HARVARD
KINDERGARTEN & GYM
#265 Friendship Highway, Angeles City Philippines
website: www.harvard.com.ph

Policy Manual and Handbook

for Harvard Kindergarten & Gym
FACULTY 2009

ADMINISTRATIVE RESPONSIBILITIES

Every faculty member should suport and carry out the policies of the school. He
should fulfill conscientiously the terms of the of the contract. As such he is
expected to:

1) Attend faculty meetings and other functions and other activities for
professional growth;
2) Extend is full participation in activities intended to study or eveluate esxisting
policies and regulations, to formulate new ones, to discuss proposed
regulations and to solve academic or non-academic problems;
3) Serve in committees and participate in academic planning and otherand other
duties taht the coordinator/hedtescher, administrator may deem fit;
4) Work on the syllabi, and instructional materials for the refular school year;
5) Submit lesson plans, test questions, clas records, grades, forms, themes/book
reports, projects, activities on the prescribed date of
submission/accomplishment;
6) Accompany and lead pupils back to the classroom every after activity;
7) Represent the school in community projects and organizations;
8) Serve in the enrolment in any of the following capacity; as evaluator, verifier or
data entry staff; and
9) Observe and abide all existing rules, regulations and policies of the school
governing his employment.

WEARING OF UNIFORM

ADVISER’S RESPONSIBILITIES

1. Looks after the welfare, conduct and behavior of the pupils.

2. Identifies academic and behavioral problems and coordinates such with the
coordinator/headteacher, parents and the office of the administrator.

A conference with parents form is to be accomplished for

problematic/critical cases

3. Undertakes follow-up on:

 Assignments/homework
 Projects
 Experiments
  Untoward behavior

4. Assists pupils develop good study habits and correct values.

5. Sees to it that all advisory class members attend academic, religious and
other activities, assembly in the gym etc.,accompanies, assists and leads
them back to the classroom after the activity.
To maintain orderliness the advisers are encouraged to sit/be with
their pupils any time during the activity.
6. Coordinates with the coordinator/headteacher in the interpretation of tests
and academic progress of pupils.
7. Distribrutes and/or collects reciepts (when applicable) and/or return slips of
all official memoranda/communication and submits them to the
administrator’s office.
8. Accomplishes forms according to guidelines.
9. Issues clearance for graduation and submit the same together with the
necessary documents, once accomplished to the school office.
10. I s responsible for the maintenance of cleanliness, good order and pleasant
condition of the classroom.
11. Performs related functions assigned by superiors.

PROFESSIONAL RESPONSIBILITIES

1. Professional Competence and Development

1.1 Every faculty member should upgrade his professional competence. He

should keep abreast with the latest development in the areas of general
education and of his specialization to be able to give a well-rounded
instruction to his pupils.
1.2 Undertaking or participating in research projects/activities, and
1.3 Continuous studying and learning through reading of books,
professional journals and other materials.

2. Christian Professionalism

2.1 As a faculty member of a educational institution, each teacher is

expected to live an an exemplary professional christian life so he may
 become a model for his pupils and the academic community as a whole.

2.2 Each faculty member should always be conscious of the fact that
teacher’s personality and behavior exert tremendous influence on the
private and religious life of the pupils to live a christian life.

PROFESSIONAL ETHICS

The achievement of the Harvard Kindergarten’s (HK) mission, goals,

and objectives depends significantlly on faculty members who possess and
manifest sound moral character, high ideals, professional competence, and
understanding pf human nature. On this premise, the following code of
Prefessional Ethics is set forth for the guidance of the HK faculty mambers.

A. THE TEACHER AND HIS PROFESSION

1. Considering of the nobility of the teaching profession, every teacher is

expected to manifest sincere interest and pride in his profession.
2. Since service in education demands the highest standards of integrity
and morality, the teacher is always expected to conduct himself
properly.
3. Every teacher is the school’s partner in all activities that will strengthen
its operations, upgrade its standards and maintain its good image in the
community.
4. Mutual trust and respect, loyalty, self-sacrifice, willingness to help one
another and share professional knowledge and experience with others
should characterize the relationship between and among the school
teaching force.
5. The teacher should continuously strive to grow professionally by
engaging in activities that will broaden his outlook and deepen his
professional knowledge.
6. Each member of the teaching staff should recognize that the interest and
welfare of the pupils is of paramount concern.

B. THE TEACHER AND THE SCHOOL

1. Each faculty member is expected to uphold and abide by the policies of

 the school specifically on the matters pertaining to classroom discipline,
conduct of examinations, submission of pupils’ grades and
accomplishments, and submission of required forms, documents and
reports.
2. Each member of the teaching staff should hold inviolate confidential
information and plans of the school.
3. Complaints, questions, and clarifications relative to certain policies or
memoranda should be directed to the proper channels.
4. The teacher must dress appropriately especially in school and when
representing the school in external functions.
5. Every teacher should conscientiously meet the terms and conditions of
his employment and should give the administration sufficient time to
look for his replacement in case of plans of going or resigning.
6. Prior to leaving his position in the school, every teacher should clear
himselfof all accountabilities with offices concern.
7. Attend meetings prior for the betterment of pupils and the school.

C. THE TEACHER AND HIS COLLEAGUES

1. Professional ethics dictates that every member of the HK faculty must:

1.1. Protect one another’s personal integrity by avoiding discussion
of the personal shortcomings and problems of fellow teachers,
particularly in the presence of pupils or in relation to the pupils.
1.2. Act as model for one another by living the life of the professonal
who is a worthy bearer of the dignity and ethics expected in the
teaching profession.
1.3. Acknowledge and appreciate any form of assistance recieved
from colleagues; and
1.4. Be tactful and not use vulgar language, gossips, and anecdotes
in and outside of the classrooms.
2. When acting as substitute for a fellow faculty, the substitute teacher
should follow as closely as possible the instruction given by the regular
teacher, so continuity of and effective learning is facilitated.
3. Out of consideration for the succeeding teachers who will use the same
classroom, every faculty is expected to see to it that the room is clean
and orderly before leaving it.

D. THE TEACHER AND HIS PUPILS

 1. Teacher-pupil relationship should be characterized by cordially and
mutual respect at all times. Invectives, vulgar, and insulting words should
be avoided at all times.
2. While firmness and resoluteness in imposing discilpline are called for, for
they should always be tempered with compassion.
3. Fairness should always be the prime factor to reckon in matters of
academic assignments and geades of pupils. Jthe teachers should give
reasonable class work and fair grading system. He should not be
influenced by any consideration other than the merit of the pupil’s
performance.
4. Confidentiality of information pertaining to a pupil or his family should
always be respected.
5. A teacher should never take advantage of his pupils by:
5.1 collecting or borrowing money from them;
5.2 engaging in business with them inside the school premises;
5.3 making pupils do work for him, particularly domestic chores;
5.4 soliciting sexual favors through word , deed or even insinuation,
and making statements in class that denigrate pupils sexually or
cause exterme embarassment, even if these statements are
intended not to be taken seriously.

E. THE TEACHER AND THE PARENT

1. The teacher’s conduct should be as such to merit the confidence and

respect of parents. His tactful and prudent contacts with them should
bring about a cooperative understanding of pupils involved.
2. On the poccassion of parent-teacher’s meetings oraganized by the
school, the teacher may discuss with the parents the progress as well as
the shortcomings of pupils for the purpose of encouragement and
correction of defects.
3. If parents present complaints to a teacher, he shall listen with sympathy
and broadmindedness, but should discourage unfair criticism against his
fellow teachers, the administration, and the school system in general.

F. THE TEACHER AND HIS COMMUNITY

1. In his community, the teacher is expected to live a life that is in
consonance with the dignity and integrity of his profession.
2. The teacher is expected to support organiuzations in the community
which work for the upliftment of the social, economic, moral and
spiritual life of the people.

POLICY ON ACTIVITIES OTHER THAN DESIGNATED OFFICIAL FUNCTION

As an educational institution, the school is vested with the social

responsibility of conveying and promoting values and attitudes that prepare
the pupils to be responsible members of society. Faculty members and
employees above all, are expected to provide modeling behavior such that
pupils shall be true witnesses of the values propagated by the school.

The school is hereby adopting the following governing activities and

transactions other than designated official functions in order to cultivate
and maintain the spirit of fairness, justice and professionalism in their
dealings and relationships with any member or any group within and
outside the community.

All employees should refrain from solicitation, sale of good and

services, and receipts of gifts and favors, to be deemed and legitimate, shall
first seek written permission and approval of the administration prior to be
undertaken, moreover, employees must be guided that any form of
solicitation should not interfere with any educational or official
acativities/policies of nthe school.

IMPLEMENTING RULES AND REGULATIONS

GRIEVANCE PROCEDURE

Section 1: Right to due process. No disciplinary sanction shall be applied

upon any respondent except for cause , and after due process shall
have been observed. The respondent must be afforded
confidentiality during the proceedings.
 “Due process” means

1. The alledged offender is informed in writing of the accusation against

him.
2. He is given the chance to answer the charges against him, with
assistance of counsel if desired;
3. He is informed of the evidence against him;
4. He is given the chance to present evidence on his own behalf;
5. All the evidences are considered by the head officials.

Section 2: Written Complaint. The complaint must be in writing, under oath

and must contain the following information.

1. The name(s) and address(es) of the complainant(s);

2. The name(s) of the respondenht(s);
3. Narration of incident (when, where, how)
4. The name(s) of witness(es), if any;
5. Attachments of pertinent papers or documents in support of the
complaint.

The complaint must be filed with the Board Chairperson within two
years from the commission of the offense of from the time the threat
ceases.

Section 3: Furnishing Respondent with Complaint. The Board shall

immediately furnish the offender a copy of the complaint and all its
attachments, and shall direct him to submit an answer an accompanying
documents within ten (10) days from receipt thereof. The board shall
schedule the hearing on a date immediately after the given period.

Section 4: When victim is a minor. When the offended party is a minor , the
parents, or any adult school personnel may file a complaint for the minor.

Section 5: Failure to answer. If offender fails to answer in writing and under

 oath and submits documents (within ten days from the receipt of the
complain), or fails to appear during the conference, the offender shall be
deemed to have waived.

Section 6: Confidentiality. The Board should make every effort to maintain

confidentiality.

Section 7: “Reasonable Man/Woman” Standard. In view of the fact that the

perceptions of men and women may differ as to what constitutes harmless
fun on one hand and offensive conduct on the other hand, the Board shall
adopt a “reasonable man/woman” rather than a “reasonable person”
standard to determine wether the act is unwelcome and sufficiently
pervasive to constitute sexual harassment. Under this standard, the proper
focus is on the victim’s perspective of the given act. Thus, in a typical case, a
sexual harassment ids proven if a reasonable man or or a reasonable
women would consider the act hostile or offensive.

Section 8: Liability of the Employer or Head of Office/School. The employer or

head of office/school shall be solidarily liable for damages arising from the
acts of sexual harassment committed on campus if the employer or head of
office/school is informed of such acts by the offended party and no action is
taken thereon within ten(10) calendar days from receipt of the complaint.

Section 9: Written Records. Written records of cases of sexual harassment

must be kept and treated with confidentuality. Therefore the public should
have no access to them except upon order odf the court. All records shall be
kept by the Board Secretariat.

Section 10: Procedures. The procedure will be summary. The offender

cannot invoke cross-examination as a matter of right but maybe allowed
clarificatory questions if deemed necessary by the Board. If, in the motu-
propio opinion of the board, no hfearing is necessary then it shall issue an
order to the effect and declare the case submitted for resolution.

MISCELLANEOUS PROVISIONS

Section 1: Preventive Suspension of Accused. Any respondent may be placed

 immediately under preventive suspension without pay not exceedingly
fifteen(15) days.

Section 2: Incriminating Innocent Persons. Any member of the academic

community, who shall, by perjury, incriminate or impute to an innocent
person the commission of a sexual harassment act, shall be meted
appropriate penaljty by the Board.

Section 3: Separability Clause. If any part or provision of the Act or any of

these implementing rules and regulations, it shall affect the effectivity and
implementation of its remaining parts or provisions.

Section 4: Repealing Clause. Any rules and regulations, rules and policies of
the school which are inconsistent with any provision of the Act or with any
of these implementing rules and regulations, are hereby deemed repealed
or modified, as the case may be.

Section 5: Effectivity. These Rules and Regulations shall take effect seven(7)
days after publication and posting by the Board.

EMPLOYEE DISCIPLINE

Policy Statement

Employees misconduct , excessive tardiness, absence, failure to

comply with school policies, rules, and procedures or other breaches of the
employee-employer relationship are examples of problems for which
disciplinary actions maybe warranted. Management will notify employees of
new regulations and/or penalties by memorandum.

Depending upon the circumstances, employees may be subject to:

1. Oral or written reprimand

2. Warnings
3. AWOL
4. Suspension without pay
 5. Termination of employment
6.

Supervisory Responsibilities

Superiors are responsible for enforcing the school’s disciplinary

policies and procedures. The following are considered in taking disciplinary
action:

1. Employees’s record of prior disciplinary action used as a reference

for establishing the habituality of the commission of the same
offense or the propensity of the employee to commit violation of
rules, regulations, policies, stc.. but not the sole basis of the
imposition of the penalty or the increase in the imposable penalty.
2. The disciplinary action being taken is in accordance with the school
procedures and policies on employees discipline.
3. The disciplinary action in relation to the severity of the offense or
violation.

The Discipline Evaluation Form is used for evaluating

disciplinary actions

IMPLEMENTATION

There are basically two categories for disciplinary action—

performance and conduct. The superior should determine which category is
applicanble before taking action. Under no circumstances shall a superior take
action without proper cause. (For example, action should not be taken for
reasons such as personal animosity or an employee’s exercise of an appeal right.)

A. The superior will inform the employee concerned of the necessity of the
imposition of disciplinary measures. This comes in the form of a notice
which apprises the employee of the particular acts or omissions for which
the charge are being made, including:
1. A specific description of the violation and reference to the school
procedure, policy or instruction which prohibits it.
2. Findings concerning any past warnings or actions taken for similar
violations, if any;
 3. The disciplinaary action besing taken (e.g. one week suspension without
pay.)
4. Warning about the disciplinary steps which may be taken if the situation
reoccurs.
5. Description of what type of change is required of the emlpoyee and
what assistance is available, if warranted.

In this notice, the employee shall be required to explain why no

disciplinary action should be taken against him within a period of forty
eight(48) hours from receipt of the notice.

B. When an employee denies the charge/s against him , a hearing or an

investigation is necessary to thresh out all doubts and for the employee to
be given an opportunity to be heard and defend himself with the
assistnace of counsel, if he so desires. However, in case there is an
admission, the voluntariness of the admission must be considered before
rendition of the decision.

1. Either the supervisor or the employee or higher management can request

the administration for the constitution of a fact finding committee which
shall investigate the matter. The employee is given a copy of the request.
2. The fact finding committee to be constituted shall formally inform the
employee in writing about its constitution and the date and the place of
investigation and to inform the employee of his right to be present to
confront and present his own witnesses and his right to be represented by
a counsel.
3. Failure of the erring employee to be present in the investigation upon
notice shalll be construed as a waiver of his right to defend himself.
4. The fact finding committee shall make known the results of its investigation
in writing to the Administrator of the School.
5. The Adminidtrator of the School issues a decision based on the report/
recommendation of the committee.

C. CODE OF CONDUCT

RATIONALE
 The school recognizes that its commitment to provide excellent
service to its clients can only be achieved through the cojntinuous support
of its highly professionalized.

The Code of Conduct id therefore adopted to prescribe work ethics

and standards for the faculty of the school which will only be condusive to
higher productivity at the worplace, but enhance and safeguard the
corporate image of the school as well.

While the Code defines the offenses as well as the corresponding

disciplinary measures, its overall intent is to prevent the infraction rather
than the administration of the disciplinary measures.

COVERAGE

Without prejudice to the provisions of the Labor Code, and related

laws, rules and regulations, a faculty member who commits any of the
following non-exclusive offenses may, after due investigation and proper
hearing , be subject to the appropriate disciplinary sanctions.

The provision of this Code shall apply to ALL fasulty members of the
school.

LEGEND

1. Warning/Verbal Reprimand
2. Written Warning/ Deloading
3. Suspension (the duration of which shall depend on the gravity of the
offense)
4. Termination for Cause (without prejudice to taking of appropriate legalm
action)
LEAVE BENEFITS

1. Sick Leave
A permanent faculty member is entitled to 10 days sick leave with
pay for the entire school year.
Absences due to unavoidable circumstances may be allowed to be
charged to sick leave shall be subject to the approval of the immediate
superior and the cluster head and availability of leave credit. In the case of
prolonged illness, faculty members can avial of leave without pay after
exhausting their unused sick leave for the last three(3) years and subject to
the approval of the school administrator. This shall require a valid
certification from a valid physician.

Need to present a Medical Certificate to be approved by the

supervisor.

2. Maternity Leave
Maternity leave benefits are extended to every faculty members
who has rendered at least an aggregate six(6) months of service for the last
school year immediately preceding the date of expected delivery. In
accordance with law, the maternity leave with pay from the Social Security
System that a female faculty member is entitled to is seven(7) days before
her delivery inclusive of the fifteen (15) days for the normal delivery and
one(1)month for caesarian delivery.

3. Paternity Leave
The paternity leave with pay is availed of during or after the delivery
by a male instructor’s legal spouse; provided that the total number of days
shall not exceed seven(7) working days for each delivery. He is entitled to
paternity leave for the first four(4) deliveries of his spouse. This benefit
shall be availed of not later than fifteen(15) days after the date of the said
delivery. In the event taht the leave is not availed of, it shall not be
convertible to cash.

4. Bereavement Leave
The school grants every faculty member four(4) days of bereavement
leave with pay upon the death of the immediate member of the family.
The immediate member is defined as follows:

For single individuals: parents, un-married brother or sister;

For married individuals: parents, legal spouse, legitimate child

Any absence beyond four(4) days bereavement leave shall be charge

to sick leave.
 5. Leave of Absence Without Pay
Leave of absence without pay , not exceeding to one(1)
semester (5months), may be granted upon application subject to the
recommendation of the office head and and the approval of the
administartor. Leave of absence without pay beyond five(5) months
but not exceeding one(1) year shall be subject to the approval of the
administartor of the school and may be avaiked of only once.

6. Probationary Teachers
No leave is allowed while under the probationary period of
three (3) years with the accordance of Education Law, as per contract
of one(1)year. Absences will be automatically without pay.

ABSENCES that Applies to Teaching and Non-Teaching Personnel

Any absences, the teaching and non-teaching personnel should

present Medical Certificate to be approved by the supervisor. If found
tampered or its just an excuse, the teaching and non-teaching
personnel will recieved a verbal warning but will be recorded in the
log book affixed by the teaching and non-teaching personnel’s
signature.

SEPARATION FROM SERVICES

POLICY
It is the responsibility of the school to ensure the laws and policies
that regulate the termination of emlpoyees are strictly observed. When
employment of an employeein the school is being considered for
termination, the supervisor must follow established procedures and
document the process.
The school policy on Separation from Service takes into account
peculiar situations of employment conditions to determine the specific
procedures for each category/classification to be applied. Each of these
categories follows distinct terms and procedures for separation from service
in addition to the school to the school procedures. It is therefore a must for
every employee to know and understand said procedures.

Separation from Service

A. Voluntarily
B. Involuntary
C. Neglect of Duty
D. Termination for Failure to Comply with School Policy
E. Recommendation for Termination
F. Decision to Dismiss and Noticde of Termination
G. Confirms Termination in Writing