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This policy is for use during the present Coronavirus emergency. It is stressed throughout the policy that it is temporary and only applies during the present crisis. Employers may alter or adapt the policy in the light of their particular circumstances and the developments relating to the virus, including Government guidance.

This school acknowledges its obligation to set out a fair and systematic approach to the implementation of standards of conduct for all grades of employee.

The school accepts that its employees may keep personal blogs on the internet and that social networking sites are a useful way of interacting with colleagues and friends. While the school does not wish to discourage employees from accessing such sites, it expects certain standards of conduct to be observed to protect both its legitimate business interests and its employees from the dangers of inappropriate use. This policy applies both inside and, in certain circumstances, outside the workplace.

The school recognises that from time to time employees may wish to seek redress for grievances relating to their employment or against colleagues. The following procedure will be adopted where an employee has a grievance, or a group of employees have a collective grievance, arising from their employment, except where the matter constitutes an appeal against a disciplinary decision which should be taken up in accordance with the disciplinary appeals procedure.

It is important that the conduct of our staff and governors is beyond reproach and reflects the highest possible standards of probity and ethics. Their conduct should never lead anyone to suspect dishonesty or think that they may have been unduly influenced by gifts and hospitality.

It is the organisation’scare service's policy that employees should be given paid holiday every year. Its purpose is to provide a period of leisure time during which employees can have a break from work, relax, and therefore return to their jobs refreshed. Employees should take the holiday to which they are entitled; managers should ensure that the workload does not prevent this and also that the needs of the organisationcare service are taken into account.

It is the organisation’s policy to grant extended unpaid leave to employees wishing to travel abroad to visit friends or families, for study or for other appropriate reasons, whenever reasonable. This will normally be unpaid.

In order for people to achieve their potential in the work place they need to feel supported, valued and clear about what is expected of them. Our schoolprovision has a responsibility to ensure that staff enjoy coming to work, find help when they need it and feel that their efforts are recognised. We pride ourselves upon the support we offer one another whilst also recognising that we must continue to improve and place an emphasis upon delivering the highest quality education we can to the children in our care.

The aim of this policy is to ensure that new staff are:

Newly qualified teachers (NQTs) represent an exciting opportunity but need careful induction if the initial years are to be successful ones. All staff in school have a role in supporting the teacher new to the profession. Subject leaders, year leaders and members of the senior management team have a particular role in ensuring that expertise and advice is available as necessary. This policy aims to clarify some of the roles and requirements necessary when appointing an NQT.