schools are required to provide equal

employment opportunities to all employees regardless of
their race, ethnicity, gender, age, religion, disability or any
other protected status.

 Health and Safety: Schools are required to provide a safe

and healthy work environment for all employees. This
includes providing training on safety procedures, providing
protective equipment and taking steps to prevent
accidents and injuries.

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 FERPA: The Family Educational Rights and Privacy Act

(FERPA) sets rules for the privacy and confidentiality of
student records. All employees are required to maintain
the confidentiality of student records and follow FERPA
guidelines.

 Child Protection: Schools are required to follow child

protection laws and guidelines to ensure the safety and
well-being of students. This includes screening employees
for criminal records and requiring mandatory reporting of
suspected child abuse or neglect.

 Wage and Hour Laws: Schools must comply with federal

and state wage and hour laws, which set rules for
minimum wage, overtime pay, and other employment-
related issues.

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 Immigration Laws: Schools must comply with federal

immigration laws, which set rules for verifying the
employment eligibility of all employees.

 Professional Conduct: Schools may have their own code of

ethics and professional conduct policies that employees
are required to follow. These policies may cover issues
such as professional boundaries, confidentiality, and
interactions with students, colleagues, and the
community.

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CHAPTER 10
SCHOOL POLICIES AND PROCEDURES THAT AFFECT TEACHING
STAFF AND NON TEACHING STAFF

 Code of conduct: The code of conduct outlines the

standards of behavior expected of all school employees. It
includes expectations for professional conduct,
appropriate interactions with students and colleagues, and
adherence to ethical principles.

 Safety policies: Schools have policies and procedures in

place to ensure the safety of students, staff, and visitors.
These policies cover topics such as emergency
preparedness, reporting of incidents, and measures to
prevent and respond to violence.

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 Discrimination and harassment policies: Schools have

policies in place to prohibit discrimination and harassment
based on protected characteristics such as race, gender,
sexual orientation, and disability. These policies outline
the procedures for reporting and investigating complaints.

 Student privacy policies: Schools have policies and

procedures in place to protect the privacy of student
records and personal information. These policies cover
topics such as confidentiality, access to student records,
and disclosure of information.

 Leave policies: Schools have policies and procedures in

place to manage employee leave. These policies cover
topics such as sick leave, vacation time, family and medical
leave, and other types of leave available to employees.

 Grievance policies: Schools have procedures in place to

address employee grievances and complaints. These
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policies outline the steps for filing a grievance, the process

for investigation and resolution, and the rights and
responsibilities of all parties involved.

 Professional development policies: Schools have policies

and procedures in place to support ongoing professional
development for staff. These policies cover topics such as
training opportunities, tuition reimbursement, and other
resources available to support career growth and
advancement.

 Performance evaluation policies: Schools have policies

and procedures in place to evaluate employee
performance. These policies outline the expectations for
job performance, the process for conducting evaluations,
and the criteria used to measure success.

 Communication policies: Schools have policies and

procedures in place to guide communication between
staff,
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students, parents, and other stakeholders. These policies

cover topics such as professional standards for
communication, protocols for responding to inquiries and
requests, and guidelines for sharing information.

 Technology policies: Schools have policies and procedures

in place to manage the use of technology by staff and
students. These policies cover topics such as acceptable
use of computers and mobile devices, internet safety, and
data security.

DUTIES OF NON TEACHING STAFF

 Administrative Staff: These staff members are responsible
for managing the daily operations of the school. They
oversee tasks such as maintaining student records,
scheduling appointments, managing budgets, and
organizing events.

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 Custodial Staff: Custodial staff are responsible for

maintaining the cleanliness and safety of the school
building and grounds. They perform tasks such as cleaning
classrooms, hallways, and restrooms, maintaining supplies,
and managing waste disposal.
 Cafeteria Staff: Cafeteria staff are responsible for
preparing and serving meals to students and staff. They
must adhere to food safety regulations, manage inventory
and supplies, and ensure that meals meet nutritional
standards.

 Bus Drivers and Transportation Staff: These staff

members are responsible for transporting students to and
from school. They must ensure the safety of students
while driving and adhere to transportation regulations.

 Support Staff: These staff members provide support to

teachers and students. They may assist with classroom
management, tutoring, or providing one-on-one support
to students with special needs.
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 IT Staff: IT staff members are responsible for maintaining

the school's technology infrastructure. They must ensure
that computer systems, networks, and software
applications are functioning properly and provide technical
support to staff and students.

 Maintenance Staff: Maintenance staff are responsible for

the upkeep and repair of the school building and grounds.
They may perform tasks such as painting, plumbing,
electrical repairs, and landscaping.

 Each of these non-teaching roles is important in

maintaining a safe and effective learning environment for
students in a primary school.

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CHAPTER 11
MISSION STATEMENT FOR A SCHOOL
Our mission is to provide a safe and inclusive learning
environment that fosters the intellectual, social, emotional, and
physical development of each student. We strive to empower
our students to become lifelong learners and responsible
members of their communities by providing challenging and
engaging educational experiences that inspire creativity, critical
thinking, and a love of learning. We believe in collaboration,
respect, and open communication between students, families,
staff, and community members, and we are committed to
continuous improvement and excellence in all aspects of our
school community

A BRIEF OVERVIEW OF THE SCHOOL'S MISSION, VISION, AND

VALUES
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At our school, we are committed to providing a safe, nurturing,

and inclusive learning environment for all students. Our mission
is to empower students to reach their full potential and
become lifelong learners and responsible members of their
communities.

We envision a school where students are challenged to think

critically, collaborate with others, and develop the skills and
knowledge they need to succeed in the 21st century. We value
academic excellence, respect for diversity, and a strong sense
of community.

Through our commitment to these values and our dedication to

student success, we strive to create a positive and engaging
learning environment that prepares our students for success in
school and beyond.

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CHAPTER 12
CLASSROOM MANAGEMENT RULES GUIDING A STAFF
 Be prepared: Come to class on time with a lesson plan and
all necessary materials.
 Set clear expectations: Establish rules and expectations for
student behavior and academic performance, and
communicate them clearly to students.

 Be consistent: Enforce rules and expectations consistently

to promote a sense of fairness and order in the classroom.

 Create a positive learning environment: Foster a safe,

respectful, and inclusive learning environment that
supports student engagement and success.

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 Engage students: Use a variety of instructional strategies

and materials to actively engage students in the learning
process.

 Monitor student behavior: Monitor student behavior and

intervene as necessary to maintain a safe and positive
learning environment.

 Encourage collaboration: Encourage collaboration among

students and facilitate opportunities for peer-to-peer
learning.

 Provide constructive feedback: Provide regular and

constructive feedback to students on their academic
progress and behavior.

 Respect student diversity: Recognize and respect the

diversity of student backgrounds, learning styles, and
perspectives.
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 Continuously improve: Continuously reflect on classroom

practices and seek out opportunities for professional
growth and development.
 Be consistent: Consistency is key in classroom
management. Ensure that you enforce rules and
consequences consistently, and apply them to all students
equally.

 Use positive reinforcement: Catch students doing

something good and praise them for it. Positive
reinforcement can go a long way in promoting good
behavior.

 Use non-verbal cues: Use non-verbal cues, such as hand

signals or facial expressions, to communicate with
students without disrupting the lesson.
 Promote student engagement: Keep students engaged in
the lesson to reduce the likelihood of misbehavior. Use
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interactive teaching methods, such as group work,

discussions, and games.

 Set clear expectations: Clearly communicate your

expectations for behavior, academic performance, and
classroom procedures at the beginning of the school year.

 Be respectful: Treat students with respect and model the

behavior you expect from them. Use a calm tone of voice,
avoid yelling or sarcasm, and listen actively to students'
concerns.

 Be flexible: Be willing to adapt your approach to classroom

management based on the needs of individual students
and the class as a whole.
 Seek support: Don't be afraid to seek support from
colleagues, administrators, or other professionals if you
are struggling with classroom management.
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CHAPTER 13
SCHOOL RULES AND LAWS GUIDING STAFF ON USE OF
CORPORATE PUNISHMENT ON STUDENTS.

The use of corporal punishment is strictly prohibited in most

schools. Here are some sample school rules and laws guiding
staff on the use of corporal punishment on students:

 No staff member shall use physical force or any form of

corporal punishment against any student under any
circumstances.

 All staff members must adopt alternative and non-violent

methods of discipline and behavior management,
including positive reinforcement, redirection, and conflict
resolution strategies.
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 If a student's behavior becomes unmanageable, staff

members should seek the assistance of a designated
administrator or counselor to address the situation.

 Any staff member found using corporal punishment on a

student will be subject to disciplinary action, up to and
including termination of employment.

 The school will provide ongoing training and professional

development for staff members on effective classroom
management strategies and positive behavior
interventions.

 All incidents of student behavior management must be

documented and reported to the appropriate school
administrator in a timely and accurate manner.

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 Parents and guardians will be informed of the school's

policies on discipline and behavior management, including
the prohibition on corporal punishment, at the start of
each school year.

In many countries, corporal punishment is illegal, and schools

have strict policies in place to protect students from physical
harm.

Below are some sample school rules and laws that might
guide staff on the use of corporal punishment on students:

 The use of physical punishment, including spanking,

hitting, slapping, or any other form of physical discipline, is
strictly prohibited.

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 Teachers and staff members are not allowed to use any

physical force or restraint unless it is necessary to prevent
immediate harm to a student or others.

 Any allegations of physical abuse or mistreatment will be

taken seriously and investigated promptly.

 Alternative disciplinary measures such as detention,

suspension, or loss of privileges should be used instead of
physical punishment whenever possible.

 Teachers and staff members should always treat students

with respect and dignity, even when disciplinary action is
necessary.

 Any disciplinary action taken should be appropriate for the

behavior in question and should be aimed at correcting
the behavior, not punishing the student.

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 Teachers and staff members should work with parents,

counselors, and other professionals to identify and address
the root causes of problematic behavior.

 Teachers and staff members should receive training on

alternative discipline strategies and techniques to help
them address behavior issues effectively without resorting
to physical punishment.

These rules and laws are intended to protect students from

physical harm and ensure that disciplinary action is fair,
consistent, and aimed at helping students learn and grow,
rather than punishing them for their mistakes.

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CHAPTER 14
SCHOOL RULES AND POLICIES ON STAFF RESIGNATION
Schools typically have specific rules and policies in place
regarding staff resignation. Here are some common elements
you might expect to see in such policies:

 Notice Period: Schools may require staff members to

provide a specific amount of notice before they resign,
such as two weeks or a month. This allows the school to
make arrangements for finding a replacement,
redistributing duties, and ensuring continuity of services to
students.

 Written Resignation: Staff members are usually required

to submit a written resignation letter to the principal or
HR
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department, indicating the effective date of their

resignation and the reason for leaving.

 Exit Interview: Schools may conduct an exit interview with

staff members who are resigning, to gather feedback on
their experience and identify areas for improvement.
 Return of School Property: Staff members are typically
required to return any school property, such as keys,
books, and equipment, before leaving.
 Final Paycheck: Schools are required to pay staff members
for any accrued and unused leave days, and any
outstanding salaries or benefits, in their final paycheck.
 Non-Disclosure Agreement: Schools may require staff
members to sign a non-disclosure agreement, agreeing to
keep confidential any sensitive information they learned
during their employment, such as student records or
school policies.
 Reference Check: Schools may conduct a reference check
before providing a reference for a former staff member.

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It's important to note that specific policies and procedures can

vary depending on the school and the staff member's position.
Staff members are encouraged to review their employment
contract and any applicable policies and procedures before
resigning.

In addition to the policies mentioned above, schools may have

additional rules or procedures in place for specific types of staff
members. For example, schools may have different procedures
for resignations by teachers, administrators, or support staff.

For teachers, schools may require that they complete the

school year before resigning or provide a longer notice period.
This is to ensure that students have continuity of instruction
and that the school has adequate time to find a replacement
teacher.
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Note: Administrators may have additional responsibilities when

resigning, such as ensuring that all school records are up to
date and making arrangements for a smooth transition of
leadership.

Support staff members, such as custodians, food service

workers, or bus drivers, may have specific requirements for
returning equipment or vehicles and ensuring that their duties
are properly handed off to other staff members.

It's also worth noting that schools may have different policies in
place for staff members who resign voluntarily versus those
who are terminated or who resign under pressure. Schools may
be required to provide certain protections or benefits to staff
members who are involuntarily terminated or resign due to
extenuating circumstances.
Overall, it's important for staff members to be familiar with
their school's policies and procedures regarding resignation,
and to communicate openly and honestly with their
supervisors about
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their plans to leave. By following the school's established

procedures, staff members can help ensure a smooth transition
for both themselves and the school.

CHAPTER 15
SCHOOL RULES AND POLICIES ON MATERNITY
Here are some sample school rules and policies on maternity
that schools may have
 Maternity Leave Entitlement: Schools should provide
eligible employees with a specified period of maternity
leave. The length of this leave may vary depending on the
school and the employee's status, but it should be in line
with national or local regulations.

 Notification: Employees should inform the school of their

pregnancy and expected due date as soon as possible.
They should also inform the school of their intention to
take maternity leave and provide a written notice of at
least four weeks before the intended start date of leave.

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 Leave Eligibility: To be eligible for maternity leave,

employees should have been employed by the school for a
certain period of time, typically at least 12 months.

 Paid Leave: Schools may offer paid maternity leave to

employees, typically for a specified period of time. This
may vary depending on the school, but a common practice
is to provide six to twelve weeks of paid leave.

 Unpaid Leave: If paid leave is not offered or if an

employee exhausts their paid leave, they may be eligible
for unpaid leave. This unpaid leave should be protected,
meaning that the employee's job should be guaranteed
when they return to work.

 Health and Safety: Schools should take steps to ensure the

health and safety of pregnant employees. This may include
providing ergonomic furniture or equipment, reducing

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physical demands, or making other reasonable

accommodations.

 Flexible Working Arrangements: Schools may offer flexible

working arrangements to employees who have returned
from maternity leave. This may include part-time work,
job- sharing, or telecommuting, depending on the needs of
the employee and the school.

 Breastfeeding Support: Schools should provide employees

with support and facilities for breastfeeding or expressing
milk, such as a private space and time to do so.

 Return to Work: Employees should inform the school of

their intention to return to work after maternity leave.
They should be guaranteed the same or an equivalent job,
and should not face discrimination or retaliation for taking
maternity leave.

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 Communication: Schools should communicate the above

policies and procedures to all employees, and should
provide guidance and support to employees who have
questions or concerns.

It's important to note that the above policies and procedures

may vary depending on the school and the employee's position.
Employees should review their employment contract and any
applicable policies and procedures to fully understand their
rights and entitlements regarding maternity leave.

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CHAPTER 16
SCHOOL RULES AND POLICIES ON STAFF ADVANCED
PAYMENT AND COOPERATIVES
Here are some sample school rules and policies on staff
advanced payment and cooperatives that schools may have:

 Advanced Payment: Schools may offer staff members the

option of receiving an advance on their salary. This
advance should be treated as a loan and should be repaid
within a specified period of time, typically by deduction
from future paychecks.

 Eligibility: Schools may have specific eligibility

requirements for staff members who wish to receive an
advance on their salary. These requirements may include a
minimum length of employment, a good credit history,
and a certain level of income.

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 Interest and Fees: Schools may charge interest and/or fees

on advances to cover administrative costs and potential
risks. The interest rate and fees should be clearly stated in
advance and should be reasonable.

 Repayment Schedule: The repayment schedule should be

agreed upon in advance and should take into account the
employee's regular salary and expenses. The repayment
schedule may vary depending on the amount of the
advance and the employee's other financial obligations.

 Cooperative Society: Schools may have a cooperative

society for staff members, which can offer financial
services such as savings, loans, and insurance.
Membership in the cooperative society may be voluntary,
and staff members may be required to contribute a certain
amount of their salary to the cooperative.

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 Membership Requirements: Schools may have specific

membership requirements for the cooperative society,
such as a minimum length of employment or a certain
level of income. These requirements should be reasonable
and transparent.

 Loan Terms: The cooperative society may offer loans to

members at competitive interest rates and flexible
repayment terms. The loan terms should be clearly stated
in advance and should be reasonable.

 Savings Accounts: The cooperative society may offer

savings accounts to members, which can help staff
members build up a nest egg and plan for future expenses.

 Insurance: The cooperative society may offer insurance

products to members, such as life insurance or medical
insurance, at competitive rates.

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 Communication: The school should communicate the

above policies and procedures to all staff members, and
should provide guidance and support to employees who
have questions or concerns.

It's important to note that the above policies and procedures

may vary depending on the school and the employee's position.
Staff members should review their employment contract and
any applicable policies and procedures to fully understand their
rights and entitlements regarding advanced payment and
cooperative society.

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CHAPTER 17
SCHOOL RULES AND POLICIES ON STAFF DAILY CLOSE OF
WORK

Here are some sample school rules and policies on staff daily
close of work that schools may have:

 Work Hours: Schools should have clear policies on staff

work hours, including start and end times for the workday.
These policies should be communicated to staff members
and should be adhered to.

 Overtime: Schools may require staff members to work

overtime, which should be compensated fairly. Overtime
policies should be communicated to staff members in
advance.

 Daily Close of Work: Schools should have policies on the

daily close of work, including the time by which staff

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members are expected to leave the premises. This policy

may vary depending on the position of the staff member
and the nature of their work.

 Timekeeping: Schools may require staff members to clock

in and out using a timekeeping system, such as a time
clock or electronic time sheet. Staff members should be
trained on how to use the timekeeping system and should
be held accountable for accurately recording their work
hours.

 Breaks and Rest Periods: Schools should have policies on

breaks and rest periods, which should be provided to staff
members in accordance with local labor laws. Staff
members should be encouraged to take regular breaks and
rest periods to avoid fatigue and promote productivity.

 Flexibility: Schools may offer flexibility in staff work hours,

such as flexible start and end times or the option to work
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remotely. These policies should be communicated to staff

members and should be agreed upon in advance.

 Communication: Schools should communicate the above

policies and procedures to all staff members, and should
provide guidance and support to employees who have
questions or concerns.

 Security: Schools should ensure that the premises are

secure and that staff members can leave the premises
safely at the end of the workday. This may involve
providing security personnel or ensuring that staff
members have access to safe transportation options.

 Emergencies: Schools should have policies in place for

emergencies that may occur at the end of the workday,
such as severe weather, natural disasters, or security
threats. Staff members should be trained on what to do in
these situations.

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 Time Off: Schools may offer staff members the option to

take time off at the end of the workday, such as early
release days or flexible schedules. These policies should be
communicated to staff members and should be agreed
upon in advance.

 Record Keeping: Schools should maintain accurate records

of staff members' work hours and any overtime or time off
taken. These records should be kept in accordance with
local labor laws and should be easily accessible to staff
members upon request.

 Performance: Schools may evaluate staff members'

performance based on their adherence to work hour
policies and procedures. Staff members should be held
accountable for meeting their work hour obligations and
should be provided with feedback on their performance.

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Overall, school rules and policies on staff daily close of work

should be designed to promote productivity, safety, and
fairness for all staff members. These policies should be
communicated clearly and consistently to all staff members and
should be regularly reviewed and updated as needed.

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CHAPTER 18
SCHOOL RULES AND POLICIES ON STAFF DISCIPLINE
Here are some sample school rules and policies on staff discipline
that schools may have:

 Standards of Conduct: Schools should have clear standards

of conduct for staff members, which may include
expectations around punctuality, attendance, dress code,
communication, confidentiality, and professionalism.

 Disciplinary Procedures: Schools should have established

procedures for addressing employee misconduct, which
should be communicated to all staff members. These
procedures may involve verbal or written warnings,
suspension, or termination, depending on the severity of
the offense.

 Due Process: Schools should provide employees with due

process during disciplinary proceedings, including the

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opportunity to respond to allegations, the right to have a

representative present, and the ability to appeal
disciplinary decisions.

 Documentation: Schools should maintain documentation

of all disciplinary actions taken against staff members,
including written warnings, performance improvement
plans, and termination letters.

 Confidentiality: Schools should maintain confidentiality

during disciplinary proceedings, protecting the privacy of
both the employee and the school.

 Training: Schools should provide regular training to staff

members on their rights and responsibilities under the
school's disciplinary policies and procedures.

 Positive Reinforcement: In addition to disciplinary

procedures, schools may also offer positive reinforcement

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for staff members who meet or exceed performance

expectations. This may include bonuses, promotions, or
other forms of recognition.

 Consistency: Schools should apply disciplinary policies and

procedures consistently across all staff members, ensuring
that all employees are held to the same standards of
conduct.

 Overall, school rules and policies on staff discipline should

be designed to promote a positive work environment and
ensure that all employees are treated fairly and with
respect. These policies should be communicated clearly
and consistently to all staff members and should be
regularly reviewed and updated as needed.

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CHAPTER 19
SCHOOL RULES AND POLICIES ON LESSON NOTES
Here are some sample school rules and policies on lesson notes
that schools may have:
 Preparation: Teachers should be required to prepare
detailed lesson notes for each class they teach, which
should include clear learning objectives, instructional
strategies, and assessment methods.

 Submission: Teachers should be required to submit their

lesson notes to their supervisor or department head on a
regular basis, such as weekly or monthly.

 Review: Supervisors or department heads should be

responsible for reviewing teachers' lesson notes and
providing feedback on their quality and effectiveness.

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 Storage: Lesson notes should be stored securely and made

easily accessible to teachers, supervisors, and
administrators as needed.

 Alignment: Lesson notes should be aligned with the

school's curriculum and instructional goals, and should be
updated regularly to reflect changes in these areas.

 Standardization: Schools may require teachers to follow a

standardized format for their lesson notes, which should
be communicated to all teachers.

 Professional Development: Schools may offer professional

development opportunities to teachers to help them
improve their lesson planning and note-taking skills.

 Technology: Schools may require teachers to use

technology, such as a learning management system or

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digital note-taking platform, to create and store their lesson

notes.

 Feedback: Schools may require teachers to seek feedback

from students and colleagues on their lesson notes, in
order to improve the quality and effectiveness of their
teaching.

 Accountability: Schools may hold teachers accountable for

the quality and effectiveness of their lesson notes, and
may use them as a basis for performance evaluations.

 Differentiation: Lesson notes should be designed to meet

the needs of all students, including those with diverse
learning needs and abilities.

 Assessment: Lesson notes should include clear

assessment methods and criteria, and should be used to
guide teachers' assessment of student learning.

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 Record-Keeping: Schools should maintain accurate

records of teachers' lesson notes, including the dates they
were submitted and any feedback or revisions that were
provided.

 Collaboration: Schools may encourage teachers to

collaborate on lesson planning and note-taking, in order
to share best practices and improve the quality of
instruction.

Overall, school rules and policies on lesson notes should be

comprehensive, clear, and effective, in order to support high-
quality teaching and learning. These policies should be regularly
reviewed and updated as needed, to ensure that they remain
relevant and effective in meeting the needs of students and
teachers.

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CHAPTER 20
SCHOOL RULES AND POLICIES ON STAFF EXTRA LESSONS
Here are some sample school rules and policies on staff extra
lessons that schools may have:

 Approval: Staff members who wish to offer extra lessons

outside of regular school hours must first seek approval
from their supervisor or department head.

 Compensation: Staff members may be compensated for

offering extra lessons, either through a stipend or through
hourly pay. The school should have clear policies around
how much compensation is provided, and under what
conditions.

 Scheduling: Staff members offering extra lessons must

ensure that they do not conflict with regular school hours
or other school events.

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 Safety: Staff members offering extra lessons must ensure

that they provide a safe and secure environment for
students, and must follow all school policies around
student safety.

 Communication: Staff members offering extra lessons

must communicate clearly and regularly with parents and
students, providing details around the schedule,
curriculum, and expectations for attendance and
performance.

 Curriculum: Extra lessons should be aligned with the

school's curriculum and instructional goals, and should be
designed to support student learning.

 Quality: Staff members offering extra lessons must be

experienced and qualified to teach the subjects they are
offering, and should provide high-quality instruction that
meets the needs of students.

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 Evaluation: The school should regularly evaluate the

quality and effectiveness of staff members offering extra
lessons, and should provide feedback and support as
needed to ensure that students are benefiting from these
additional opportunities.

 Attendance: Schools may require students to attend extra

lessons in order to participate in extracurricular activities
or to maintain eligibility for certain academic programs.

 Enrollment: Students may be required to enroll in extra

lessons in advance, and may need to pay a fee to
participate. Schools should have clear policies around
enrollment and payment, and should ensure that these
policies are communicated clearly to students and parents.

 Supervision: Staff members offering extra lessons should

be supervised by the school, and should be required to
follow
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all school policies and procedures around student safety

and conduct.

 Monitoring: The school should monitor the quality and

effectiveness of extra lessons, and should provide regular
feedback and support to staff members offering these
opportunities.

 Communication: The school should communicate regularly

with parents and students about the availability and
quality of extra lessons, and should provide information
about how to enroll and participate.

 Evaluation: The school should regularly evaluate the

effectiveness of extra lessons in supporting student
learning and achievement, and should use this information
to improve the quality and relevance of these
opportunities over time.

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 Hours of Operation: Schools may have specific hours of

operation for extra lessons, which may vary depending on
the time of year and the availability of staff members.
These hours should be communicated clearly to students
and parents.

 Curriculum: Extra lessons should be designed to support

the school's curriculum and instructional goals, and should
be aligned with state or national standards as appropriate.

 Qualifications: Staff members offering extra lessons should

be qualified to teach the subjects they are offering, and
should have the necessary experience and expertise to
provide high-quality instruction.

 Expectations: Students and parents should have clear

expectations for the content and format of extra lessons,
as well as the expected outcomes and benefits of
participation.

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 Assessment: The school may use assessments to measure

the effectiveness of extra lessons, and to identify areas
where improvements are needed.

 Coordination: Schools may coordinate with other schools

or community organizations to provide additional
opportunities for students, such as joint classes or
workshops.

 Flexibility: Schools should strive to be flexible in their

approach to extra lessons, in order to meet the diverse
needs and interests of their students and staff members.
Overall, school rules and policies on staff extra lessons should
be designed to support student learning and achievement,
while also providing opportunities for staff members to share
their expertise and talents with the school community. These
policies should be regularly reviewed and updated as needed,
to ensure that they remain relevant and effective in meeting
the needs of students and staff members.

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CHAPTER 21
SCHOOL RULES AND POLICIES ON STAFF HOLIDAY/SUMMER
Here are some sample school rules and policies on staff
holiday/summer that schools may have:

 Eligibility: Staff members may be eligible for

holiday/summer leave based on their employment status,
length of service, and performance.

 Approval: Staff members must seek approval from their

supervisor or department head before taking
holiday/summer leave.

 Duration: Schools may have specific rules around the

length of holiday/summer leave that staff members are
eligible for, which may vary depending on their position
and length of service.

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 Scheduling: Staff members must schedule their

holiday/summer leave in advance, and must ensure that it
does not conflict with any other school events or
responsibilities.

 Compensation: Staff members may be compensated for

holiday/summer leave through paid time off or other
forms of compensation, depending on their employment
status and the school's policies.

 Communication: Staff members must communicate clearly

with their supervisor or department head about their
plans for holiday/summer leave, and must ensure that
they are available to provide coverage or support as
needed before and after their leave.

 Workload: Schools may have specific policies around

workload management during holiday/summer leave

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periods, to ensure that staff members are not

overburdened or overwhelmed upon their return.

 Expectations: Schools may have specific expectations for

staff members during holiday/summer leave periods, such
as participating in professional development activities or
completing specific tasks or projects.

 Continuity: Schools must ensure that there is continuity in

operations and services during holiday/summer leave
periods, and must have plans in place to ensure that
critical functions are maintained.

 Return: Staff members must be prepared to return to

work at the end of their holiday/summer leave period, and
must be ready to resume their responsibilities and duties
as needed.

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 Restrictions: Schools may have restrictions on when staff

members can take holiday/summer leave, such as during
busy periods or when critical projects are underway.

 Use it or lose it: Some schools may have policies around

unused holiday/summer leave, such as requiring staff
members to use it or lose it by a certain date or at the end
of the school year.

 Accrual: Schools may have policies around accrual of

holiday/summer leave, such as allowing staff members to
accumulate a certain number of days each year.

 Communication: Schools must communicate

holiday/summer leave policies clearly to staff members,
and should provide regular updates and reminders as
needed to ensure that staff members are aware of their
options and obligations.

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 Record-keeping: Schools must keep accurate records of

staff members' holiday/summer leave, including the dates
of leave, the number of days taken, and any compensation
provided.

 Compliance: Schools must comply with all relevant labor

laws and regulations related to holiday/summer leave,
including requirements around minimum leave
entitlements, overtime compensation, and other related
matters.

 Alternate arrangements: In some cases, schools may allow

staff members to take holiday/summer leave on an
alternate schedule, such as by taking a reduced workload
during the school year in exchange for longer periods of
time off during the summer.

 Notification: Schools must provide staff members with

sufficient notification of their holiday/summer leave

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entitlements and requirements, and must be responsive to

staff members' requests for information or assistance
related to their leave.

 Professional development: Schools may use

holiday/summer leave periods as an opportunity for staff
members to engage in professional development activities,
such as attending conferences or workshops, completing
online courses, or pursuing other learning opportunities.

 Feedback: Schools should seek feedback from staff

members about their holiday/summer leave policies and
practices, in order to identify areas for improvement and
ensure that the policies remain responsive to staff
members' needs and preferences.

 Emergency situations: Schools may have policies in place

to address emergency situations that arise during
holiday/summer leave periods, such as requiring staff

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members to be available to respond to urgent requests or

to provide assistance in the event of a crisis.

 Travel: Schools may have policies around staff members'

travel plans during holiday/summer leave periods, such as
requiring staff members to notify their supervisor or
department head of their travel plans in advance, or
providing guidelines around travel safety and security.

 Health and safety: Schools must ensure that staff

members' health and safety needs are addressed during
holiday/summer leave periods, and must provide guidance
around issues such as insurance coverage, health and
safety precautions, and other related matters.

 Family and medical leave: Schools may be required to

provide staff members with family and medical leave
entitlements under applicable labor laws and regulations,

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and must ensure that staff members are aware of their

rights and obligations related to such leave.

 Return to work: Schools must ensure that staff members

are able to return to work smoothly and effectively at the
end of their holiday/summer leave periods, and must
provide support and assistance as needed to ensure a
smooth transition back into their roles and responsibilities.

Overall, school rules and policies around staff holiday/summer

should be designed to promote a healthy work-life balance for
staff members, while also ensuring that the school is able to
maintain its critical functions and services. Schools should seek
feedback and input from staff members in developing and
revising these policies, in order to ensure that they are
responsive to staff members' needs and preferences, and that
they remain effective in meeting the needs of the school
community.

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CHAPTER 22
SCHOOL RULES AND POLICIES ON STAFF RELATIONSHIP WITH
PARENTS

 Professionalism: Staff members must maintain a

professional demeanor and conduct themselves in a
respectful and courteous manner when interacting with
parents or guardians.
 Communication: Staff members must communicate
effectively and regularly with parents or guardians
regarding their child's academic progress, behavior, and
other relevant issues.

 Confidentiality: Staff members must respect the

confidentiality of students and families, and must only
share information with parents or guardians as required or
authorized by school policies or applicable laws and
regulations.

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 Accessibility: Staff members must be accessible to parents

or guardians during appropriate times, such as before or
after school hours, and must respond to inquiries and
requests in a timely and efficient manner.

 Respect: Staff members must respect the diverse

backgrounds, cultures, and perspectives of students and
families, and must strive to create an inclusive and
welcoming environment for all.

 Boundaries: Staff members must maintain appropriate

boundaries in their interactions with parents or guardians,
and must avoid engaging in relationships or activities that
may compromise their professional duties or create
conflicts of interest.

 Conflict resolution: Staff members must be prepared to

address conflicts or concerns that may arise between
themselves and parents or guardians, and must utilize

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appropriate conflict resolution strategies to address these

issues in a constructive and respectful manner.

 Accountability: Staff members must take responsibility for

their actions and decisions when interacting with parents
or guardians, and must be prepared to accept feedback
and criticism in a professional and constructive manner.

 Training: Schools may provide training or professional

development opportunities for staff members to help
them develop and refine their skills and strategies for
interacting with parents or guardians effectively.

 Evaluation: Schools may evaluate staff members'

performance in their interactions with parents or
guardians as part of their overall job performance
evaluation process, and may provide feedback or support
as needed to help staff members improve in this area.

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 Records: Staff members must maintain accurate and up-

to- date records of their interactions with parents or
guardians, including notes from phone calls, emails, or
meetings.

 Consent: Staff members must obtain appropriate consent

from parents or guardians before sharing any sensitive or
confidential information about a student, and must ensure
that they are authorized to share such information under
applicable laws and regulations.

 Parent-teacher conferences: Staff members must

participate in parent-teacher conferences as required or
requested by the school or parents or guardians, and must
provide feedback and guidance on students' academic
progress and other relevant issues.

 Parent involvement: Staff members must encourage and

support parent involvement in school activities, events,
and initiatives, and must communicate regularly with
parents or
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guardians to help them stay informed and engaged in their

child's education.

 Conflict of interest: Staff members must avoid engaging in

relationships or activities that may create conflicts of
interest or compromise their professional duties, such as
engaging in business transactions with parents or
guardians.

 Parent complaints: Staff members must address parent

complaints or concerns in a timely and constructive
manner, and must follow appropriate channels for
addressing and resolving such issues.

 Parent volunteers: Staff members must work

collaboratively with parent volunteers to ensure that they
are trained and equipped to assist with school activities
and events, and must provide appropriate guidance and
support as needed.

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 Safety and security: Staff members must maintain

appropriate safety and security protocols when interacting
with parents or guardians, and must report any concerns
or incidents to the appropriate authorities as required.

 Parent education: Staff members may provide educational

resources and guidance to parents or guardians on topics
related to child development, academic success, or other
relevant issues.

 Respectful communication: Staff members must

communicate with parents or guardians in a respectful and
non-judgmental manner, and must avoid using language or
tone that may be perceived as disrespectful or
confrontational.

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CHAPTER 23
SCHOOL RULES AND POLICIES ON STAFF RELATIONSHIP WITH
STUDENTS
 Professionalism: Staff members must maintain a
professional demeanor and conduct themselves in a
respectful and courteous manner when interacting with
students.

 Respect: Staff members must respect the diverse

backgrounds, cultures, and perspectives of students, and
must strive to create an inclusive and welcoming
environment for all.

 Communication: Staff members must communicate

effectively and appropriately with students, using language
and tone that is respectful and age-appropriate.

 Boundaries: Staff members must maintain appropriate

boundaries in their interactions with students, and must

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avoid engaging in relationships or activities that may

compromise their professional duties or create conflicts of
interest.

 Safety and security: Staff members must prioritize the

safety and security of students at all times, and must
report any concerns or incidents to the appropriate
authorities as required.

 Confidentiality: Staff members must respect the

confidentiality of students and families, and must only
share information with others as required or authorized by
school policies or applicable laws and regulations.

 Accessibility: Staff members must be accessible to

students during appropriate times, such as during school
hours or designated office hours, and must respond to
inquiries and requests in a timely and efficient manner.

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 Accountability: Staff members must take responsibility for

their actions and decisions when interacting with students,
and must be prepared to accept feedback and criticism in
a professional and constructive manner.

 Training: Schools may provide training or professional

development opportunities for staff members to help
them develop and refine their skills and strategies for
interacting with students effectively.

 Evaluation: Schools may evaluate staff members'

performance in their interactions with students as part of
their overall job performance evaluation process, and may
provide feedback or support as needed to help staff
members improve in this area.
 Respect for diversity: Staff members must respect and
celebrate the diversity of students, including their
backgrounds, cultures, and perspectives. They must avoid

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any behavior or language that may be discriminatory or

hurtful.

 Fairness and equity: Staff members must treat all students

fairly and equitably, without favoritism or bias. They must
provide all students with equal opportunities for learning
and growth, regardless of their background or
circumstances.

 Positive reinforcement: Staff members must use positive

reinforcement to encourage and motivate students,
recognizing and celebrating their successes and
achievements.

 Student privacy: Staff members must respect the privacy

and confidentiality of students, and must only share
information about students with others as required or
authorized by school policies or applicable laws and
regulations.

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 Non-discrimination: Staff members must not discriminate

against students based on their race, ethnicity, gender,
sexual orientation, religion, or any other protected
characteristic.

 Bullying and harassment: Staff members must take steps

to prevent and address bullying and harassment among
students, and must follow school policies and procedures
for reporting and addressing such incidents.

 Discipline: Staff members must enforce school policies and

rules in a fair and consistent manner, using appropriate
disciplinary measures when necessary.

 Accessibility: Staff members must be accessible to

students during appropriate times, such as during school
hours or designated office hours, and must respond to
inquiries and requests in a timely and efficient manner.

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 Respectful communication: Staff members must

communicate with students in a respectful and non-
judgmental manner, and must avoid using language or
tone that may be perceived as disrespectful or
confrontational.

 Feedback and support: Staff members must provide

students with regular feedback and support to help them
achieve their academic and personal goals, and must be
prepared to offer additional assistance or resources as
needed.

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CHAPTER 24
SCHOOL RULES AND POLICIES ON STAFF ENGAGEMENT WITH
GOVERNMENT AND HER AGENTS

 Compliance: Staff members must comply with all

applicable laws, regulations, and policies when engaging
with government and its agents, including those related to
ethics, lobbying, and public disclosure.

 Transparency: Staff members must provide accurate and

truthful information to government and its agents when
requested, and must disclose any conflicts of interest or
potential conflicts of interest that may arise.

 Communication: Staff members must communicate

effectively and professionally with government and its
agents, using language and tone that is respectful and
courteous.

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 Accountability: Staff members must take responsibility for

their actions and decisions when engaging with
government and its agents, and must be prepared to
accept feedback and criticism in a professional and
constructive manner.

 Authorization: Staff members must obtain appropriate

authorization from school leadership before engaging with
government and its agents on behalf of the school or in
their official capacity as school staff.

 Advocacy: Staff members may advocate for policies or

positions that are consistent with the school's mission and
values, but must do so in a manner that is respectful and
professional.

 Lobbying: Staff members may engage in lobbying activities

in accordance with applicable laws and regulations, but
must do so in a manner that is transparent and ethical.

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 Political activity: Staff members may engage in political

activity outside of their official duties as school staff, but
must do so in a manner that does not conflict with their
professional responsibilities or the school's mission and
values.

 Conflicts of interest: Staff members must avoid conflicts of

interest or the appearance of conflicts of interest when
engaging with government and its agents, and must
disclose any actual or potential conflicts of interest as
required by applicable laws and regulations.

 Training: Schools may provide training or professional

development opportunities for staff members to help
them develop and refine their skills and strategies for
engaging with government and its agents effectively.

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These policies are intended to help staff members engage with

government and its agents in a manner that is consistent with
the school's mission and values, while also fulfilling their
professional obligations and responsibilities. By following these
policies, staff members can help ensure that the school is able
to advocate for its interests and engage effectively with
government and its agents as needed.

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CHAPTER 25
SCHOOL RULES AND POLICIES ON STAFF ENGAGEMENT WITH
VENDORS
 Selection Process: Vendors must be selected through a
transparent and competitive process that ensures the best
value for the school. Staff members must follow
established procurement policies and procedures when
engaging with vendors.

 Confidentiality: Staff members must protect the

confidentiality of school information and must not disclose
confidential information to vendors without appropriate
authorization.

 Conflict of Interest: Staff members must avoid conflicts of

interest or the appearance of conflicts of interest when
engaging with vendors. They must disclose any actual or
potential conflicts of interest to their supervisors and
follow established procedures for addressing conflicts of
interest.
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 Fair Treatment: Staff members must treat all vendors

fairly and equitably, without discrimination on the basis of
race, gender, religion, or any other protected
characteristic.

 Professionalism: Staff members must maintain a

professional and respectful relationship with vendors,
using language and tone that is courteous and
constructive.

 Compliance: Staff members must ensure that vendors

comply with all applicable laws, regulations, and policies,
including those related to safety, health, and
environmental protection.

 Payment: Staff members must ensure that vendors are

paid in a timely and accurate manner, and must follow
established procedures for processing payments.

 Communication: Staff members must communicate

effectively and promptly with vendors, providing clear and
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accurate information about the school's needs and

requirements.

 Quality Control: Staff members must monitor vendor

performance to ensure that products and services meet
the school's standards and expectations. They must take
appropriate action if vendors fail to meet these standards.

 Review Process: Staff members must periodically review

vendor performance and evaluate their effectiveness in
meeting the school's needs. They must take appropriate
action if vendors fail to meet these standards.
These policies are intended to help staff members engage with
vendors in a manner that is consistent with the school's mission
and values, while also fulfilling their professional obligations
and responsibilities. By following these policies, staff members
can help ensure that the school receives high-quality products
and services at a fair price and in a timely manner.

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CHAPTER 26
SCHOOL RULES AND POLICIES ON STAFF USING SCHOOL
PROPERTIES
 Authorization: Staff members must obtain authorization
before using school properties, including equipment,
materials, and facilities.

 Care and Maintenance: Staff members must take care of

school properties and ensure that they are maintained in
good condition. They must report any damage or
malfunction promptly to the appropriate personnel.

 Safety: Staff members must ensure that school properties

are used safely and in accordance with all applicable laws,
regulations, and policies. They must take appropriate
safety precautions and use personal protective equipment
when necessary.

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 Security: Staff members must ensure that school

properties are secured when not in use and that
unauthorized persons do not have access to them.

 Prohibited Use: Staff members must not use school

properties for personal gain or benefit, or engage in any
activity that is illegal, unethical, or against school policies.

 Return of Properties: Staff members must return school

properties promptly when they are no longer needed or
when their authorized use has ended.

 Liability: Staff members are liable for any loss or damage

to school properties caused by their negligence or
intentional misconduct.

 Record-keeping: Staff members must maintain accurate

records of their use of school properties and ensure that
they are available for inspection by authorized personnel.

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 Penalties: Staff members who violate these policies may

be subject to disciplinary action, including termination of
employment and/or legal action.

These policies are intended to ensure that school properties are

used effectively and efficiently, while also protecting them from
damage or loss. By following these policies, staff members can
help ensure that the school's resources are used to support its
mission and goals.

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CHAPTER 27
SCHOOL RULES AND POLICIES ON STAFF DEATH

The following are sample school rules and policies on staff death:
 Notification: In the event of a staff member's death, the
school administration must be notified immediately.

 Communication: The school administration will

communicate the death to the staff, students, parents,
and other stakeholders as appropriate.

 Support: The school will provide support to the family of

the deceased staff member, including assistance with
funeral arrangements, grief counseling, and other forms of
support as needed.

 Memorialization: The school may memorialize the

deceased staff member in a variety of ways, such as by
dedicating a plaque or other memorial in their honor.

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 Bereavement Leave: The school may provide bereavement

leave to staff members who are directly affected by the
death of a colleague or family member.

 Continuity of Operations: The school administration will

take appropriate steps to ensure continuity of operations
in the wake of a staff member's death.

 Insurance: The school may provide life insurance or other

benefits to staff members to assist their families in the
event of their death.

 Confidentiality: The school will respect the privacy of the

deceased staff member's family and will not disclose any
sensitive information without their permission.

 Sympathy and Condolences: The school administration,

staff, and students are encouraged to express their

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sympathy and condolences to the family of the deceased

staff member.
 Memorial Service: The school may hold a memorial service
to honor the life and contributions of the deceased staff
member, in consultation with their family.

 Donations: The school may establish a fund or accept

donations in memory of the deceased staff member, with
the proceeds going to a cause or organization designated
by their family.

 Notification to Authorities: The school administration will

notify appropriate authorities, such as the police or
coroner, in the event of a staff member's death.

 Documentation: The school administration will maintain

appropriate documentation related to the death of a staff
member, including records of communication, support
provided, and any other relevant information.

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 Remembrance: The school may create a memorial, such as

a scholarship or award, in honor of the deceased staff
member, to perpetuate their memory and contributions to
the school.

 Counseling: The school may provide counseling services to

staff members, students, and others affected by the death
of a colleague or friend.

These policies demonstrate the school's commitment to

supporting its staff members and their families in the event of a
tragedy, while also maintaining continuity of operations and
honoring the memory of the deceased staff member.

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CHAPTER 28
SCHOOL RULES AND POLICIES ON STAFF WELFARE
The following are sample school rules and policies on staff
welfare:
 Compensation: The school will provide fair and
competitive compensation to staff members, based on
their qualifications, experience, and job responsibilities.

 Benefits: The school may provide benefits to staff

members, such as health insurance, retirement plans, and
other forms of support.

 Professional Development: The school may offer

opportunities for professional development and training to
staff members, to enhance their skills and knowledge.

 Safe and Healthy Workplace: The school will provide a safe

and healthy workplace environment for staff members,
free from hazards and other risks.

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 Work-Life Balance: The school will strive to provide a

reasonable work-life balance for staff members,
recognizing the importance of personal time and family
commitments.

 Grievance Procedures: The school will establish clear and

fair procedures for staff members to raise grievances and
resolve disputes.

 Harassment and Discrimination: The school will not

tolerate harassment or discrimination of any kind against
staff members, and will take appropriate action to address
such issues if they arise.

 Confidentiality: The school will respect the privacy and

confidentiality of staff members, and will not disclose any
sensitive information without their permission.

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 Feedback and Recognition: The school may solicit feedback

from staff members on their experiences and may
recognize and reward staff members for their
contributions to the school.

 Employee Assistance Programs: The school may offer

employee assistance programs to provide support and
counseling to staff members, addressing personal and
work-related issues.

 Staff Wellness: The school may provide wellness programs

or resources to promote physical, mental, and emotional
health among staff members, such as gym memberships,
mental health support, and stress management training.

 Leave Policies: The school will establish clear policies

regarding various types of leave, including sick leave,
personal leave, and family leave, and will ensure that staff

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members are aware of their entitlements and

responsibilities.

 Flexible Work Arrangements: The school may offer flexible

work arrangements, such as part-time work, job sharing,
or telecommuting, to accommodate staff members' needs
and preferences.

 Performance Management: The school will establish clear

performance expectations for staff members, and will
provide regular feedback and support to help them
achieve their goals.

 Workload Management: The school will strive to manage

staff members' workloads effectively, recognizing the
importance of balancing workload with available resources
and staff members' capacities.

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 Workforce Diversity: The school will actively promote

workforce diversity and inclusion, recognizing the value of
different perspectives and experiences, and will take steps
to eliminate any biases or barriers that may exist.

 Staff Engagement: The school will actively engage with

staff members, seeking their input and involvement in
decision- making, and recognizing their contributions to
the school community.

 Succession Planning: The school will establish clear

succession plans, identifying potential successors for key
roles, and providing opportunities for staff members to
develop the skills and experience necessary for future
advancement.

 Retention Strategies: The school will develop retention

strategies to ensure that staff members are motivated and
committed to the school's mission and goals, and are

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provided with opportunities for career growth and

development.

 Workforce Planning: The school will engage in strategic

workforce planning, identifying future staffing needs and
priorities, and taking steps to attract, retain, and develop
the talent necessary to achieve its goals.

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CHAPTER 29
SCHOOL RULES AND POLICIES ON STAFF PROMOTION AND
SALARY INCREMENT
 Performance-Based Promotions: Staff members may be
promoted to higher positions based on their performance
and achievements in their current role. The school will
establish clear criteria for promotion and will provide
regular feedback and support to help staff members
achieve their goals.

 Salary Reviews: The school will conduct regular salary

reviews to ensure that staff members are fairly
compensated for their work and to remain competitive
with other schools in the region. Salary increases will be
based on factors such as job performance, qualifications,
and years of experience.

 Clear Career Paths: The school will provide staff members

with clear career paths, outlining the steps required to

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move from one position to another within the school. This

will provide staff members with opportunities for career
growth and development.

 Professional Development: The school will invest in

professional development programs to help staff members
acquire new skills and knowledge, which will enhance their
job performance and increase their chances of promotion
and salary increase.

 Transparent Promotion Process: The school will establish a

transparent promotion process, ensuring that all staff
members are aware of the criteria for promotion and the
steps involved in the process. This will create a fair and
equitable system for all staff members.

 Inclusive Salary Structure: The school will establish an

inclusive salary structure that takes into account factors
such as qualifications, experience, and job performance,

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and does not discriminate based on gender, ethnicity, or

any other characteristic.

 Consistent Communication: The school will communicate

regularly with staff members about promotion and salary
increase opportunities, and will provide timely and
consistent feedback on their job performance.

 Regular Performance Reviews: The school will conduct

regular performance reviews for all staff members,
providing constructive feedback and support to help them
improve their job performance and increase their chances
of promotion and salary increase.

 Performance-Based Bonus: The school may provide

performance-based bonuses to staff members who
demonstrate exceptional job performance and contribute
significantly to the school's success.

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 Internal Vacancies: The school will prioritize internal

candidates for open positions and will provide
opportunities for staff members to apply for new roles
within the school. This will encourage staff members to
develop their skills and experience and increase their
chances of promotion and salary increase.

 Market-Based Salaries: The school will establish market-

based salaries for staff members, benchmarking against
similar schools in the region to ensure that salaries remain
competitive.

 Transparent Salary Structure: The school will establish a

transparent salary structure, clearly outlining how salaries
are determined, including any bonus or incentive schemes.

 Fair and Consistent Evaluation: The school will conduct fair

and consistent evaluations of staff members' job

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performance, ensuring that all staff members are evaluated

using the same criteria.

 Benefits: The school may offer benefits such as health

insurance, retirement plans, and paid time off to support
staff members' overall well-being and job satisfaction.

 Continuous Learning: The school will provide opportunities

for staff members to engage in continuous learning and
development, including training, workshops, and
conferences. This will ensure that staff members are up-to-
date with the latest industry trends and best practices.

 Recognition and Appreciation: The school will recognize

and appreciate staff members' contributions to the
school's success, creating a positive and supportive work
environment.

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 Grievance Procedure: The school will establish a grievance

procedure for staff members to raise any concerns or
complaints about their job performance evaluation,
promotion, or salary increase.

 Equal Opportunity: The school will provide equal

opportunities for staff members, regardless of their
gender, ethnicity, race, religion, or any other
characteristic.

 Work-Life Balance: The school will strive to maintain a

healthy work-life balance for staff members, ensuring that
they have time for their personal and family
responsibilities outside of work.

 Supportive Work Environment: The school will establish a

supportive work environment, providing staff members
with the necessary resources and support to succeed in
their roles. This will foster a positive and collaborative
culture among staff members.

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CHAPTER 30
SCHOOL RULES AND POLICIES ON STAFF USE OF TEXTBOOKS
 Textbook Selection: The school will ensure that all
textbooks used by staff members are selected according to
the school's curriculum and are up-to-date.

 Proper Use of Textbooks: Staff members must use

textbooks solely for the purpose of instruction in the
classroom and not for personal gain or for any other
purpose.

 Textbook Care: Staff members must take proper care of

textbooks and prevent damage or loss. Any damaged or
lost textbooks must be reported immediately to the
appropriate authority.

 Textbook Distribution: Textbooks must be distributed fairly

and equitably to all students, regardless of their socio-
economic background.

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 Textbook Replacement: Staff members must ensure that

damaged or lost textbooks are replaced in a timely and
appropriate manner.

 Textbook Usage Record: Staff members must keep

accurate records of the textbooks they use in the
classroom, including the number of textbooks used, the
dates used, and the number of students who used them.

 Textbook Return: At the end of each academic year, staff

members must ensure that all textbooks are collected and
returned to the school's library or store for proper storage
and maintenance.

 Prohibited Use of Textbooks: Staff members must not use

textbooks that contain any inappropriate or offensive
content that may be harmful to students.

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 Unauthorized Distribution: Staff members must not

distribute textbooks to students without proper
authorization from the school's administration.

 Textbook Disposal: Textbooks that are no longer in use or

outdated must be disposed of in an environmentally
friendly manner, in accordance with the school's waste
management policy.

 Textbook Accessibility: Staff members must ensure that all

students have equal access to textbooks regardless of their
physical abilities or learning difficulties.

 Textbook Availability: The school will ensure that there are

enough copies of textbooks available for all students and
staff members, and that they are easily accessible.

 Textbook Ownership: Textbooks are school property and

must not be taken by staff members when they leave the

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school. Staff members are not allowed to sell or give away

textbooks without the permission of the school
administration.

 Textbook Updating: Staff members must inform the school

administration if they notice any errors or outdated
information in textbooks, so that appropriate action can
be taken to update the textbooks.

 Textbook Evaluation: Staff members are encouraged to

evaluate the textbooks they use in the classroom and
provide feedback to the school administration to help
improve the quality of the textbooks.

 Textbook Usage Guidelines: Staff members must follow

the guidelines provided by the school administration on
the use of textbooks, including guidelines on storage,
borrowing, and replacement.

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 Textbook Budget: The school administration will allocate a

budget for the purchase and maintenance of textbooks,
and staff members must ensure that they use the budget
responsibly.

 Textbook Donation: Staff members are encouraged to

donate their own textbooks to the school library or store
to supplement the school's textbook resources.

 Textbook Management: The school administration will

appoint a staff member to manage the textbook resources,
including acquisition, distribution, and maintenance.

 Textbook Policy Review: The school administration will

periodically review the textbook policy to ensure that it is
up-to-date and effective in meeting the school's needs.

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CHAPTER 31
SCHOOL RULES AND POLICIES ON STAFF DISCIPLINE OF
STUDENTS

 Code of Conduct: Students are expected to follow the

school's code of conduct at all times, and any violation of
the code of conduct will result in disciplinary action.

 Disciplinary Procedures: The school will have a clear set of

procedures for handling disciplinary issues, including
investigation, notification, and resolution.

 Prohibited Behaviors: The school will clearly define the

behaviors that are prohibited, including bullying,
harassment, theft, vandalism, and cheating, among others.

 Reporting: All staff members are required to report any

disciplinary issues to the appropriate school authorities as
soon as they become aware of them.

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 Consistency: The school will apply disciplinary measures

consistently to all students, regardless of their background
or academic performance.

 Fairness: The school will ensure that students receive fair

and appropriate disciplinary measures that match the
severity of their offense.

 Non-Violent Discipline: The school will prioritize non-

violent disciplinary measures, such as detention,
suspension, or counseling, over physical punishment.

 Parental Involvement: The school will involve parents in

disciplinary measures and keep them informed of their
child's behavior and progress.

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 Restorative Justice: The school will implement restorative

justice practices that focus on repairing harm caused by
misbehavior and promoting positive behaviors.

 Record Keeping: The school will keep accurate and

detailed records of disciplinary incidents, including the
actions taken and outcomes, for future reference.

 Appeals: Students have the right to appeal disciplinary

decisions, and the school will have a clear process for
students to do so.

 Zero Tolerance: The school will have a zero-tolerance

policy for serious offenses, such as violence, drug use, or
possession of weapons, and will take appropriate legal
action when necessary.
 Positive Reinforcement: The school will also implement
positive reinforcement measures to encourage good
behavior, such as praise, rewards, and recognition.

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 Counseling: The school will provide counseling services to

students who have disciplinary issues, or who need
additional support to deal with personal or academic
challenges.

 Prevention Programs: The school will develop and

implement prevention programs that focus on promoting
positive behaviors, values, and attitudes, and that target
specific issues, such as drug abuse, bullying, or academic
dishonesty.

 Education: The school will educate students on the

importance of appropriate behavior, the consequences of
misconduct, and the impact of their actions on themselves
and others.

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 Peer Mediation: The school will establish peer mediation

programs that enable students to resolve conflicts with the
help of trained mediators.

 Community Involvement: The school will involve the

community in disciplinary matters, through partnerships
with local organizations, law enforcement, or other
relevant stakeholders.

 Restraint and Seclusion: The school will have a clear policy

on the use of restraint and seclusion in disciplinary
measures, in compliance with state and federal laws, and
will only use such measures as a last resort.

 Continuous Improvement: The school will continuously

review and evaluate its disciplinary policies and practices,
and make necessary adjustments to ensure their
effectiveness and alignment with the school's mission and
values.

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 Due Process: The school will ensure that all disciplinary

actions are taken in accordance with due process, which
includes giving students notice of the charges against
them, providing them with an opportunity to respond, and
allowing them to have a representative or advocate.

 Confidentiality: The school will maintain the confidentiality

of disciplinary proceedings and records, except as required
by law or with the student's or parent's consent.

 Record Keeping: The school will maintain accurate and

complete records of disciplinary actions, including the
nature of the offense, the disciplinary measures taken, and
any appeals or follow-up actions.

 Parental Involvement: The school will involve parents in

the disciplinary process, by notifying them of any
disciplinary action taken against their child, and by
providing them with

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an opportunity to participate in the process and to appeal

the decision.

 Non-Retaliation: The school will prohibit retaliation against

any student who files a complaint or participates in a
disciplinary proceeding, and will take appropriate
measures to prevent and address any such retaliation.

 Prohibition of Discrimination: The school will prohibit

discrimination in disciplinary matters, on the basis of race,
ethnicity, national origin, gender, sexual orientation, or
any other protected characteristic, and will take
appropriate measures to prevent and address any such
discrimination.

 Training: The school will provide training to staff, students,

and parents on the school's disciplinary policies and
procedures, and on the roles and responsibilities of each
stakeholder in the disciplinary process.

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 Communication: The school will communicate its

disciplinary policies and procedures to all stakeholders,
through the school's website, handbook, and other
relevant channels, and will ensure that they are easily
accessible and understandable.

 Conflict of Interest
a. Conflict of Interest: An explanation of the school's policies
regarding conflicts of interest, including guidelines for
employees who have financial or personal interests that
may conflict with their job duties or the interests of the
school.

b. Disclosure: A requirement for employees to disclose any

potential conflicts of interest to their supervisor or the
human resources department, and to take appropriate
steps to avoid any actual or perceived conflicts.

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CHAPTER 32
SCHOOL RULES AND POLICIES ON CONFLICT OF INTEREST
Definition: The school defines conflict of interest as any
situation in which an employee has a financial or personal
interest that conflicts with the interests of the school, or in
which an employee's actions or decisions may be influenced by
a personal or financial interest.

Guidelines: The school expects all employees to act in the

best interests of the school and to avoid any actual or perceived
conflicts of interest. To this end, the school has established the
following guidelines:

 Employees are prohibited from engaging in any outside

employment or business activity that would conflict with
their job duties or the interests of the school.
 Employees are prohibited from using their position or
authority at the school for personal gain or to benefit
friends or family members.

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 Employees are prohibited from accepting gifts, favors, or

other benefits from individuals or organizations that have
or seek to have business or other relationships with the
school.

 Employees are prohibited from participating in any

business transaction or relationship with the school,
except as authorized by the school's policies and
procedures.

 Disclosure: Employees are required to disclose any

potential conflicts of interest to their supervisor or the
human resources department, and to take appropriate
steps to avoid any actual or perceived conflicts. This
includes disclosing any financial interests, outside
employment or business activities, or personal
relationships that may create a conflict of interest.

 Review: The school will review all disclosures of potential

conflicts of interest, and will take appropriate action to
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address any actual or perceived conflicts. This may include

requiring an employee to recuse themselves from certain
decisions or activities, or to divest themselves of any
financial interests that create a conflict of interest.

 Training: The school will provide training to employees on

the school's policies and procedures regarding conflicts of
interest, and on how to identify and avoid potential
conflicts. Employees will be required to complete this
training on an annual basis.

 Non-Retaliation: The school prohibits retaliation against

any employee who discloses a potential conflict of
interest, and will take appropriate measures to prevent
and address any such retaliation.

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CHAPTER 33

SCHOOL POLICIES ON THEFT

SCHOOL POLICIES ON THEFT BY STUDENTS

 Theft is strictly prohibited on school grounds or during

school-sponsored activities.
 Any student found guilty of theft will face disciplinary
action, which may include suspension or expulsion from
school.
 Students are expected to report any theft incidents they
witness or become aware of immediately to the school
authorities.
 Students must not tamper with other students' personal
belongings or school property, and must return any found
items to the school authorities.
 Parents or guardians of students found guilty of theft will
be notified of the incident and may be required to
compensate the victim for any losses incurred.

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SANCTIONS FOR THEFT BY STUDENTS:

 First-time offenders will receive a verbal warning,

counseling, and a written warning in their school file.

 Second-time offenders will be suspended from school for a

period of time, and their parents or guardians will be
required to attend a conference with school authorities.

 Third-time offenders will face expulsion from the school

and will be reported to the relevant authorities for further
action.

SCHOOL POLICIES ON THEFT BY STAFF:

All school employees are expected to adhere to a strict code of

conduct that prohibits theft of any kind, including theft of
school property or personal belongings of students, parents, or
other staff members.

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Any staff member found guilty of theft will face disciplinary

action, which may include termination of employment, legal
action, or both.

Staff members are expected to report any theft incidents they

witness or become aware of immediately to the school
authorities.

Staff members must not tamper with school property or misuse

school resources for their personal gain.

SANCTIONS FOR THEFT BY STAFF:

First-time offenders will be subjected to a formal disciplinary

hearing, which may result in suspension without pay or
termination of employment, depending on the severity of the
offense.

Second-time offenders will face immediate termination of

employment, and legal action may be taken against them.

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In severe cases, legal action will be taken against the offender,

and they may be liable for any damages caused to the school or
its stakeholders.

The school will not tolerate any form of retaliation against

employees who report theft or other unethical behavior by
other employees.

The school will investigate any reported incidents of theft or

unethical behavior thoroughly and promptly, and take
appropriate disciplinary action if needed. Sanctions for Theft by
Staff:

First-time offenders will be subjected to a formal disciplinary

hearing, which may result in suspension without pay or
termination of employment, depending on the severity of the
offense.

Second-time offenders will face immediate termination of

employment, and legal action may be taken against them.

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In severe cases, legal action will be taken against the offender,

and they may be liable for any damages caused to the school or
its stakeholders.

The school will not tolerate any form of retaliation against

employees who report theft or other unethical behavior by
other employees.

The school will investigate any reported incidents of theft or

unethical behavior thoroughly and promptly, and take
appropriate disciplinary action if needed.

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CHAPTER 35

SCHOOL POLICIES ON RESIGNATION BY STAFF

Staff members are required to provide at least two weeks'

notice before resigning from their position, except in cases of
emergency or extenuating circumstances.

Staff members who fail to provide adequate notice may not be

eligible for re-employment or reference from the school.

Staff members must return all school property, including keys,

books, equipment, and materials, before their last day of work.

Staff members are responsible for completing all pending work

assignments and preparing for a smooth transition of their
duties before leaving.

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Staff members must settle any outstanding financial or

administrative obligations with the school before their last day
of work.

PROCEDURES AND CONDITIONS FOR RESIGNATION BY STAFF:

Staff members must submit a resignation letter to their
supervisor, stating the reason for their resignation and the
effective date of their last day of work.

The supervisor will notify the human resources department of

the staff member's resignation and initiate the necessary
paperwork for processing the resignation.

The human resources department will review the staff

member's contract, benefits, and other relevant documents to
ensure compliance with the school's policies and regulations.

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The staff member will be required to attend an exit interview

with the human resources department, during which they will
be asked to provide feedback on their work experience and
reasons for resigning.

The human resources department will process the staff

member's final paycheck, including any outstanding salary,
benefits, or reimbursements.

The staff member's employment record will be updated to

reflect their resignation, and their file will be archived according
to the school's retention policy.

Staff members who resign without adequate notice or fail to

fulfill their obligations may be subject to legal action, including
forfeiture of pay or damages.

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Staff members who resign while under investigation for

misconduct or unethical behavior may not be eligible for re-
employment or reference from the school.

Staff members who resign in good standing and maintain a

positive relationship with the school may be eligible for re-
employment or reference in the future, subject to availability of
positions and qualifications.

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CHAPTER 35

SCHOOL POLICIES ON CHILD'S SECURITY AND SAFETY

The school will ensure that all staff members undergo thorough
background checks before they are hired, and regularly update
their training on child safety and protection.

The school will maintain a safe and secure environment for all
children, with adequate supervision, proper facilities, and
equipment maintenance.

The school will enforce strict protocols for entry and exit from
the school premises, including visitor management,
surveillance, and emergency response systems.

The school will provide training for children on safety practices,

including fire drills, first aid, and stranger danger.

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The school will establish a clear reporting system for suspected

child abuse or neglect, and cooperate with relevant authorities
in investigating and prosecuting any such cases.

The school will establish and enforce clear security policies and
procedures, including staff training, facility design, access
control, and emergency response.

The school will maintain a safe and secure environment for all
children, with adequate lighting, fencing, and signage, and
regular security audits.

The school will use technology tools such as CCTV cameras,

alarms, and biometric scanners to enhance security and deter
criminal activity.

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The school will establish clear procedures for handling security

breaches, including lockdowns, evacuations, and
communications with parents and authorities.

The school will provide regular training and support for staff
and students on security awareness and emergency response,
including active shooter drills.

The school will provide a safe, nurturing, and supportive

environment for all children, with qualified staff, appropriate
curriculum, and adequate resources.

The school will ensure that all children receive equal

opportunities to learn and develop, regardless of their
background, culture, or abilities.

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The school will provide regular health and wellness services,

including medical checks, immunizations, and counseling, to
promote the physical and mental wellbeing of children.

The school will establish clear policies and procedures for

student discipline, including behavior expectations,
consequences, and support mechanisms.

The school will work closely with parents, guardians, and other
stakeholders to ensure that children's needs are met and their
rights are respected

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CHAPTER 36

SCHOOL POLICIES ON EXAMINATION, TEST AND HOME-WORK

The school will ensure that all examinations/tests are

conducted in a fair, unbiased, and consistent manner, with
strict adherence to the examination guidelines and regulations.

The school will provide students with adequate preparation

time and resources, including study materials, practice tests,
and exam reviews.

The school will establish clear procedures for test

administration, including security measures, timing, and format.

The school will enforce strict policies on academic integrity,

including plagiarism, cheating, and collusion, and impose
appropriate penalties for any violations.

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The school will provide timely and accurate feedback on

student performance, including test results, grading, and
progress reports, and offer support and guidance for
improvement.

The school will provide students with appropriate and

meaningful homework assignments that reinforce classroom
learning and promote independent thinking and self-discipline.

The school will establish clear guidelines for homework

expectations, including frequency, duration, and type of
assignments, and communicate them effectively to students,
parents, and staff.

The school will provide support and guidance for students who
require extra assistance with homework, including tutoring,
mentoring, and counseling.
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The school will enforce strict policies on plagiarism, cheating,

and copying, and impose appropriate penalties for any
violations.

The school will provide regular opportunities for feedback and

assessment on homework assignments, including grading,
feedback, and progress reports, and offer support and guidance
for improvement.

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CHAPTER 37

SCHOOL POLICIES ON SUSPENSION OF STAFF AND STUDENTS

The school may suspend a staff member if there is reasonable

cause to believe that the staff member has engaged in
misconduct or has breached school policies.

The school will provide the staff member with a written notice
of suspension, stating the reasons for the suspension and the
period of suspension.

The school will conduct an investigation into the alleged

misconduct, and the staff member will have the opportunity to
respond to the allegations.

The school will make a decision on the staff member's

employment status following the investigation, and the staff
member will be notified of the decision in writing.

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If the staff member is found to have engaged in misconduct,

the school may take disciplinary action, including termination of
employment.

The school may suspend a student if there is reasonable cause

to believe that the student has engaged in misconduct or has
breached school policies.

The school will provide the student with a written notice of

suspension, stating the reasons for the suspension and the
period of suspension.

The school will conduct an investigation into the alleged

misconduct, and the student will have the opportunity to
respond to the allegations.

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The school will make a decision on the student's enrollment

status following the investigation, and the student and their
parents/guardians will be notified of the decision in writing.

If the student is found to have engaged in serious misconduct

or has repeatedly breached school policies, the school may
consider expulsion, following due process and taking into
account the best interests of the student and the school
community.

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CHAPTER 38

SCHOOL POLICIES ON TERMINATION OF APPOINTMENT OF

STAFF:

The school may terminate the appointment of a staff member

for cause, including misconduct, incompetence, or a breach of
school policies.

The school will provide the staff member with a written notice
of termination, stating the reasons for the termination and the
effective date.

The school will follow due process and conduct a fair and
impartial investigation into the alleged cause for termination,
giving the staff member an opportunity to respond and provide
evidence.

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The school will make a decision on the staff member's

employment status following the investigation, and the staff
member will be notified of the decision in writing.

The school will comply with applicable laws and regulations,

including labor laws and collective bargaining agreements, in
terminating the employment of staff members.

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CHAPTER 39

SCHOOL POLICIES ON LETTER OF APPOINTMENT

The school will issue a letter of appointment to each newly

hired staff member, outlining the terms and conditions of
employment, including the job title, duties and responsibilities,
salary, benefits, and working hours.

The letter of appointment will also specify the start date and
duration of the contract, and any probationary period or
renewal conditions.

The school will ensure that the letter of appointment complies

with applicable laws and regulations, including labor laws and
collective bargaining agreements.

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The staff member must read and sign the letter of

appointment, acknowledging their acceptance of the terms and
conditions of employment.

The school will maintain a copy of the signed letter of

appointment in the staff member's personnel file, and provide a
copy to the staff member for their records.

Any changes to the terms and conditions of employment must

be communicated in writing and agreed upon by both parties,
and may require a new or amended letter of appointment.

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CHAPTER 40

SCHOOL POLICIES ON OFFER

The school will issue an offer letter to each selected candidate

for a staff position, outlining the terms and conditions of
employment, including the job title, duties and responsibilities,
salary, benefits, and working hours.

The offer letter will specify the start date and duration of the
contract, and any probationary period or renewal conditions.

The school will ensure that the offer letter complies with
applicable laws and regulations, including labor laws and
collective bargaining agreements.

The candidate must read and sign the offer letter,

acknowledging their acceptance of the terms and conditions of
employment.

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The school will maintain a copy of the signed offer letter in the
candidate's personnel file, and provide a copy to the candidate
for their records.

Any changes to the terms and conditions of employment must

be communicated in writing and agreed upon by both parties,
and may require a new or amended offer letter.

The offer letter must be clear and concise, and should contain
information about the responsibilities, expectations, and
requirements of the job.

It should also provide information about the school's policies on

leave, benefits, and working conditions.

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CHAPTER 41

SCHOOL POLICIES ON JOB DESCRIPTION

The school will create and maintain written job descriptions for
all staff positions, outlining the duties, responsibilities,
qualifications, and requirements of each position.

The job descriptions will be reviewed and updated periodically

to ensure they are accurate and reflect changes in the position
or the school's needs.

The job descriptions will be used in the recruitment and

selection process to provide candidates with information about
the job and the qualifications required.

The job descriptions will be used in performance evaluations to

assess the staff member's performance against the job
requirements and expectations.

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The job descriptions will be used in determining compensation

and benefits, as well as in identifying opportunities for training
and development.

The school will ensure that the job descriptions comply with
applicable laws and regulations, including labor laws and
collective bargaining agreements.

The job descriptions will be made available to staff members,

supervisors, and other relevant parties, and will be used as a
basis for setting performance goals, providing feedback, and
managing performance.

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CHAPTER 42

SCHOOL POLICIES ON BIO DATA FORM

The school will require all staff members to complete a bio data
form at the time of hire, and to update the form periodically or
as needed.

The bio data form will include basic personal information about
the staff member, including their name, address, contact
information, and emergency contact information.

The bio data form will also include information about the staff
member's educational background, employment history, and
professional qualifications, as well as any relevant certifications
or licenses.

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The bio data form may also include questions related to the
staff member's health, such as any allergies or medical
conditions that may require special accommodations.

The school will maintain the confidentiality of the information

provided on the bio data form, and will use it only for legitimate
employment-related purposes.

The school will ensure that the bio data form complies with
applicable laws and regulations, including data privacy and
protection laws.

The bio data form will be used to verify the staff member's
identity and qualifications, and to provide information for
payroll and benefits administration, as well as for emergency
and safety purposes.

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CHAPTER 43

SCHOOL POLICIES ON DISCLOSURE AGREEMENT

The school may require staff members to sign a disclosure

agreement as a condition of employment or as part of their
employment contract, depending on the nature of their job
responsibilities and the sensitivity of the information they may
have access to.

The disclosure agreement will outline the types of confidential

or proprietary information that the staff member may have
access to, including but not limited to student records, financial
information, personnel records, and intellectual property.

The disclosure agreement will require the staff member to keep

such information confidential and to use it only for legitimate
employment-related purposes.

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The disclosure agreement may also include provisions regarding

the return or destruction of confidential information upon
termination of employment or as otherwise directed by the
school.

The disclosure agreement will be binding and enforceable

during and after the staff member's employment with the
school.

The school will ensure that the disclosure agreement complies

with applicable laws and regulations, including data privacy and
protection laws, and that it does not infringe upon the staff
member's legal rights or freedoms.

The school will take appropriate measures to protect and

safeguard confidential or proprietary information, and will
provide training and guidance to staff members on their
obligations and responsibilities under the disclosure agreement.
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The school may require staff members to sign a non-disclosure

agreement as a condition of employment or as part of their
employment contract, depending on the nature of their job
responsibilities and the sensitive information they may have
access to.

The non-disclosure agreement will outline the types of

confidential or proprietary information that the staff member
may have access to, including but not limited to student
records, financial information, personnel records, and
intellectual property.

The non-disclosure agreement will prohibit the staff member

from disclosing such information to anyone outside of the
school, except as required by law or with the school's express
written consent.

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The non-disclosure agreement may also include provisions

regarding the return or destruction of confidential information
upon termination of employment or as otherwise directed by
the school.

The non-disclosure agreement will be binding and enforceable

during and after the staff member's employment with the
school.

The school will ensure that the non-disclosure agreement

complies with applicable laws and regulations, including data
privacy and protection laws, and that it does not infringe upon
the staff member's legal rights or freedoms.

The school will take appropriate measures to protect and

safeguard confidential or proprietary information, and will
provide training and guidance to staff members on their

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obligations and responsibilities under the non-disclosure

agreement.

CHAPTER 44

SCHOOL POLICIES ON NON-COMPETE AGREEMENT

The school may require staff members to sign a non-compete

agreement as a condition of employment or as part of their
employment contract, depending on the nature of their job
responsibilities and the potential for competition or conflicts of
interest.

The non-compete agreement will prohibit the staff member

from working for a competitor of the school or engaging in
similar work or activities that may compete with the school for
a specified period of time after their employment ends.

The non-compete agreement may also include provisions

regarding the disclosure of confidential or proprietary

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information and the solicitation of school clients, customers, or

employees.

The non-compete agreement will be binding and enforceable

during the specified period of time and within the geographical
area specified in the agreement.

The school will ensure that the non-compete agreement

complies with applicable laws and regulations, including
employment and competition laws, and that it does not infringe
upon the staff member's legal rights or freedoms.

The school will provide a clear explanation of the non-compete

agreement to the staff member and will give them an
opportunity to review and seek legal advice before signing it.

The school will consider the reasonableness of the non-

compete agreement and the potential impact on the staff
member's
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future employment opportunities before requiring them to sign

it.

CHAPTER 45

SCHOOL POLICIES ON PAYROLL ENROLLMENT

All staff members of the school must enroll in the school's

payroll system to receive their salary and other employment
benefits.

The payroll enrollment process will be initiated by the school's

human resources department and will require staff members to
provide accurate and up-to-date personal and financial
information, including their name, address, social security
number, bank account information, tax withholding
preferences, and other relevant details.
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The school will ensure that all payroll information is kept

confidential and secure, and that it complies with applicable
data privacy and protection laws.

The school will establish clear policies and procedures for

managing payroll and will communicate them to all staff
members, including the frequency of pay, the methods of
payment, and any relevant deductions or taxes.

The school will ensure that all staff members are paid in a
timely and accurate manner, and that any payroll errors or
discrepancies are promptly addressed and corrected.

The school will provide staff members with regular pay stubs or
other documentation that details their pay and any relevant
deductions or taxes. The school will also establish clear policies
and procedures for managing payroll changes, such as changes
in salary or benefits, and will communicate them to staff
members in a timely and transparent manner.

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CHAPTER 46

SCHOOL POLICIES ON GUARANTORS FORM

The school may require students or their parents/guardians to

provide a guarantor as a condition of enrollment, especially in
cases where the student is receiving financial aid or is not a
legal adult.

The guarantor forum will consist of a group of individuals who

agree to provide financial or other support to the student in
case of default or other financial obligation to the school.

The school will communicate the role and responsibilities of

the guarantor forum to all relevant parties, including the
student, their parents/guardians, and the guarantors
themselves.

The school will ensure that all guarantors are aware of their
obligations and liabilities and that they are willing and able to
fulfill them.
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The school will provide regular updates and communication to

the guarantor forum regarding the student's academic and
financial progress and any relevant information that may affect
their obligations.

The school will establish clear policies and procedures for

managing guarantor obligations and will communicate them to
all relevant parties in a timely and transparent manner.

The school will work closely with the guarantor forum to

address any issues or concerns that may arise and to ensure
that the student is able to complete their education without
undue financial burden.

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CHAPTER 47

SCHOOL POLICIES ON STAFF INDUCTION CHECKLIST

The school will provide a staff induction checklist to all new

employees as part of their onboarding process.

The staff induction checklist will outline the key activities and
training that the new employee must complete during their
initial weeks or months of employment, including orientation,
training, and other relevant activities.

The school will assign a designated person or team to oversee

the staff induction process and to ensure that all activities on
the checklist are completed in a timely and effective manner.

The staff induction checklist will be tailored to the specific

needs and requirements of the new employee's job role, and
will be
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regularly reviewed and updated to reflect any changes or new

initiatives.

The staff induction checklist will include key policies and

procedures that the new employee must be familiar with, such
as health and safety, code of conduct, and data privacy policies.

The school will ensure that all new employees receive

appropriate training and guidance on the use of relevant
systems, tools, and technologies that are required for their job
role.

The school will monitor the progress of the new employee

during the induction period and provide regular feedback and
support to help them integrate into their new role and become
productive members of the school community.

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CHAPTER 48

SCHOOL POLICIES ON STAFF PROBATIONARY PERIOD

The school may require a probationary period for new staff

members, typically lasting between three to six months.

The probationary period is designed to provide an opportunity

for the school to assess the new employee's suitability for the
job role and to ensure that they meet the required
performance standards and expectations.

The school will establish clear policies and procedures for

managing the probationary period and will communicate them
to all relevant parties, including the new employee and their
supervisor.

During the probationary period, the new employee will be

provided with regular feedback and support to help them

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develop their skills and meet the required performance

standards.

The school will evaluate the new employee's performance at

regular intervals during the probationary period and will
provide formal feedback at the end of the period.

If the new employee meets the required performance

standards and expectations, their employment will be
confirmed, and they will be considered a permanent member
of staff.

If the new employee does not meet the required performance

standards or expectations, the school may extend the
probationary period or terminate their employment, depending
on the circumstances and in accordance with applicable laws
and regulations.
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The school will ensure that all decisions related to the

probationary period are fair and transparent, and that the new
employee is provided with appropriate support and guidance
throughout the process.

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CHAPTER 49

SCHOOL POLICIES ON EMPLOYEES WELCOME PACK CHECKLIST

The school will provide an employee welcome pack checklist to

all new employees as part of their onboarding process.

The employee welcome pack checklist will outline the key

items that the new employee will receive as part of their
induction, including relevant policies, procedures, and other
important information.

The school will assign a designated person or team to oversee

the preparation and distribution of the employee welcome
pack, and to ensure that all items on the checklist are provided
in a timely and effective manner.

The employee welcome pack checklist will include key policies

and procedures that the new employee must be familiar with,

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such as health and safety, code of conduct, and data privacy

policies.

The employee welcome pack will also include information

about the school's culture, values, and mission, as well as any
relevant history or background information.

The employee welcome pack may also include information

about employee benefits and entitlements, such as leave
entitlements, pension plans, and health insurance.

The school will regularly review and update the employee

welcome pack checklist to ensure that it remains relevant and
up-to-date.

The school will ensure that all new employees receive their
welcome pack in a timely manner

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CHAPTER 50
SCHOOL POLICIES ON PTA (Parent-Teacher Association)
PTA serve as guidelines for the effective management of the
association's activities and operations. Below are
comprehensive policies for PTA:

Purpose and Goals of PTA

The purpose of the PTA is to promote the welfare of the
students and the school, and to bring into closer relationship
the home and the school. The goals of the PTA include but are
not limited to:

 Encouraging parent and community involvement in the

school
 Supporting educational programs and activities
 Providing a forum for communication between parents,
teachers, and school administrators
 Fundraising to support school programs and activities

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Membership
All parents or legal guardians of students attending the
school are eligible for membership in the PTA. Membership is
also open to school staff and community members.
Membership dues will be collected annually and the amount
will be set by the PTA Executive Board.

Meetings
PTA meetings will be held regularly, with a minimum of four
meetings per school year. The schedule of meetings will be
determined by the PTA Executive Board and communicated to
members in advance. Meetings may be held in-person or
virtually, as determined by the Executive Board. A quorum of
10% of the current membership is required to conduct business
at a meeting.

Executive Board
The PTA Executive Board will consist of elected officers and
committee chairs. The officers will include a President, Vice

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President, Secretary, and Treasurer. Elections will be held

annually, and officers will serve a one-year term. The Executive
Board will meet regularly to plan and coordinate PTA activities
and programs.

Committees
The PTA may establish committees as needed to support its
goals and objectives. Committee chairs will be appointed by the
President with the approval of the Executive Board.
Committees may include, but are not limited to, fundraising,
membership, hospitality, and communications.

Fundraising
The PTA may engage in fundraising activities to support
school programs and activities. Fundraising activities will be
planned and executed in accordance with school district
policies and regulations. The PTA will maintain accurate
financial records and provide regular financial reports to the
membership.
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Collaboration with School Administration

The PTA will collaborate with the school administration to
support the school's goals and objectives. The PTA will not
interfere with the day-to-day operations of the school, and will
respect the authority of school administrators.

Amendments
These policies may be amended by a two-thirds vote of the
membership present at a meeting where a quorum is present,
provided that the proposed amendment has been submitted in
writing to the membership at least two weeks prior to the
meeting.

Dissolution
In the event that the PTA is dissolved, any remaining funds
shall be distributed for the benefit of the school, as determined
by the Executive Board.

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These policies will serve as a guide for the effective

management of the PTA, ensuring that its activities and
operations align with the school's goals and objectives.

Code of Conduct
Members of the PTA are expected to conduct themselves in a
respectful and professional manner when engaging with other
members, school staff, and students. Discrimination,
harassment, or any other form of inappropriate behavior will
not be tolerated. Violations of the code of conduct may result
in disciplinary action, up to and including removal from the PTA.

Confidentiality
PTA members may have access to sensitive or confidential
information, including student records and financial
information. It is the responsibility of all members to maintain
the confidentiality of this information and to use it only for the
purpose of carrying out the PTA's activities and programs.

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Communication
The PTA will communicate regularly with its members
through newsletters, email, social media, and other means as
deemed appropriate by the Executive Board. Members are
encouraged to provide feedback and suggestions to the PTA
leadership, and to actively participate in PTA activities and
programs.

Parent Involvement
The PTA encourages all parents to become involved in their
child's education and the activities of the PTA. Parents are
encouraged to attend PTA meetings, volunteer for PTA
committees and events, and provide feedback and suggestions
to the PTA leadership.

Relationships with Other Organizations

The PTA may establish relationships with other organizations
or groups that support its goals and objectives. Any such

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relationship must be approved by the Executive Board and will

be subject to review on an annual basis.

Conflict of Interest
PTA members must disclose any potential conflicts of
interest, including financial or personal relationships with
vendors, contractors, or other organizations that may be
involved in PTA activities or programs. Such conflicts must be
managed appropriately, and members with conflicts of interest
may be required to recuse themselves from participating in
relevant discussions or decision-making processes.

These policies provide a framework for the effective

management and operation of the PTA, and serve as a guide for
the conduct of its members. The PTA is a vital component of
the school community, and its success depends on the
engagement and involvement of all its members.

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Elections
Elections for PTA officers will be held annually in accordance
with the PTA's bylaws. Nominations will be accepted from the
membership, and candidates will be given an opportunity to
present their qualifications and platforms to the membership
prior to the election.

Bylaws
The PTA will maintain a set of bylaws that define the
organization's structure, purpose, and operating procedures.
Bylaws may be amended by a two-thirds vote of the
membership present at a meeting where a quorum is present,
provided that the proposed amendment has been submitted in
writing to the membership at least two weeks prior to the
meeting.

Budget and Financial Management

The PTA will maintain a budget that reflects its fundraising
goals and priorities. The budget will be reviewed and approved
by the Executive Board annually, and financial reports will be
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provided to the membership at each meeting. All expenditures

will be made in accordance with the PTA's financial policies and
procedures, and all financial records will be maintained in
accordance with applicable laws and regulations.

Participation in School Governance

The PTA may participate in the school's governance process
by providing input and feedback to the school's leadership on
issues related to education, policies, and programs. The PTA will
not interfere with the decision-making authority of the school
administration or the school board.

Recognition and Appreciation

The PTA will recognize and appreciate the contributions of its
members, volunteers, and donors. The PTA may establish
awards or recognition programs as deemed appropriate by the
Executive Board, and may publicly acknowledge the
contributions of its members through newsletters, social media,
or other means.

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In summary, these policies provide guidance for the operation

of the PTA, including membership, meetings, elections, financial
management, and collaboration with school administration.
The PTA serves as an important partner in the education of our
children, and its success is critical to the success of our school
community.

Fundraising
The PTA may engage in fundraising activities to support its
programs and activities. Fundraising activities must be
conducted in accordance with the PTA's financial policies and
procedures and all applicable laws and regulations. The PTA
should strive to ensure that fundraising activities are equitable,
respectful, and do not put undue pressure on families or the
broader community.

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Membership Dues
The PTA may collect membership dues from its members to
support its programs and activities. The amount of dues will be
determined by the Executive Board and approved by the
membership. The PTA should strive to keep membership dues
affordable and accessible to all families.

Volunteer Management
The PTA relies on the volunteer efforts of its members to
carry out its programs and activities. The PTA will maintain a
system for recruiting, organizing, and recognizing volunteers,
and will strive to ensure that volunteer opportunities are
equitable and accessible to all members.

Partnerships with Businesses and Organizations

The PTA may establish partnerships with businesses and
organizations that support its goals and objectives. Any such
partnership must be approved by the Executive Board and will
be subject to review on an annual basis. Partnerships should be

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mutually beneficial and should not compromise the PTA's

independence or integrity.

Meeting Minutes
Minutes of all PTA meetings will be recorded and maintained
in accordance with the PTA's bylaws. Meeting minutes should
accurately reflect the discussions, decisions, and actions taken
at the meeting and should be made available to all members
upon request.

Grievance Procedures
The PTA will maintain a system for addressing grievances and
complaints from its members. Grievances should be addressed
promptly, fairly, and in accordance with the PTA's bylaws and
policies.

In conclusion, the PTA policies serve as a framework for the

effective operation of the PTA, and are intended to promote
transparency, accountability, and collaboration among its

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members. By adhering to these policies, the PTA can continue

to serve as an important partner in the education of our
children and the success of our school community.

Confidentiality and Privacy

The PTA recognizes the importance of confidentiality and
privacy in its operations. All PTA members, officers, and
volunteers are expected to maintain the confidentiality of
sensitive information related to the PTA's operations, including
financial records, membership lists, and other proprietary
information.

Conflict of Interest
The PTA expects its officers and volunteers to act in the best
interests of the organization, and to avoid any conflicts of
interest that may arise in the course of their activities. Officers
and volunteers must disclose any potential conflicts of interest,
and refrain from participating in any decisions or actions that
could be perceived as benefiting them personally.

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Code of Conduct
The PTA expects all of its members, officers, and volunteers
to adhere to a code of conduct that reflects the organization's
values and principles. The code of conduct should address
issues such as respect for diversity, tolerance, civility, and
ethical behavior.

Non-Discrimination and Equal Opportunity

The PTA is committed to providing a welcoming and inclusive
environment for all members, volunteers, and participants. The
organization will not discriminate on the basis of race, color,
religion, sex, national origin, age, disability, or any other legally
protected status. The PTA will strive to provide equal
opportunities for all members to participate in its programs and
activities.

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Communication and Outreach

The PTA recognizes the importance of effective
communication and outreach in promoting its mission and
goals. The PTA will maintain regular communication with its
members, the school administration, and the broader
community through newsletters, social media, and other
means. The PTA will also seek to engage with parents and
families who are not currently members of the organization.

Evaluation and Continuous Improvement

The PTA will regularly evaluate its programs and activities to
ensure that they are meeting the needs of its members and the
broader community. The PTA will seek feedback from its
members, volunteers, and participants, and will use that
feedback to continuously improve its operations and activities.

In summary, these policies provide additional guidance for the

operation of the PTA, including confidentiality, conflict of
interest, code of conduct, non-discrimination and equal

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opportunity, communication and outreach, and evaluation and

continuous improvement. By adhering to these policies, the
PTA can foster a culture of transparency, accountability, and
inclusiveness, and continue to serve as an effective partner in
the education of our children and the success of our school
community.

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CHAPTER 51
PTA MEETING AGENDA

Here's an example of a PTA meeting agenda:

Welcome and Introductions

 Introduce the PTA President or Vice President who will be
leading the meeting
 Ask attendees to introduce themselves and indicate if they
are new to the PTA

Approval of Previous Meeting Minutes

 Ask for a motion to approve the minutes from the previous
meeting
 Ask for a second
 Take a vote to approve the minutes

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Treasurer's Report

 Ask the Treasurer to present the current financial status of

the PTA, including income and expenses since the last
meeting
 Ask for a motion to approve the Treasurer's report
 Ask for a second
 Take a vote to approve the report

Committee Reports
 Ask each Committee Chair to give a brief report on their
committee's activities since the last meeting
 Allow time for questions or discussion about each report

Old Business

 Discuss any unfinished business from the previous meeting

 Take action if necessary

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New Business
 Discuss any new business that has arisen since the last
meeting
 Take action if necessary

Guest Speaker or Presentation

 Invite a guest speaker or presenter to speak on a topic of
interest to the PTA
 Allow time for questions or discussion after the
presentation

Announcements
 Share any upcoming events or news related to the PTA
or the school

Adjournment
 Ask for a motion to adjourn the meeting

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 Ask for a second

 Take a vote to adjourn the meeting

Remember to allocate enough time for each agenda item, and

to follow parliamentary procedure when making motions and
taking votes. This will help ensure that the meeting runs
smoothly and that everyone has a chance to participate.

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CHAPTER 52
PTA EXECUTIVES

The PTA executives are the elected leaders of the Parent-

Teacher Association. They are responsible for overseeing the
operations and activities of the PTA and ensuring that its goals
and objectives are met. The specific roles and responsibilities of
PTA executives may vary depending on the organization's
structure and bylaws, but here are some common positions and
their duties:

President:
The President is responsible for leading the PTA and serving as
its primary spokesperson. They preside over meetings,
coordinate the work of the other officers and committees, and
act as a liaison between the PTA and the school administration.

Vice President: The Vice President supports the President in

their duties and assumes their role in their absence. They may

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also have specific responsibilities, such as overseeing a particular

committee or program.

Secretary: The Secretary is responsible for maintaining

accurate records of PTA meetings and activities. They take
minutes of meetings, maintain the PTA's official records, and
handle any correspondence or communications as directed by
the President.

Treasurer: The Treasurer is responsible for managing the

PTA's finances. They keep accurate financial records, prepare
budgets and financial reports, and ensure that all transactions
are properly recorded and documented.

Membership Chair: The Membership Chair is responsible for

promoting and managing PTA membership. They develop and
implement strategies to recruit new members, maintain
accurate membership records, and facilitate communication
with PTA members.

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Fundraising Chair: The Fundraising Chair is responsible for

overseeing the PTA's fundraising activities. They develop and
implement fundraising plans, coordinate fundraising events and
campaigns, and ensure that all funds raised are properly
accounted for and used in accordance with PTA policies.

Program Chair: The Program Chair is responsible for

coordinating and overseeing the PTA's programs and activities.
They work with other PTA members and committees to develop
and implement programs that support the PTA's goals and
objectives.

Health and Safety Chair: The Health and Safety Chair is

responsible for promoting health and safety initiatives within
the school community. They may work with the school
administration and other organizations to develop policies and
programs that promote physical and emotional well-being, as
well as safety measures and emergency preparedness plans.

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Diversity and Inclusion Chair: The Diversity and Inclusion

Chair is responsible for promoting diversity, equity, and
inclusion within the school community. They may work with the
school administration and other organizations to develop
policies and programs that promote cultural awareness,
inclusivity, and respect for all individuals.

Advocacy Chair: The Advocacy Chair is responsible for

advocating on behalf of children and families in the school
community. They may work with local and state officials, as well
as other organizations, to advocate for policies and legislation
that support education and child welfare.

Volunteer Coordinator: The Volunteer Coordinator is

responsible for recruiting and coordinating volunteers for PTA
events and activities. They work with other PTA members and
committees to identify volunteer needs and recruit volunteers,
and they may also manage volunteer training and scheduling.

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Reflections Chair: The Reflections Chair is responsible for

coordinating the PTA's Reflections Program, which is a national
arts recognition and achievement program for students. They
work with the school administration and other organizations to
promote the program, collect and judge entries, and coordinate
recognition and awards for participants.

These are just a few more examples of PTA executive positions

and their duties. Depending on the needs and priorities of the
school community, there may be additional or different
positions within the PTA. The key is for each executive to work
collaboratively with the others and with the broader PTA
membership to achieve the organization's goals and support
the needs of the school community.
Ultimately, the PTA executives work together as a team to
ensure that the PTA operates effectively and achieves its
mission of supporting the education and well-being of children
and families in the school community.

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CHAPTER 53
PTA RULES AND BYE LAWS

The rules and bylaws of a Parent-Teacher Association (PTA)

govern the organization's operations and activities. These rules
and bylaws are typically adopted by the PTA membership and
may be amended or revised as needed.
Here are some common rules and bylaws for a PTA:

Membership: The rules and bylaws should outline the

requirements for PTA membership, including eligibility criteria
and membership fees.

Officers: The rules and bylaws should establish the roles and
responsibilities of the PTA officers, including the President, Vice
President, Secretary, and Treasurer.

Meetings: The rules and bylaws should establish the

procedures for conducting PTA meetings, including quorum

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requirements, voting procedures, and the frequency of

meetings.

Committees: The rules and bylaws should establish the

procedures for creating and managing PTA committees,
including their roles and responsibilities and the process for
appointing committee members.

Finances: The rules and bylaws should establish procedures

for managing the PTA's finances, including the budgeting
process, the authorization of expenditures, and the handling of
funds.

Fundraising: The rules and bylaws should establish

procedures for conducting fundraising activities, including the
types of fundraising activities allowed and the distribution of
funds raised.

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Bylaw Amendments: The rules and bylaws should outline the

procedures for amending or revising the bylaws, including the
requirements for proposing and approving amendments.

Dissolution: The rules and bylaws should establish

procedures for dissolving the PTA, including the distribution of
assets and the disposition of remaining business.

It is important to note that rules and bylaws may vary

depending on the PTA's specific needs and priorities. These
documents should be developed collaboratively with the
broader PTA membership and should be regularly reviewed and
updated as needed to ensure they reflect the organization's
current goals and priorities.

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CHAPTER 54
PTA ROLES AND RESPONSIBILITY TO SCHOOLS

Parent-Teacher Associations (PTAs) play a vital role in

supporting schools and enhancing the educational experience
of students. Here are some of the primary roles and
responsibilities of PTAs to schools:

Advocacy: PTAs advocate for policies and legislation that

support education and child welfare at the local, state, and
national levels. They work to ensure that the needs of students
and families are represented in educational policy and decision-
making.

Fundraising: PTAs raise funds to support school programs

and activities that are not covered by the school's regular
budget. This may include supporting extracurricular activities,
providing classroom resources, and supporting field trips and
other educational opportunities.

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Volunteerism: PTAs recruit and coordinate volunteers to

support school activities and events. They work to engage
parents and other community members in the school
community, promoting a sense of collaboration and
involvement.

Communication: PTAs facilitate communication between

parents, teachers, and school administrators. They provide a
forum for parents and teachers to share ideas and concerns,
promoting collaboration and understanding.

Programs and Events: PTAs develop and support programs

and events that enhance the educational experience of
students. This may include sponsoring guest speakers,
organizing educational activities and workshops, and
supporting school- wide events such as book fairs and cultural
celebrations.
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Wellness and Health: PTAs promote health and wellness

initiatives within the school community. This may include
supporting physical education programs, promoting healthy
eating and lifestyle choices, and supporting mental health
resources and education.

Safety and Security: PTAs work to ensure that schools are

safe and secure for students, staff, and visitors. They may work
with school administrators and local authorities to develop and
implement emergency preparedness plans and safety
protocols.

Overall, PTAs serve as a critical link between the school

community and the broader community, promoting
collaboration and engagement in support of student success.
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THANK YOU!!!

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