SERVICE RULES FOR RBK GLOBAL SCHOOL STAFF Application of Rules

A. It will apply to all the employees i.e. Teaching and Non-Teaching Staff who are on the muster roll of the School.

B. Every employee shall be governed by the Code of Conduct prescribed by the Management and any violation of any provision of such Code of Conduct concerned employees shall be liable for disciplinary action.

Disciplinary action against the employee shall be taken in accordance with the provision of these Rules.

THE SCHOOL MANAGING TEAM (SMT) The school managing team guides management policies related to school’s philosophy, programme and approach.

It is an officially constituted body approved by the Management. The School Managing Committee consists of the following members.

Representative nominated by the Management. The Principal Coordinators of Primary and Secondary Sections.

ROLES AND RESPONSIBILITES OF THE SCHOOL CORE COMMITTEE

Supervises the activity of the school for its smooth functioning. Works in accordance with the specific directions given by the

Management regarding all school policy matters. Looks into the welfare of the staff of the school. Evolves both long-term and short-term programs for the

improvement of the school. Makes the appointment of teaching and non-teaching staff.

Exercises financial powers beyond those delegated to the Director

within the budgetary provisions of the school. Takes stock of the academic program in progress of the school

without jeopardizing the academic freedom. Guides to maintain Tone and Discipline in the School. Ensures that terms and conditions of service and other rules

governing recognition / affiliation of the school are strictly adhered to.

Ensures that the school gets furniture, science equipments, other teaching aids and Library books and requisite sports material in adequate quantity and on time.

Exercises powers to take disciplinary action against staff. Empowers, Heads of Primary and Secondary Schools for sanctioning

leave to the staff and teachers. Ensures that no financial irregularity is committed and any irregular

procedure with regards to admission / examination / promotion is adopted.

Guides and monitors all processes concerning affiliation / recognition.

Develops and provides code of conduct for students and staff. Commits to resolving issues related to school. Maintains accounts of the school, school records, service books of

teachers, and such other register as may be specified by the Board, with the help of Head Office staff.

Handles official correspondence relating to the school and furnish information required by the Authorities.

Ensures that the fees are realized and appropriately accounted for. Makes purchases required for the school in accordance with the

policies governing such purchases, enter all in stock registers and scrutinize the bills and make payments.

Arranges and conducts regular School Managing Committee meetings and sends the minutes of the meeting to the Management.

Represents concerns of whole school, when necessary, to the Management.

Sections of the School:

A. Primary:- Primary means the section from Std. I to IV. B. Secondary:- Secondary means the section from Std. V to X

Classification of Employees as per role

1. Teaching, Non-Teaching , Service 2. Full time, part / half time as per requirement or domain they are

attached to. 3. Visiting / Consultant/ Substitute category

Categories of Employees:

Permanent: means an employee whose employment has been confirmed by the school core committee and given in writing by the authorized on behalf of the school core committee.

Probationer: means an employee who is employed as probationer to fill up a vacancy but has not been confirmed in writing.

Temporary / Contractual: – means an employee who is appointed for a specified period purely on temporary basis

Part-time: means an employee who is employed on part –time basis.

5.3.1 Appointment

All appointments of all categories shall be made by SMT through a selection committee constituted by the school.

Recruitment policy has been worked out in detail.

All the employees including Teaching and Non-teaching Staff will be given Letter of Appointment. All the appointments except for temporary and part time ( as per categories) employees will be on probation for a period of 24 months and which may be extended/confirmed at the sole discretion of the SMT.

Selection Process:

Manpower Requisition Form with specification of the proposed candidate, sent by SMT.

Applications received. Presentation by the candidates to the interview panel through demo

class and interview Coordinator grades the member on various parameters. Selection round on a personal interview If selected, offer letter sent. Candidate to revert with confirmation On joining appointment letter is issued.

Recruitment/Filling of Vacancy and to Higher Grades

1. It is the right of the Management to decide the manpower requirement and the qualifications of Teaching and Non-Teaching staff and all other categories from time-to-time thereof.

2. Management is at discretion to decide whether vacancy is arisen and whether to fill such vacancy. There shall not be automatic replacement on cessation of employment of any employee for whatever reasons.

3. The Management may re-organize or distribute the work amongst the remaining employees.

4. Appointments of the Heads, Coordinators shall be the appointment by the Management at their sole discretion and not necessarily by promotion.

5. Staff seniority is also one of the criteria for promotions to higher grades.

5.3.2 Submission of Certificates:

Fitness certificate to be provided stating the fitness of the employee for the offered employment. The certificate to be attested by an authorized medical practitioner.

Academic certificates

Experience Certificate of previous employers

5.3.3 Probation

a. Except in case of a purely temporary vacancy or leave vacancy or for a specific post of temporary nature, every employee shall on initial appointment be on probation for a period of two years from the date of his/her joining the duties. The period of probation may be extended by the SMT by a further period of one year, based on the performance.

Services of an employee may be terminated during probation period or extended period of probation by the SMT by giving 1 months’ notice for staff (teaching / non-teaching), as the case may be.

b. If an employee desires to be relieved during the period of probation, it will be necessary for him/her to give one month's notice in writing or one months’ salary unless and otherwise the SMT permits relaxation under special circumstances.

5.3.4 Confirmation

If the work and conduct of an employee during the period of probation are found to be satisfactory by the SMT, he/she will become eligible for confirmation on the expiry of period of probation or the extended period of probation as the case may be.

The employee shall be informed of his confirmation in writing. If the confirmation is withheld due to any reason beyond probation,

the employee is not eligible for the increment.

5.3.5 Termination of Employment

Any Employee may be terminated from the services by the Management on the following grounds.

Closure of the School Abolition or Reduction of Post Reduction in Manpower Physical and Mental disability to carry out the normal duties. Closure of course studies Fall in number of Pupils resulting in reduction of establishment.

Reduction in number of class divisions due to reduction of number of

students and division Misappropriation of school funds / accounts / violation of other kind

o If any information or documents furnished are found to be incorrect or not genuine, employee will be liable to be terminated.

o On misconduct of Employee – Termination will be done after holding domestic enquiry and on the basis of report of the Enquiry Officer.

o On violation of code of conduct, termination will be done after holding domestic enquiry and on the basis of report of the Enquiry Officer.

o The full and final settlement will be made within 7 days from the date of termination letter after adjusting any amount due from the concerned employee.

Any other bona-fide reasons

5.3.6 Age of Retirement

CBSE Circular dated February 18, 2014 on Amendment/Addition in Affiliation Bye-Laws of the Board requirement states that every employee including the Head of the Institution shall retire from service on attaining the age of 60. However if the age of superannuation falls during the academic session, the concerned employee will retire at the end of the academic session.

5.3.7 Working Days and Working Hours

Working days and holidays will be as per “The RBK Global School” calendar.

The working hours/ days will be such as may be specified by the SMT. o Monday to Friday – 7.5 hours (Teaching Staff) and 8 hours for

non-teaching staff o Saturdays (1st/3rd/5th ) – 5 hours for Teaching and 6 hours for

non-teaching The working hours may be different for Teaching and Non-teaching

staff as may be specified by the school policy.

The working days will not be less than those specified in the rules in

force. Other employees as falling in the category of non-vacation staff,

including the administrative staff, library staff, counselor, lab in-charge, will attend school during the vacation according to office timings which suit the requirements of the school.

As and when required, an employee may be assigned any special duty even if it to be done beyond the working hours in the interests of the school.

An employee is also required to conduct and organize co-curricular programs and perform duties beyond normal working hours / or work profile.

5.3.8 Number of Teaching Periods

Maximum number of teaching periods for a full time teacher is 40 classes per week.

5.3.9 Maintenance of Records

School shall maintain proper records for all Teaching and Non-Teaching staff. School shall also maintain the Leave Records of all the staff through the HR Dept.

5.3.10 Attendance of Employees

a. Every employee is expected to reach the school punctually and use bio metric machine on arrival and also at the time of departure.

b. Late coming beyond 6.51 a.m. (Secondary section) and 10.41 a.m., (Primary section) more than three times in a month will invite a full day leave/salary as per norms.

c. An employee who has not punched at the attendance machine as mentioned above is liable to be considered as absent from duty for that date(s). Failure will lead to leave / Deduction from Salary.

d. If employee needs to go half day, has to be serve half out of the full working hours.

e. Time regularization form to be submitted, authorized by Section Head, if coming late or going early due to school work only.

f. Visiting faculty will have bio metrics to punch for attendance. They

will also sign a separate muster to mark their attendance.

1. Absence from the Place of Work

If any employee is found to be absent during the working hour without prior permission and proper reason, shall be liable to be absent without leave for the period of absence. Such employee shall also be liable to disciplinary action.

2. School Occasions

All the Teaching Staff shall remain present on the open day and other activities such as Sports, Annual Functions, Examination, etc. except under the exceptional circumstances wherein prior permission has been taken from the Principal.

It is compulsory for all the teaching and non-teaching staff to attend whenever assigned the outside duty, such as Picnic, Campaign, Seminars, Extra Curricular Activities, Competition, Sports, etc. and refusal to attend the same shall amount to misconduct of disobedience of the instruction and shall be liable for disciplinary action.

5.3.11 Contributory Provident Fund Pension Scheme:

o All employees including except those on visiting faculty /consultancy services/Substitutes will be required to become members of the Contributory Provident Fund Scheme as required under the employees' Provident fund and Miscellaneous Provisions Act

o 12% of the Basic +DA+Grade Pay will be deducted for employee's contribution, maximum upto Rs 1800/- per month.

o 13.61% of your Basic + D.A+ Grade Pay will be added to your P.F. account from the Employer, maximum up to Rs. 1800/- per month.

o Employees will be given a P.F. Account number so you can monitor your savings.

o Provisional and Temporary appointment / substitutes have no Provident Fund.

5.3.12 Representations to the School Management

Representation to the HR Head, or Director may be made directly or through Principal, by teachers or any other employees.

The Principal may submit her representation to the Director/Chairperson of the school.

5.3.13 Permission to Add Qualifications

Any staff desirous of upgrading their qualifications will have to inform the School Management prior to enrollment. Leave taken for appearing for examinations will be sanctioned as the discretion of the Management.

5.3.14 Application for another Post

If Staff wishes to apply for another post in the school, and has the relevant qualifications, previous experience and the ability to handle the new task, the Management could consider the same, in case there is an vacancy and replacement made for the existing position.

5.3.15 Private and other Tuitions

Teachers shall not undertake tuitions of RBK Students. . However fine arts teachers may impart art education only with prior permission in writing from the Principal/Director. Sports teachers too can take up special coaching sessions for individual children / groups with prior permission in writing from the Principal/Director.

Group tuitions in the school shall not be allowed. All Teachers have to submit an undertaking stating that they will not

take tuitions for students of their school.

5.3.16 Leave, Grant of Leave

As per School policy (Attached as Annexure)

5.3.17 Duties and Code of Conduct for Employees

As per the undertaking “Code of Professional Ethics” signed by all employees of the school (attached as Annexure)

5.3.18 Service Books

The Service records of teaching & non-teaching staff are maintained year wise in the Service Books. The Leave, Long leaves without salary, break in service, medical paid leave are recorded in the individual service book kept in the school.

5.3.19 Performance Appraisal Reports

Mid-year and year end appraisals are done for the following category of staff –

Principals Section Heads Coordinators Full time Teachers Visiting Faculty Non-teaching staff Service Staff

Procedure for Performance Appraisal: Teacher

Performance Appraisal for teachers is conducted to gain an annual insight of performance levels of the teaching staff. Insight: based on the parameters set by the Management.

Classroom Observations will be done to gain the insight of the teaching learning process and the level of subject competence.

Process for Classroom Observation:

Classroom session observation will be done for full period.

Observation will be done by Coordinators/Principal

Preferably the observation should be unplanned. However for new

staff members, it will be planned if they are not comfortable. Minimum two observations should be done by the Coordinator, one

in each term.

Final Appraisal Document:

The final compiled feedback will include feedback given by:

Teacher (Self-Disclosure Form ) Coordinator Principal

Appraisal Process

Coordinator to schedule and record the observations done with date and sign.

To keep the Principal/ Vice Principal in the loop if any feedback sent by mail to the teachers.

Coordinator to share the observation feedback immediately after the class observation.

Feedback on the defined parameters will be filled by the Coordinator in the Appraisal Form.

The first closure meeting takes place with the Coordinator where the performance is discussed with the employee.

This meeting is also an opportunity for the employee to clarify any doubts related to the performance feedback.

5.3.20 Disciplinary Procedure : Suspension and Reinstatement

Penalities (Minor and Major), Powers of Imposing Penalities and Procedure of Imposing Penalities etc.

1. The Management may suspend employee pending enquiry in the following cases:

o Any serious misconduct committed by an employee o Any criminal case against an employee which under

investigation or under trial

o An employee who has been detained in custody by

competent authority and custody in more than 48 hours o Any employee who is absent more than 30 days continuously

without prior sanction of leave 2. Subsistence Allowance:

Where an employee is suspended by the Management pending investigation or inquiry into complaints or charges of misconduct except in case of under the above mentioned clause (c), Management shall pay such employee subsistence allowance as follows:

a. At the rate of 50% of the salary (basic pay + D.A. ) for first ninety days of suspension and

b. At the rate of 75% of the salary (Basic + D.A.) for the remaining period of suspension if the delay in completion of proceedings against such employees is not directly attributable to the conduct of such employee.

3. Treatment of the Period of Suspension

When an employee under suspension is reinstated, the School may grant to him/her the following pay and allowances for the period of suspension:-

o If the employee is exonerated and not awarded any of the penalties, he shall be given full pay and allowances which he would have been entitled if he had not been suspended, less the subsistence allowance already paid to him, and

o If otherwise, such proportion of pay and allowances as the Management may prescribe.

5.3.21 Constitution of Disciplinary Committee

In case of Employee –

Chief Executive Officer authorized by the Management

One member from amongst the members of the Management to be nominated by the Management

One member to be nominated by the employee from amongst the employees

One member chosen by the CEO from the panel of teachers

In case of Head –

One member who shall be the President of the Management.

One member to be nominated by the Head from amongst the employees

One member chosen by the President from the panel of Head Masters

5.3.22 Procedure for Penalty

1. Classification of Penalties

The school managing committee may place an employee under disciplinary action for good and sufficient reason including the breach of one or more of the provisions of the Code of Conduct. The following penalties may be imposed upon the employee:

A. Minor Penalties: 1. Reprimand 2. Warning 3. Censure 4. With holding of increment of Pay- not exceeding one

year. 5. Recovery from Pay or such other amount as may be

due from him/her for the whole or part of any pecuniary loss caused to the school by negligence or breach of orders.

6. Suspension upto fifteen days. 7. Reduction or demotion in lower salary grade

B. Major Penalty: 1. Reduction in salary grade - back to basic pay in

salary. 2. Removal from Service.

2. Procedure for imposing penalty

If any employee commits misconduct or violates the code of conduct, the concerned employees shall be issued show cause notice which will give details of misconduct and concerned employees shall be given seven days time from the date of receipt of Show Cause Notice to submit the explanation.

In case the explanation is not found to be satisfactory and misconduct is not of serious nature then minor penalty as mentioned in the above para “A” may be imposed by issuing the order in writing.

In case explanation is not found to be satisfactory and misconduct is of serious nature which warrants the termination of the employee, then the following procedures shall be followed:

a. Domestic enquiry will be held. b. Independent Enquiry Officer should be appointed by the

School Committee. c. The name of Enquiry Officer shall be intimated to the

concerned employee in writing. d. Employee will be entitled to appoint his/her colleague to

defend his/her case. No outsider shall be allowed to represent the employee. He/she will also be entitled to produce witnesses or any other documents, etc.

e. Management will also appoint its representative to represent the case before the Enquiry Officer.

f. During the Enquiry the concerned employee shall be entitled to see all the documents provided by Management Representatives and can also have copy of those documents and shall be also entitled to cross examine the witnesses produced by Management.

g. A copy of the enquiry report shall be furnished to the concerned employee to submit his comment if any to the Management. The concerned employees will submit his/her

comments to the Management within ten days from the date of receipt of the Enquiry Report.

h. Management will examine the enquiry report after the receipt of the comments from the concerned employees. In case no comments are received within the stipulated period from the concerned employees, the Management will take the decision after examining the enquiry report.

i. Enquiry Officer will give sufficient opportunity to the concerned employee to present hi/her case. In case the concerned employee does not attend the enquiry inspite of giving an opportunity, the Enquiry Officer can prepare enquiry report on the basis of available information/documents presented by Management during course of enquiry.

j. Orders of punishment will be issued in writing.

5.3.23 Payment of Pay and Allowance on Reinstatement

Scale of pay, allowances, annual increments and benefits on reinstatement shall be recommended by the Management.

The eligible employees shall be entitled for: o Employee’s Provident Fund Scheme – As per

Provident Fund Act.

5.4 Class Strength/Pupil Teacher Ratio The Class strength is 40 students. Pupil teachers’ ratio is 30:1 in the whole school. The school also follows the 1.5 teachers per section, excluding Principal, physical education teacher and counselor to teach various subjects.

ANNEXURE TO 5.3.16 - LEAVES AND GRANT OF LEAVES Leave Policy- Teaching Staff Revision …April 2018 Objective

To meet the needs of teachers to rest, recuperate and to undertake social and personal obligations. At RBK Schools, we encourage teachers to plan and avail leave in such a way that it does not disrupt the learning process in the classrooms.

The teachers are required to get their planned leaves sanctioned in advance in consultation with their reporting authority. Scope Scope: This policy applies to all regular teaching staff who have completed first year of service in RBK Schools. Leave period Academic year (commencement month to the last working month) RBK Global School April to March Leave Entitlement

After the first year of probation, employees will be entitled for following types of leaves in addition to public holidays declared by School: - Casual Leave (CL) - Sick Leave (SL) - Maternity Leave (ML) - Paternity Leave (PL) - Compassionate Leave - Loss of pay (LOP) - Marriage Leave - Half Day

Leave will be calculated on prorata basis for the employee joining in middle of the year.

Teachers joining with 5 or more years of school teaching experience , maybe granted leaves in the first year itself, at the discretion of the Management. (Latest amendment)

Leave Applicability All regular teachers will be entitled for leaves as per following schedule: - 1st year (Of probation): No leaves - 2nd Year(of probation) : CL: 10 days / year……….leave will be computed on

prorata basis. onwards SL: 08 days / year

Leave Application (Online):

The teacher shall be required to submit an online application to the Section Coordinator with cc to Principal.

1.Casual Leave

Casual leaves are intended for availing for any unforeseen circumstance, for which employee may have to remain away from work. All regular full time teachers are entitled to 10 days CL during academic year on completion of first year of service.

CL can be availed for a maximum of 2 days at a stretch and cannot be clubbed with SL. Intervening weekly off / public holidays shall be considered as part of leave. The number of holidays in excess of two holidays prefixed or suffixed or both to the Casual leave shall be treated as leave.

Casual Leave needs to be intimated in advance or atleast before the start of the school hours, and should be duly approved / sanctioned by the section Coordinator, failing which the said leave will be treated as LOP.

Late comings: If teacher is late on 3 occasions in a month, one CL will be deducted. Late arrival (post 1st period) / early departure by 1 hour will be treated as half day CL. If CL are exhausted, half day SL will be debited from available leave balance. Balance CL/SL, on close of academic year will be lapsed. There will be no encashment.

2. Sick Leave Sick Leave are intended for availing on grounds of any sickness incurred or accident sustained by the employee or for any other reasonable cause for which the employee may have to remain away from work. All regular teachers are entitled to 08 days of SL’s during academic year on completion of 12 months of continuous service. SL availed for 2 days and more should be supported by medical certificate from registered medical practitioner. Intervening holidays and Sunday’s shall be considered as part of leave. Sick leave cannot be clubbed with CL. Balance SL on close of academic year will be lapsed. There will be no encashment. 3. Leave on loss of pay:

New teachers joined during academic year will not be entitled for any leaves during 1st year of service (probation period). Hence any leaves during probation period will be treated as Loss of Pay (LOP). Prefix and Suffix

CL and SL can be prefixed or suffixed to weekly off and public holidays. However Intervening holidays, weekly off and public holidays will be treated as part of leave. Leave on Resignation

Leave outstanding at the time of resignation from service shall not be set off against the notice which the employee is required to give in terms of condition of his service unless sanctioned by a competent authority. Notice period recovery during Full and final settlement will be on monthly gross salary. Any leave availed during the notice period will be treated as Loss of Pay (LOP).

General

Leave can be rejected and cannot be claimed by any teacher as a matter of right. A teacher on leave can be recalled by the Institution depending upon the exigencies of school duties. Any teacher absenting herself/himself without any intimation / sanction of leave in writing and absent herself / himself beyond the sanctioned leave period for more than 3 working days shall be deemed to abandon the service of the school on his/ her own accord. Necessary disciplinary action will be initiated as per school code of conduct. Maternity Leave

All confirmed female teachers who have worked for minimum of 2 years immediately preceding the expected delivery shall be entitled to maternity leave of 90 days. The maternity leave can be availed six weeks prior to confinement (prenatal) and six weeks after confinement (post-natal). The female teachers may also avail the leave for the total period at a stretch. In the case of miscarriage or medical termination of pregnancy, the employee on production of Medical Certificate shall be entitled to paid leave for a period of four weeks immediately following the day of her miscarriage or as the case may be her medical termination of pregnancy.

1. During the duration of 3 months of ML, the teacher will be paid half month’s salary for each month. The balance salary will be credited to her bank account subject to her rejoining the services. 2. The 90 days of Maternity leave is inclusive of all vacations & holidays that

come in that period. 3. The teacher going on maternity leave will have to provide a substitute for

herself. 4. The payment for the substitute will be decided & paid by the institute. 5. Birth certificate to be submitted to HR Dept.

Paternity Leave

Any permanent male teacher is entitled to 2 days of paternity leave. The male teacher requesting paternity leave can avail a leave within 1st week of either adopted child who is less than 5 years old or is the biological father of the new born. This leave is available for the first two instances of child births and cannot be accumulated or encashed. The birth certificate of the new born to be submitted to the school.

Public Holiday

Every academic year, the School declares public holidays for its employees. Human Resources in consultation with Director / Principal decides on the holidays and this is notified by end December for the following year. The list of holidays will be displayed on notice board.

Compassionate Leave

RBK Schools grants all full time teachers compassionate leave of 2 days off, in the case of the death of an immediate family member. Such leave must be authorized by the Coordinator/Principal only with copy to HR. An immediate family member is defined as:

• Father / Mother (in-Laws included)

• Wife / Husband

• Son/ Daughter

• Brother/Sister

• Grandparents

Marriage Leave (Latest Addition)

Confirmed Employees will be entitled to 2 days of leave for self-marriage, prior/after and on the date of marriage.

Half Day Leave

Staff who wishes to avail the half day leave, will have to put in half the hours of their prescribed regular working hours.

Unscheduled absence

Any teacher absent for three or more consecutive working days without

contacting their Principal / Coordinators, will be liable for disciplinary action or would be deemed to have abandoned his/her job and will be removed from the payroll and consequently terminated from services.

Leave before and after vacation:

Teaching staff is mandatorily to be present on last working day AND first working day of school before and after the vacation breaks, failing which the break period will be considered as Leave / LOP as case may be.

Please note, for any queries / clarifications please feel free to revert to Human Resource department.

ANNEXURE TO 5.3.17 Duties and Code of Conduct for Employees

RBK Global School, Bhayander

Professional Staff

Code of Professional Ethics

I, promise to uphold RBK Global School’s Vision and Mission:

Our Mission: To ignite the ever inquiring young minds through educreative experiences and ensure that we nurture compassionate learners. We aspire to create an educational environment which produces self-motivated learners and responsible future citizens.

Our Vision: Our vision is to create leaders of tomorrow with intuitive capabilities and an appreciation for learning as the core value of success. We envision that our Learners evolve into Lifelong learners with a Sense of Conviction and Commitment.

1. General Student Welfare

a) The educational and personal welfare of the student will be my primary concern as an educator at RBK Global School, Bhayander. I will seek to understand students as human beings with personal feelings and be sensitive to their psychological, spiritual and emotional needs.

b) In my concern for the upbuilding of students as human beings with personal needs, I will affirm, support and encourage students and will make every reasonable effort to know assigned students and will carefully evaluate and report their growth and progress.

c) I will always think in terms of “Children first” and will evaluate periodically the teaching learning situation and the student progress towards objectives.

d) I will attempt to treat all students openly, honestly and fairly and seek to avoid playing favorites or “picking on” particular students, so that it is a pleasant and healthy classroom.

2. Respect for Values

a) I will respect all students and staff as individuals from a diversity of cultures and avoid any action or speech that may be viewed as racist, sexist or prejudiced against a particular nation.

b) I will respect the values upheld by this school; I will also respect those who espouse other religions represented in the school; and I will seek to avoid any action or speech which belittles any individual because of his/her beliefs, ritual practices or religious persuasion.

3. Professional Standards

a) I commit myself to the maintenance of high professional standards in all my work as an educator, to the improvement of my professional skills, and to being knowledgeable in recent developments in my field.

b) I will work toward the professional support and improvement of other members of staff.

c) I will maintain confidentiality in all sensitive matters discussed with students, with fellow staff individually or in staff meetings, or with the Administration where confidentiality is requested, expected or advisable.

4. Staff Relations

a) I will work toward the building of a harmonious school community by affirming, supporting and encouraging the work of fellow staff, and I will seek to avoid any action that negates the work or belittles the person of another staff member.

b) I will seek to prevent the escalation of conflicts by refraining from negative remarks and will urge peace between colleagues in conflict.

c) I will avoid making any negative remarks about a fellow teacher to students either in class or personally, and I will not involve them in any conflicts I may have with other teachers, students or the Administration.

5. Relations with Administration

a) I will employ the established channels of communication and decision making in the school to support the Administration in the maintenance of order, the development of good relations and the fostering of school morale.

b) Where I disagree with a decision or stance of the Administration on a given matter, I will not seek to undermine or publicly stir opposition against the Administration, but I will discuss my concerns personally with the Administration so that the good of the students and the school may be assured.

6.Relations with Parents & Community

a) I will be alert to the concerns of parents about the welfare of their children and I will maintain all necessary communication with parents in a courteous and considerate manner.

b) I will be sensitive to the customs and mores of the local community and the wider Indian community and seek to act in such a manner as to reflect positively on the name of the school.

c) Will regard personal information concerning the student’s family as confidential, to the extent allowed by law, and will utilize such information only as an aid in helping the student to attain appropriate educational goals.

I subscribe to the Code of Professional Ethics of RBK Global School, Bhayander and agree to abide by its precepts.

Name : ______________________________

Sign

Place: