Code of Conduct

Any 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 conducting ourselves at all times 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 Manager who acts independently from the academic administration. The HR Department stores all teacher official personal information, including an “employee’s personnel file”. The HR Manager will be involved as called for when employees violate the Code of Conduct.

Expected Standards of Behavior

ISNS is committed to providing a positive work environment for all its employees. In order 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

Unacceptable Behaviors

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, behaviors 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

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 at all times to maintain confidentiality of all information regarding students that is 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.

Interactions with Colleagues

Teachers are expected to collaborate with other teachers and to support each other in their role.
Teachers are expected to share ideas 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 resolution of conflicts should be dealt with directly between the staff members who are involved. Constructive criticism or 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.

ISNS is a Drug, Alcohol and 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 (EOTC) and week-without-walls trips (WWW).
Alcohol is not permitted in the EY or Main Building unless it is for an official approved event for adults only.
The school does not purchase alcohol for teachers or school events.
Staff who live on campus should not consume or display alcohol where students are present, even if it is after school hours.
Illicit drugs are never permitted on campus 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 strictly 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. Teachers must not speak negatively of the Chinese government or Chinese society. Training will be provided for all teachers who are new to China in order to ensure that everyone understands and is able to comply with the law. The government has the right to monitor and record all violations.

We are Environmentally Friendly School

Teachers should be mindful of saving resources and protecting the environment as much as possible.
Doors should be closed when air conditioners are running.
Lights, air conditioners and other electronics should be switched off when not in use.
Photocopying should be limited.
Use of plastics should be limited.
Reusing and recycling is encouraged.

Consequences for Infractions of the Code of Conduct

Due process will be given to any faculty member accused of violating the code of conduct. The incident will be thoroughly investigated and the accused individual will have the opportunity to explain and defend his or her actions.

Disciplinary action to be taken against an Employee in the event of their failure to abide by the rules set out in the above Code of Conduct:

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 files.

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 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.

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 principal, the Head of School and a Human Resource team member. The Employee will be docked one day’s salary 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.

In the event that one of the following Infractions occurs, the Employee’s Employment Contract may be terminated at the sole discretion of the School. Upon 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:

Four or more infractions of the Code, whether or not such infractions are with respect to the same rule
Lying to a school administrator/official
Insubordination towards a school administrator/official
Any criminal act such as theft
Any conduct with respect to which the Employment Contract provides for termination of the Employment Contract