Teacher Code of Conduct

Every professional group has a code of conduct that attempts to describe how members of that group behave in ways that are different from people outside the group. The ultimate goal is that of earning respect and trust by always conducting ourselves with professionalism. You are required to adhere to all rules and stated expectations.

The Human Resources Department (HR) is under the direction of the Human Resources Director who acts independently from the academic administration. The HR Department stores all teacher official personal information, including an employee’s personnel file. The HR Director will be involved as called for when employees violate the Code of Conduct.

 1. Standard of Behavior:

ISNS (International School of Nanshan Shenzhen) is committed to providing a positive work environment for all its employees.  To maintain an atmosphere conducive to professionalism and a positive team spirit, each member of staff has the responsibility to meet appropriate standards of behavior:

  • Treat everyone with dignity and respect
  • Act with fairness towards all colleagues
  • Assume positive intent
  • Maintain an attitude of helpfulness and cooperation
  • Demonstrate patience and understanding
  • Show honesty and integrity
  • Contribute to upholding the positive image of ISNS
  • Teachers must dress in business casual attire. Except on designated casual days or Spirit days.
  • Be conscientious of how you represent the school while off campus
  • Dress Code: For all staff, business casual is required daily (business casual-dress pants or skirts or dresses, without the jacket or tie for men. Sweatpants, cargo pants, jeans are not acceptable). For male staff this includes collared shirts, tucked in; for female staff skirts/dresses should be appropriate for the school setting and tops should have appropriate coverage. PE (Physical Education) teachers can wear collared golf style shirts daily which can include the official school coaches’ shirts. Appropriate footwear is required at all times for both appearance and safety purposes. There will be designated days when staff will be encouraged to wear ISNS spirit shirts-this includes ISNS t-shirts, ISNS golf shirts, ISNS long-sleeve shirts, ISNS polo shirts, etc. On Fridays, unless specified otherwise, staff are encouraged to wear their attire.
  • You must be in the classroom on time and have the class continue until the designated time. It is expected that lessons will start promptly. All teachers are required to be found in their homeroom or teaching location, with their door open, ready to receive students, not later than 7:45 a.m. and 5 minutes before the start of class in the afternoon so that your classroom door is open, and class can begin “on time”. Teachers are encouraged to set a positive tone by welcoming students at the classroom door. NOTE—Students will be permitted onto the campus from the Main Gate at 7:45 a.m.
  • The normal workday for all teachers is from 7:45 a.m. until 4:00 p.m. However, most after school activities end at 4:30 p.m. or later. The regular dismissal time for teachers will be 4 p.m., provided all commitments have been professionally handled. There will be exceptions that dictate a longer school day and require teachers to be at work, including but not limited to, staff meetings, orientation days, Meet the Staff Night, parent/teacher interviews, open houses, early dismissal days, professional development days, mandatory office hours, professional in-service workshop initiatives, coaching, ASA’s, etc.
  • Teachers not scheduled for duty over the lunch hour are not required to be on campus during lunchtime. Teachers are not permitted to use their prep time for personal errands. These prep periods are provided for professional activities such as lesson planning, creating, and marking student assessments, meeting with colleagues re: courses, common assessments, IB (International Baccalaureate), staff professional development, etc. All staff members must seek the permission of the appropriate principal should an event occur that requires your leaving the school during the instructional day. An exception is lunchtime with no duty. During exam week and on those days after writing all exams, all teachers/staff must be in full attendance each day, with regular hours, as per a regular school day. The appropriate vice-principal and/or principal may assign you other duties to compensate you for not having any teaching responsibility.
  • Teachers must have knowledge of, be competent in, utilize and ensure the utilization of, all current teaching technology, practices and resources of the digital era, including data-based decision-making and the application of analytics practices in the classroom, as directed by senior administrative staff from time to time, and ensure the optimal performance of students so as to provide a well-rounded education to students, in part through the utilization of such technology and resources.
  • Teachers are expected to maintain appropriate relationship boundaries and act in a professional manner with colleagues. Romantic relationships must be disclosed to HR to ensure compliance with the Code of Conduct, especially if a member of the leadership team enters into a relationship with a subordinate team member.
  • Any early departure for the Annual Summer Holiday or late return from the Additional Annual Holiday, if any, requires the prior written approval of Head of School.
  • Teachers will be provided with AI-based data on student learning progress on a daily basis and are expected to take such action with respect to individual students and the class as a whole as is required under the circumstances to improve student outcomes.

2. Unacceptable Behavior:

ISNS is committed to a harassment-free and violence-free workplace. We will not tolerate behaviors that undermine the school’s image or the dignity and self-esteem of any individual in work related contexts. Therefore, behavior such as the following will be considered unacceptable and will be subject to appropriate disciplinary measures, which may lead to dismissal:

  • Any form of violence or aggression, physical, verbal or otherwise
  • Any form of abuse or harassment
  • Any form of discrimination
  • Dishonesty, including defamation of character
  • Outbursts of anger, such as shouting
  • Rude or obscene language or actions
  • Inappropriate or unwelcome physical contact
  • Any other type of behavior that contravenes the ISNS Code of Conduct
  • Taking school resources for personal use
  • Pursuing outside employment/tutoring while under contract at ISNS (consult HR for clarification/inquiries)
  • Directly or indirectly or through authorizing, encouraging, or assisting any person, organization, agency, or body corporate, whether public or private to take any action that might impair the reputation of the school, its employees, officers, directors, faculty, students, programs, projects, or services.

3. Expectations for Interactions with Members of the ISNS Community:

Interactions with Students:

  • Teachers are in a position of trust with respect to students and must not take advantage of that trust.
  • Teachers are charged with the responsibility of ensuring they do what is best for each student.
  • Teachers should never be alone with a child in an area that is not visible to others.
  • The relationship between students and staff must remain strictly professional. Teachers must not socialize with the students in a way that would be deemed inappropriate by others in the profession. Teachers should not give gifts to students without the permission of their principal and the child’s parents.
  • Care must be taken to maintain confidentiality of all information about students provided to you as a professional. This information should only be shared with other teachers when it will directly assist teachers in their work with that student.
  • Teachers must follow the ISNS Child Protection Policy.
  • WeChat can be used for some school related groups, but not for one-on-one messaging. One-on-one communication should be conducted through school email. (See Communications Policy)
  • Teachers should not have conversations with students about other teachers or administration. If the student has an issue they should be directed towards the appropriate party.

Interactions with Parents/Guardians:

  • Communication: Teachers should communicate openly and regularly with parents/guardians via email, Seesaw, Managebac, or telephone. Parents should be notified in a timely manner if/when there is a concern regarding academic progress or behavior. A helpful guideline to follow is that parents should not be surprised when they receive a report card.
  • Gifts from students/families: Teachers should not accept gifts from students/families, except on Teacher’s Day, and then only up to a maximum value of 100 RMB. If a gift is given above this value, teachers should return it and inform parents they are not permitted to accept the gift. Gifts given as an apology or following disciplinary action should not be accepted. The details of any gifts must be reported to the Head of School, including the name of the person giving the gift, a description of the gift, and the value of such gift.
  • Report Cards: for students who leave ISNS mid-year, the following are the guidelines for completion requirements:
    • If a student has been at ISNS for less than 20 days (about 3 weeks) since the last report card, no new report is necessary.
    • If a student has been at ISNS for 20-40 school days since the last report card, an interim report card is required.
    • If a student has been at ISNS for 40 or more school days since the last report card, a regular report card is required (with assessment information that is available).

Interactions with Colleagues:

  • Teachers are expected to collaborate with other teachers and with other staff members and to support each other in their role.
  • Teachers are expected to share ideas, resources, and teaching practices.
  • If a staff member has an issue or conflict with a colleague, this should be dealt with in a private, not public, manner. Staff to whom the matter does not pertain should not be informed about or brought into the matter.
  • Discussion and conflict resolution should be dealt with directly between the staff members involved. Feedback should be given straight to the person it is intended for. If the issue remains unresolved after a meaningful effort to address an issue directly with a fellow staff member, then an administrator may be consulted for further mediation or action.

Interactions with Supervisors:

  • Whenever possible, decisions will be made collaboratively involving staff and administration.
  • If there is conflict or concern with an immediate supervisor, the matter will be discussed with the supervisor before discussing it with others in the organization.
  • If the issue cannot be resolved directly or if the supervisor engages in inappropriate behavior either towards other staff members or towards students, it is appropriate to go to the next level supervisor.

Professional Language:

  • The use of proper English or Chinese that is appropriate to a professional setting is essential to effective communication and maintaining the image of the school.
  • Slang and informal language should not be used in professional exchanges.
  • Teachers must avoid the use of harsh or inappropriate language when interacting with any member of the school community.

Use of Drugs, Alcohol and Tobacco on Campus:

  • ISNS is a smoke-free campus
  • Faculty and staff must not smoke or consume alcohol on campus during academic hours or while supervising school events after hours, including sporting events, field trips, and Week-Without-Walls trips (WWW).
  • Alcohol is not permitted in the academic building unless it is for an official approved event for adults only.
  • Illicit drugs are never permitted on campus and in the residence, and possession of such will result in immediate dismissal.
  • Teachers should remember that they are role models for students and demonstrate healthy habits for them to follow.

Compliance with Chinese Law:

All teachers are expected to comply with Chinese laws while in China. As a guest in the country, teachers must not denigrate or interfere with China’s national sovereignty, security, honor, and public interests.

For example, teachers should not:

  • engage in any religious or political activities related to Chinese nationals or the PRC, or openly comment on or discuss Chinese or international politics, or religion with to or with students, colleagues, or the school community (Note that the PRC has anti-spying regulations covering both Chinese nationals and foreigners);
  • discuss politically sensitive topics like the 3Ts 1H (Tiananmen, Tibet, Taiwan, and Hong Kong)
  •  question the One China policy

Consequences for infractions of the Code of Conduct:

a) General disciplinary process in the event of an employee’s failure to abide by the rules set out in the Code of Conduct (an “Infraction”), subject to the exceptions set out in subclauses b) and c) below:

i) Upon the happening of a first Infraction, the offending Employee will be given a verbal warning. The date and time of the Infraction will be noted in the responsible administrator’s personal journal.

ii) Upon the happening of a second Infraction, whether such Infraction is with respect to the same Rule or another Rule, a formal meeting will be held between the offending Employee and his or her administrator, and a warning letter (the “Warning Letter”) will be issued and placed in the Employee’s personnel file in the HR Department. The details of the second Infraction, along with the details of the first Infraction, and the disciplinary action to be taken in the event of a third Infraction, will be noted in the Warning Letter. The Employee will receive a copy of the Warning Letter and will be required to sign a copy of the Warning Letter acknowledging her or his attendance at the meeting, and receipt of the Warning Letter.

iii) Upon the happening of a third Infraction, whether such Infraction is with respect to the same Rule or another Rule, a formal meeting will be held between the offending Employee and his or her administrator and the Head of Human Resources, the Employee will be fined 300RMB, and a second Warning Letter will be issued and placed in the Employee’s personnel file in the HR Department. The details of the third Infraction, and the disciplinary action to be taken in the event of a further Infraction, will be noted in the Warning Letter. The Employee will receive a copy of the Warning Letter and will be required to sign a copy of the Warning Letter acknowledging her or his attendance at the meeting, and receipt of the Warning Letter.

iv) Upon the happening of a fourth Infraction, whether such Infraction is with respect to the same Rule or another Rule, a formal meeting will be held between the offending Employee and his or her principal and the Head of Human Resources. The Employee will be docked one day’s salary and, subject to paragraph 5, below, a third Warning Letter will be issued and placed in the Employee’s personnel file in the HR Department. The details of the fourth Infraction, and the disciplinary action to be taken in the event of a further Infraction, will be noted in the Warning Letter. The Employee will receive a copy of the Warning Letter and will be required to sign a copy of the Warning Letter acknowledging her or his attendance at the meeting, and receipt of the Warning Letter.

b) Disciplinary process in the event of a serious breach of the Code of Conduct (a “Major Infraction”):

The following infractions will be considered Major Infractions:

i) any conduct with respect to which the Employment Contract expressly provides for termination of the Employment Contract;

ii) lying to a school administrator/official;

iii) insubordination towards a school administrator/official;

iv) theft;

v) failure to teach the assigned curriculum/course/program;

vi) four or more infractions of the Code, whether such infractions are with respect to the same rule; and

vii) the commission of any criminal offence under the laws of the People’s Republic of China.

In the event of the happening of a Major Infraction, the Employee’s Employment Contract may be terminated at the sole discretion of the school, and upon such termination of the Employment Contract, the Employee will be liable, pursuant to the terms of the Employment Contract, for repayment of all Unearned Benefits as defined in the Employment Contract, and will not be entitled to receive any further salary or benefits, including Travel Benefits as provided for in the Benefits Appendix of the Employment Contract.

c) Disciplinary process in the event of failure to fulfill the Use of Technology Duty (a “Technology Infraction”):

i) Upon the happening of a first Technology Infraction, the offending Employee will be given a verbal warning. The date and time of the Infraction will be noted in the responsible administrator’s personal journal.

ii) In the event that the Employee continues to not fulfil their Use of Technology Duty two weeks after the issuance the verbal warning, a formal meeting will be held between the offending Employee and his or her administrator, and a warning letter (the “Warning Letter”) will be issued and placed in the Employee’s personnel file in the HR Department.  The details of the second Technology Infraction, along with the details of the first Infraction, and the disciplinary action to be taken in the event of a third Technology Infraction, will be noted in the Warning Letter. The Employee will receive a copy of the Warning Letter and will be required to sign a copy of the Warning Letter acknowledging her or his attendance at the meeting, and receipt of the Warning Letter.

iii) In the event that the Employee continues to not fulfil their Use of Technology Duty two weeks after the issuance of the Warning Letter, a formal meeting will be held between the offending Employee and his or her administrator and the Head of Human Resources, the Employee’s salary will be reduced by 20%, and a second Warning Letter will be issued and placed in the Employee’s personnel file in the HR Department. The details of the third Infraction, and the disciplinary action to be taken in the event of a further Technology Infraction, will be noted in the Warning Letter. The Employee will receive a copy of the Warning Letter and will be required to sign a copy of the Warning Letter acknowledging her or his attendance at the meeting, and receipt of the Warning Letter.

iv) In the event that the Employee continues to not fulfil their Use of Technology duty after two weeks of the giving of the second Warning Letter, the Employee’s Employment Contract may be terminated at the sole discretion of the school, and upon such termination of the Employment Contract, the Employee will be liable, pursuant to the terms of the Employment Contract, for repayment of all Unearned Benefits as defined in the Employment Contract, and will not be entitled to receive any further salary or benefits, including Travel Benefits as provided for in the Benefits Appendix of the Employment Contract.