Staff Code of Conduct Policy — Al Fajer Private School

⚠️ SAFEGUARDING-CRITICAL POLICY — REQUIRES HUMAN SIGN-OFF BEFORE USE This policy touches child safety. Before it is published or relied upon, Al Fajer Private School leadership must: (1) fill every [NEEDS AFS INPUT] placeholder, (2) name the school's designated safeguarding lead (DSL) and deputy with real contact details, and (3) formally adopt it with real dates. Nothing in this document has been invented to fill those gaps. HR-legal content — Bahrain employment counsel must review before adoption.

Code of conduct for teaching and administration staff.

DOCUMENT CONTROL


Policy Reference	AFS-POL-28 (proposed scheme — see `_ADAPTATION_NOTES.md`) [NEEDS AFS INPUT: confirm policy-numbering scheme]
Date Adopted	[NEEDS AFS INPUT]
Last Review Date	[NEEDS AFS INPUT]
Next Scheduled Revision (yearly)	[NEEDS AFS INPUT]

Version	Author	Date	Changes
0.1	[NEEDS AFS INPUT: policy owner]	[NEEDS AFS INPUT]	Adapted for Al Fajer Private School (KG1 – Grade 6, American curriculum) from the source policy. Group-level and UK-specific machinery removed; safe-working-practices guidance reframed for a primary-age school; duplicated passages in the source (guests' conduct, minimum-force wording, identity-lanyard requirement) consolidated.

Policy Statement
Minimum Expectations for All Staff
Overview
Professional and Personal Conduct
Safeguarding Responsibilities
Misconduct
Gross Misconduct
Specific Guidance for Engaging with Students
Technology and Information
Confidential Information and Intellectual Property
Social Media
Anti-Bribery and Corruption
Anti-Financial Crime
Conflicts of Interest
Workplace Relationships
Definitions
Core Principles
Safe Working Practices for the Protection of Students and Staff at AFS

1. Policy Statement

1.1 In its pursuit of excellence, Al Fajer Private School (AFS) is committed to operating to the highest possible standards, whether a matter involves an employee, supplier, client, contractor or any other affiliate. AFS believes that these standards are essential to achieving positive outcomes for students in a safe and enabling environment.

1.2 All of our standards are in place to ensure clarity and a consistent understanding of expectations for everyone working with, representing or employed by AFS, and to help them be competent, confident and safe at all times. Staff are expected to conduct themselves within the guidance of the school's standards at all times. Any employee deviating from the school's standards and expectations as detailed in this policy may be subject to disciplinary or corrective action, up to and including dismissal, where appropriate.

1.3 This code of conduct should be read in conjunction with the staff handbook [NEEDS AFS INPUT: AFS staff handbook — not in the current AFS policy set] and any applicable school policies, and is not a replacement for any policies or handbooks. Examples of these policies include, but are not limited to:

ICT Acceptable Use Policy for Staff [NEEDS AFS INPUT: this policy is not in the current AFS policy set — create it or remove this reference]
Staff Dress Code Policy [NEEDS AFS INPUT: this policy is not in the current AFS policy set — create it or remove this reference]
Whistleblowing Policy
Disciplinary and Performance Policy [NEEDS AFS INPUT: this policy is not in the current AFS policy set — create it or remove this reference]
Safeguarding & Child Protection Policy

1.4 AFS requires that all staff, partners and anyone affiliated with the school are role models for young children at all times. The following sections make clear what the expectations are and what must be adhered to as a minimum. The standards set out in this Code and other policies may be amended and reissued to staff at any time.

1.5 Our ethos is grounded in AFS's values: loyalty and integrity, and intellect, optimism and creativity. We believe that every interaction, decision and behavior shapes the culture and reputation of our school community.

1.6 We expect all employees and contractors to reflect our values by demonstrating professionalism, ethical judgment, and an unwavering dedication to the success and well-being of our students. Our ethos is not simply a set of abstract ideals — it is a lived experience that defines how we teach, lead, collaborate and serve. Upholding this ethos is not optional. It is a vital part of who we are and how we collaborate to deliver outstanding educational experiences. All staff are expected to embody and promote the school's ethos in everything they do — on campus, in the classroom, in the office, and beyond.

2. Minimum Expectations for All Staff

2.1 Applies to all employees, staff, volunteers, contractors and agency employees:

2.1.1 Prioritize the safety of children at all times, without exception.

2.1.2 Treat others with respect, dignity and humanity.

2.1.3 Strive for excellence in everything you do, at all times.

2.1.4 Follow all school policies, guidelines, handbooks and procedures.

2.1.5 Uphold the Code of Conduct in all your actions and decisions at all times, even when you think no one is looking.

2.1.6 Uphold the ethos and reputation of Al Fajer Private School at all times.

2.1.7 Comply with applicable laws and regulations at all times.

2.1.8 Participate in compliance and ethics training when required (mandatory training is provided through the school's designated training provider [NEEDS AFS INPUT: AFS staff-training provider]).

2.1.9 Act as an ambassador for AFS inside and outside the working environment, and refrain from making derogatory statements, public criticism, or negative comments about the school.

2.1.10 Speak up promptly and report any misconduct or concerns to your direct line manager, or through the process set out in the Whistleblowing Policy.

2.1.11 Behave in a manner, both within and outside working hours, which would not lead any reasonable person to question your suitability to work with children or to act as a role model for AFS.

2.1.12 Maintain the highest standards of trust, and respect the confidentiality and intellectual-property rights of the school.

2.1.13 Employees who fail to maintain satisfactory standards of conduct may be subject to formal corrective or disciplinary action, in line with school policies and procedures and Bahraini law.

2.2 Line managers (any position with responsibility for others):

2.2.1 Always lead by example and seek to inspire positive behavior from those you are leading.

2.2.2 Never apply pressure to compromise the standards in this Code, or any other school policy or framework in place.

2.2.3 Ensure that you are building a culture of trust, transparency and fairness, where your team feels comfortable and confident to raise concerns and speak openly and honestly.

2.2.4 Take immediate and reasonable action where instances of misconduct or concerns are reported.

2.2.5 Prioritize the welfare and safety of students and staff at all times, without exception.

2.2.6 Escalate issues and concerns to senior management whenever appropriate.

3. Overview

3.1 The Code of Conduct relates to all members of staff and those defined as "workers," including volunteers.

3.2 AFS seeks to provide a safe and supportive environment which secures the well-being and the very best outcomes for the students in its care.

3.3 The Principal and line managers have the responsibility of creating and sustaining an ethical work environment and are expected to lead by example. This Code seeks to ensure that the responsibilities of the school leadership team toward children and staff are discharged by raising awareness of illegal, unsafe, unprofessional and unwise behavior. It should assist staff to monitor their own standards and practice, and reduce the risk of allegations being made against them. It is also recognized that not all people who work with children work as paid or contracted employees; the principles and guidance outlined in this document still apply and should be followed by any person whose work brings them into contact with children. It is the duty and responsibility of every employee of the school to know and understand the provisions of this Code. Bear in mind that, in all aspects, it is important to use your best judgment.

3.4 It must also be recognized that some allegations will be genuine, as there are people who seek out, create or exploit opportunities to harm children. However, allegations may also be false or misplaced, and may arise from differing perceptions of the same event. When they occur, they are inevitably distressing and difficult for all concerned. It is therefore essential that all possible steps are taken to safeguard children and to ensure that the adults working with them do so safely. This Code should clarify what is expected in terms of professional behavior; it gives clear advice about what constitutes illegal behavior and what might be considered misconduct. It also describes safe practice and behaviors that should be avoided.

3.5 This Code reflects recognized guidance on safer working practice for adults who work with children in education settings. Teaching staff employed by AFS are expected to conduct themselves in accordance with the professional standards adopted by the school. [NEEDS AFS INPUT: professional-standards framework AFS adopts — the source policy cited UK teachers'-standards and safer-working-practice documents, which have not been carried over] These standards support the processes for addressing behaviors. If a member of staff does not follow this Code of Conduct, disciplinary procedures may be invoked.

4. Professional and Personal Conduct

4.1 AFS is committed to treating all employees with respect and, in turn, expects the same treatment from all employees — toward the school's assets and property, toward other employees and their property, toward students, parents, suppliers and their property, and toward the public — at all times, without exception.

4.2 It is essential that everyone understands and acknowledges:

4.2.1 The welfare and safety of students is paramount, and staff must act in good faith and in the best interests of the students, parents, employees and the school at all times.

4.2.2 Employees are entirely responsible and accountable for their own actions and behavior, and should not engage in any conduct which would lead any reasonable person to question their motivation and intentions.

4.3 Everyone should act in such a way as to:

4.3.1 Comply with school policies, procedures and guidelines which aim to promote students' education, welfare and protection from harm.

4.3.2 Take all reasonable steps in relation to the care of students under their supervision, so as to ensure their safety and welfare and create an environment in which children can learn, grow and be safe from harm.

4.3.3 Uphold the reputation and standing of the teaching profession, work with colleagues in a context of mutual respect and support, and exercise confidentiality.

4.3.4 Treat each other professionally and with respect. Relationships should be characterized by fairness and openness.

4.3.5 Be polite and respectful toward each other.

4.3.6 Value all contributions, acknowledging difference and working together to build a climate of continuous improvement.

4.3.7 Be vigilant about reporting the conduct of others through the Whistleblowing Policy if it is believed that others' standards fall below our expectations.

4.3.8 Ensure that they are not under the influence of any substance which impairs their fitness to teach, to be responsible for children, or to carry out their required duties, whether in a school or office setting.

4.3.9 Ensure that they are always dressed professionally and appropriately for the activity in which they are engaged (refer to section 18.8 and the Staff Dress Code Policy [NEEDS AFS INPUT: this policy is not in the current AFS policy set — create it or remove this reference]).

4.3.10 Ensure that appropriate language is used with colleagues, students and parents at all times, and that positive and open relationships are developed with parents.

4.3.11 Behave in a manner, both within and outside working hours, which would not lead any reasonable person to question their suitability to work with children or to act as a role model for the school. This includes:

complying with all reasonable instructions provided by the school, the Principal and/or the school leadership team;
treating resources responsibly and, where possible, reducing, reusing and recycling resources;
observing the terms and conditions of the contractual agreement and local regulations, as well as policies, procedures, regulations and any other communications sent by the school;
respecting at all times the health and safety of students, parents, colleagues and third parties, and complying with the Health & Safety Policy and the staff handbook (where available);
maintaining strict confidentiality of information;
furthering the development of professional skills, knowledge and attitudes in themselves.

4.3.12 Failure to maintain satisfactory standards of conduct may result in action being taken under the school's disciplinary procedures.

5. Safeguarding Responsibilities

5.1 Safeguarding and promoting student welfare is a key priority for every member of staff. All staff must be familiar with, and strictly follow, the school's Safeguarding & Child Protection Policy and related safeguarding practices, and must read and confirm their understanding when requested.

5.2 All staff must be aware of their individual responsibility to respond to a safeguarding concern, and all staff must be mindful that failure to respond may be regarded as gross misconduct.

5.3 There are minimum safeguarding-training requirements for all school-based staff [NEEDS AFS INPUT: AFS staff-training provider and the required safeguarding course list]. Please speak to your DSL for more information.

5.4 Concerns about the behavior of another member of staff, or about a student, must be raised immediately with your line manager, or through the steps set out in the Whistleblowing Policy and the school's safeguarding and reporting procedures. Failure to report concerns about a colleague could be regarded as gross misconduct.

5.5 Staff must be aware of their duties under Bahraini law and Ministry of Education requirements with regard to reporting abuse. [NEEDS AFS INPUT: confirm the child-protection reporting framework AFS follows — the source policy cited UK statutory duties, which have not been carried over] Your DSL will advise on which cases should be referred to the authorities.

5.6 In line with our mandatory reporting culture, staff must report immediately to the Designated Safeguarding Lead (DSL) any concerns regarding policies, procedures and processes related to safeguarding and child protection. [NEEDS AFS INPUT: name and contact details of AFS's designated safeguarding lead and deputy]

5.7 While in school, for safeguarding purposes, all employees must wear an identity badge or lanyard at all times, and must apply the standards of professional conduct set out in section 4 in every interaction with students, parents and colleagues.

5.8 While out of school, all staff are expected to act in accordance with this Code of Conduct in all aspects of their life, and not just when they are in school.

6. Misconduct

6.1 The Code of Conduct guides and supports employees acting in good faith. If, in your decisions, actions or behavior, you willfully fail to comply with the standards outlined in the Code of Conduct or the policies referred to within it, you will be guilty of misconduct and are likely to face disciplinary action, up to and including dismissal.

6.2 Repetitive instances of misconduct — such as unsatisfactory performance of duties, unauthorized absence, unsatisfactory timekeeping, unacceptable levels of public disparagement of the school, or doing anything that brings the school into disrepute or that prejudices the fundamental interests of the school — may result in dismissal following a series of formal warnings. Serious misconduct — such as threatening or violent behavior, sexual harassment, attending work under the influence of alcohol or drugs, failing to respond to a safeguarding concern, or committing a criminal offense, whether committed at work or not — may result in immediate dismissal.

6.3 The following are examples of matters that will normally be regarded as misconduct and will be dealt with as a disciplinary matter. Occasionally these will be set out in more detail in school policies. Repetitive instances of misconduct may result in more serious consequences, including being classified as gross misconduct (see section 7). This list is not exhaustive. [NEEDS AFS INPUT: Bahrain employment counsel must review the misconduct and gross-misconduct definitions and example lists in sections 6 and 7 against the Bahrain Labour Law and AFS employment contracts before adoption]

6.3.1 Breaches of school policies, including but not limited to: sickness-absence rules [NEEDS AFS INPUT: AFS equivalent policy — Sickness Absence]; ICT and communications-systems rules [NEEDS AFS INPUT: AFS equivalent policy — ICT Acceptable Use for Staff]; social-media expectations (see section 11) [NEEDS AFS INPUT: AFS equivalent policy — Social Media]; the Educational Equal Opportunities Policy; the Behavior, Rewards & Sanctions Policy; and the Health & Safety Policy.

6.3.2 Damage to, or unauthorized use of, property.

6.3.3 Poor timekeeping.

6.3.4 Time wasting.

6.3.5 Failure to follow instructions, or demonstrating any other lack of respect for line management.

6.3.6 Excessive personal email or internet usage outside the school's communications expectations.

6.3.7 Minor bad language or other minor offensive behaviors.

6.3.8 Negligence in the performance of contractual duties.

6.3.9 Smoking on school premises.

6.3.10 Being an accessory to a disciplinary offense committed by another employee.

6.3.11 Neglect of health (failure to follow any instruction from an appointed medical officer, or conduct while absent from work on account of illness that hinders a return to work).

6.3.12 Failure to disclose any criminal proceedings against you, or any criminal offense that is relevant to the nature of employment at the school.

6.3.13 Arriving for work smelling of alcohol.

7. Gross Misconduct

7.1 Gross misconduct is a serious breach of contract and includes misconduct which, in the school's opinion, is likely to prejudice the school or irreparably damage the working relationship and trust between employee and employer.

7.2 Gross misconduct will be dealt with under disciplinary procedures and will normally lead to dismissal without notice, or with pay in lieu of notice.

7.3 The following are examples of matters that are normally regarded as gross misconduct and may result in disciplinary action up to and including summary dismissal. This list is not exhaustive and is subject to the legal review flagged in 6.3.

Regular and repetitive examples of misconduct.
Theft or unauthorized removal of school property or the property of any other person, or incitement to steal.
Fraud, forgery or other dishonesty, including fabrication of expense claims and/or timesheets.
Gross failure or refusal to follow reasonable and lawful instructions.
Gross insubordination, including refusal to take part in a grievance or disciplinary investigation procedure.
Deliberate mutilation or destruction of official documents.
The initiation of, or participation in, any inappropriate verbal or physical conduct with a child.
Actual or threatened violence, or behavior which provokes violence.
Deliberate damage to buildings, fittings, property or equipment, or the property of any other person.
Deliberately accessing internet sites containing pornographic, offensive or obscene material.
Serious or persistent insubordination and/or refusal to follow management instructions.
Bringing the school into serious disrepute.
Being under the influence of alcohol, illegal drugs or other substances while working.
Loss, damage or injury resulting from serious negligence.
Serious breach of health-and-safety rules.
Unauthorized use or disclosure of confidential information (other than in accordance with the Whistleblowing Policy), or failure to ensure that confidential information in your possession is kept secure.
Acceptance of bribes or other secret payments.
Using, or attempting to use, an official position for personal or another person's private advantage.
Committing a criminal offense that, in the opinion of the school, may affect its reputation or its relationships with its employees, parents, students or the public, or that otherwise affects your suitability to continue to work for the school.
Possession, use, supply or attempted supply of illegal drugs.
Serious neglect of duties, or a serious or deliberate breach of contract or operating procedures, or a knowing breach of statutory rules affecting work.
Unauthorized use, processing or disclosure of personal data contrary to the school's data-protection obligations under the PDPL (Law No. 30 of 2018) [NEEDS AFS INPUT: AFS equivalent policy — a Data Protection Policy is not in the current AFS policy set].
Harassment of, or unlawful discrimination against, employees, contractors, parents, students or members of the public. [NEEDS AFS INPUT: protected-grounds list — the source policy carried a UK statutory list of protected characteristics; Bahrain employment counsel must confirm the grounds that apply]
Giving false information as to qualifications or entitlement to work (including immigration status).
Disclosing false or misleading information under the Whistleblowing Policy maliciously, for personal gain or advantage, or otherwise in bad faith.
Victimizing or harassing a colleague who has raised concerns, made a complaint, or given evidence or information under the Whistleblowing Policy or related HR procedures [NEEDS AFS INPUT: AFS equivalent policies — anti-harassment/bullying, grievance and disciplinary policies are not in the current AFS policy set].
Serious misuse of any information-technology systems (including misuse of developed or licensed software, use of unauthorized software, and misuse of email and the internet) contrary to the school's ICT acceptable-use expectations [NEEDS AFS INPUT: AFS equivalent policy — ICT Acceptable Use for Staff].
Serious misuse of social media contrary to section 11 of this Code.
Undertaking unauthorized paid or unpaid employment during your working hours.
Any breach of the laws of the Kingdom of Bahrain.

8. Specific Guidance for Engaging with Students

8.1 Working in a school means that most roles involve regular interaction with children. This Code sets out specific expectations, but everyone who comes into contact with any of our students is expected to understand:

8.1.1 The welfare and safety of children is paramount, and all children have the right to be protected from harm in a safe environment.

8.1.2 Every child is entitled to an enriching and stretching education that equips them for the future.

8.1.3 Every adult who joins Al Fajer Private School makes a commitment to protecting the children with whom they work.

8.1.4 No action may ever be taken which is not in the best interests of the children.

8.2 Some examples of the standards expected from every single employee include:

8.2.1 Always follow safe practice when working alone with students, as defined by the school.

8.2.2 Avoid communicating with minors outside your professional role, including on WhatsApp groups and other social-media platforms.

8.2.3 Follow the school's safeguarding and social-media guidance with regard to students.

8.2.4 Demonstrate consistently high standards of personal and professional conduct both inside and outside of work, as we are all role models to our students.

9. Technology and Information

9.1 Ensuring the security, integrity and confidentiality of information — while protecting all stakeholders of Al Fajer Private School, especially our children, staff and parents who interact with or through technology — is a top priority. This concern is heightened by the various technological resources provided to employees to support effective communication and excellent educational outcomes for children. It also includes safeguarding data and intellectual property, ensuring technology is used professionally, safely and for legitimate school purposes, and taking appropriate preventative measures to minimize all risks associated with having technology and information central to our organization.

9.2 A number of technology policies and expectations govern the proper and effective relationship between staff and technology. All staff are expected to follow these at all times, with special reference to the Online Safety Policy and the BYOD Policy, and to the school's ICT acceptable-use and information-security requirements [NEEDS AFS INPUT: AFS equivalent policies — ICT Acceptable Use for Staff and Information Security are not in the current AFS policy set].

10. Confidential Information and Intellectual Property

10.1 We are committed to upholding the highest standards of confidentiality and to safeguarding the integrity of our intellectual property. As part of our professional and legal duties, all employees, contractors and affiliates must understand their responsibilities in managing sensitive information and in creating and protecting the school's intellectual assets. All student, parent and employee information that is not publicly available should be regarded as confidential and must not be disclosed to third parties without a lawful reason. All lesson plans, teaching aids, textbooks, syllabi, worksheets, presentations, formative and summative assessments, learning resources, review materials, flashcards, lecture notes, videos, logos, interactive games, UI/UX designs, websites, curricula, and any other learning materials produced by AFS and/or its staff from time to time (collectively, the "Learning Materials") are considered confidential information and the intellectual property of the school. Any individual handling the school's confidential information, or involved in creating or using the school's intellectual property, must read and adhere to the school's confidentiality and intellectual-property requirements [NEEDS AFS INPUT: AFS equivalent policy — Confidentiality and Intellectual Property], which aim to ensure that proprietary information, trade secrets, client data and creative outputs are kept secure and used appropriately, in line with school values and applicable laws.

10.2 Disclosure or misuse of confidential information and/or school proprietary information will result in disciplinary action, which may include dismissal.

11. Social Media

11.1 It is essential to be aware that any action you take on social media, whether on a professional or a personal account, could be observed by colleagues, business partners, suppliers, parents or prospective parents. Therefore, even if you are using a personal account, your online activity might influence how AFS is perceived, either positively or negatively. It is crucial to review all posts for accuracy and to consider the possible consequences before posting, sharing, commenting or liking. Your behavior on social media affects the school and the workplace environment.

11.2 The school's social-media expectations apply to all activity, regardless of whether it occurs on a personal account, subject to applicable laws. [NEEDS AFS INPUT: AFS equivalent policy — a Social Media Policy is not in the current AFS policy set]

11.3 Staff must never engage students of the school in private one-to-one conversations online (including in child or parent messaging groups, e.g. WhatsApp) or on social media. Doing so may be considered gross misconduct.

11.4 Your DSL will be able to give you advice on how to engage appropriately with students online; this advice can also be found in the school's safeguarding guidance.

12. Anti-Bribery and Corruption

12.1 The school is dedicated to upholding the highest legal, ethical and moral standards throughout the organization. It is also committed to preventing, deterring and detecting fraud, bribery and all other corrupt business practices, and to collaborating with other organizations to reduce opportunities for fraud.

12.2 All forms of bribery and corruption are strictly prohibited. We will not tolerate any act of bribery or corruption. Any breach of this policy or of local law could result in disciplinary action being taken, and may ultimately result in dismissal. All staff are expected to follow the school's anti-bribery and corruption requirements [NEEDS AFS INPUT: AFS equivalent policy — Anti-Bribery and Corruption].

12.3 The school's fraud requirements [NEEDS AFS INPUT: AFS equivalent policy — Fraud] define the school's approach and position on fraud and aim to show internal and external stakeholders that fraud is handled appropriately. They also outline individuals' responsibilities in preventing fraud.

13. Anti-Financial Crime

The school aims to detect, prevent, and never facilitate, money laundering or terrorism financing. AFS is committed to ensuring that it identifies, manages and mitigates the risk of unwittingly becoming associated with money-laundering or terrorism-financing activities. Employees should make themselves aware of the school's anti-money-laundering and counter-terrorism-financing requirements [NEEDS AFS INPUT: AFS equivalent policy — anti-money-laundering / financial-crime compliance], which seek to ensure compliance with all relevant legal and regulatory obligations and to minimize the risk of reputational damage to the school.

14. Conflicts of Interest

14.1 A conflict of interest is any activity that conflicts with, or opposes, the school's best interests, or that appears to involve impropriety or divided loyalty. You must not put yourself in a situation where you could benefit personally, or be seen to benefit, from actions or decisions made in your official role as an employee. This includes any perceived or real benefit. Any potential conflict of interest should be reported to your manager as soon as possible. Failing to do so could lead to disciplinary or corrective measures.

14.2 Some examples of conflicts (or perceived conflicts) between personal interests and school responsibilities are:

employees who have access to family or student databases updating their own records or those of close relatives;
liaising with a supplier who employs a close relative of yours;
being contracted to provide services for a parent outside of your paid employment at the school;
creating work that requires travel in order to provide chances to visit friends;
participating in an interview panel when a relationship exists with one of the applicants;
participating in a procurement process where a relationship exists with one of the suppliers.

14.3 If you are unsure whether a conflict of interest exists, please speak in the first instance to your manager or to the staff member responsible for human resources [NEEDS AFS INPUT: AFS HR structure — role and contact].

15. Workplace Relationships

15.1 Personal and family relationships in the workplace may cause an actual or perceived conflict of interest, especially when one person in the relationship can make or influence employment decisions about the other, such as a relationship between a manager and a direct report. If you are in a personal relationship with a colleague, line manager, or any other person working for or with AFS, this should be reported to a senior manager (if appropriate) or to HR.

15.2 If a personal relationship at work might cause, or be seen to cause, a conflict of interest, you should first discuss this with your line manager to try to resolve any potential issue in a reasonable and proportionate manner. The line manager should then seek advice from senior management or HR if necessary. If you are uncomfortable discussing this with your line manager, you can report it directly to HR.

15.3 Where a previous relationship causes an adverse effect, or a conflict occurs, this should also be disclosed in the same way. If there is any doubt, advice can be sought from your line manager or HR. Conflicts may arise in the following cases:

line-management activity;
recruitment, promotion or selection processes, including tutoring, mentoring and coaching;
decisions relating to disciplinary, unsatisfactory-performance or complaint/grievance procedures;
decisions relating to pay or remuneration, including overtime;
decisions regarding access to training or continuing professional development (CPD);
any decisions that may lead to perceptions of unfairness by those involved in the relationship or by others.

15.4 If you find yourself in a situation where you might influence an outcome involving someone you have a personal relationship with, it is your responsibility to make this clear; failing to do so could result in disciplinary action.

16. Definitions

16.1 References to "child" and "children" refer to children and young people under the age of 18 years. Every student at Al Fajer Private School (KG1 – Grade 6, approximately ages 3–12) is a child for the purposes of this policy.

16.2 References to adults and staff refer to all those who work with students in an educational establishment, in either a paid or an unpaid capacity. This also includes, for example, those who are not directly employed by the school, e.g. sports coaches.

16.3 The term "allegation" means a claim that a person who works with children has:

16.3.1 behaved in a way that has harmed a child, or may have harmed a child;

16.3.2 possibly committed a criminal offense against, or related to, a child; or

16.3.3 behaved toward a child or children in a way that indicates they may pose a risk of harm to children.

17. Core Principles

17.1 The welfare of students is paramount.

17.2 Staff have a responsibility for their own actions and behavior, and should avoid any conduct which would lead any reasonable person to question their motivation and intentions, at all times while employed by AFS or representing it as a volunteer.

17.3 Staff are also responsible for the relatives or friends they have invited to attend school events, or whom they are hosting on school premises at any time. In these circumstances staff should exercise their professional judgment when considering whom they invite, and know that they are responsible for their guests, and their guests' behavior, during their visit.

17.4 Staff should behave and dress appropriately at all times.

17.5 Staff should work, and be seen to work, in an open and transparent way.

17.6 Staff should not consume, or be under the influence of, alcohol or any substance, including prescribed medication, which may affect their ability to care for children.

17.7 Staff should acknowledge that deliberately invented or malicious allegations are extremely rare, and that all concerns should be reported and recorded.

17.8 Staff have a duty to consider and act on any concerns for the welfare of any fellow member of staff or volunteer.

17.9 Staff should discuss with, and/or take advice promptly from, their line manager or another senior member of staff over any incident which may give rise to concern.

17.10 Staff should apply the same professional standards to everyone, in keeping with the school's Educational Equal Opportunities Policy, regardless of background. [NEEDS AFS INPUT: protected-grounds list — the source policy enumerated UK-law grounds; the list must be confirmed with counsel and aligned with the Educational Equal Opportunities Policy]

17.11 All staff should know the name of their Designated Safeguarding Lead (DSL), be familiar with the school's safeguarding arrangements, and understand their responsibilities to safeguard and protect students and promote their welfare.

17.12 Staff should be aware that breaches of the law and of professional standards could result in disciplinary action, criminal proceedings and/or referral to the relevant Bahraini authorities, and may affect their future ability to work with children. [NEEDS AFS INPUT: confirm the referral/professional-sanctions regime that applies to school staff in Bahrain — the source policy cited UK barring and teacher-regulation bodies, which have not been carried over]

17.13 Staff and managers should continually monitor and review practice to ensure this guidance is followed.

17.14 Staff should be aware of, and understand, the school's Safeguarding & Child Protection Policy, the arrangements for managing allegations against staff, this Code, and the Whistleblowing Policy.

18. Safe Working Practices for the Protection of Students and Staff at AFS

The source presented this section as a two-column table ("safe working practice" / "what this means"). It is presented here as numbered subsections: each explains the principle and then what it means in practice at AFS.

18.1 Introduction

Adults have a crucial role to play in the lives of children. This guidance has been produced to help all staff establish the safest possible learning and working environments. The aims are to safeguard young children and to reduce the risk of staff being falsely accused of improper or unprofessional conduct. This guidance is not a statute; it informs safe practice, and it may be used as a reference by managers when responding to allegations made against staff.

This means that these guidelines apply to all adults working in the school — including in Kindergarten (KG1–KG3) settings — whatever their position, roles or responsibilities.

18.2 Duty of Care

Teachers and other staff are accountable for the way in which they exercise authority, manage risk, use resources, and safeguard children.

All staff have a responsibility to keep students safe and to protect them from abuse (sexual, physical and emotional), neglect and safeguarding concerns. Students have a right to be safe and to be treated with respect and dignity. It follows that trusted adults are expected to take reasonable steps to ensure students' safety and well-being. Failure to do so may be regarded as professional misconduct.

The safeguarding culture of a school is, in part, exercised through the development of respectful, caring and professional relationships between adults and students, and through behavior by the adult that demonstrates integrity, maturity and good judgment. When individuals accept a role working in an education setting, they should understand and acknowledge the responsibilities and trust involved in that role. Employers have duties toward their employees and others under health-and-safety obligations, which require them to take steps to provide a safe working environment for staff. Employees likewise have a duty to take care of themselves and anyone else who may be affected by their actions or failings. An employer's health-and-safety duties and the adult's responsibilities toward children should not conflict. Safe practice can be demonstrated through the use and implementation of these guidelines.

If a member of staff wants to invite a visiting speaker or another adult to speak to any student or group of students, either on or off school premises, they must follow the Visiting Speaker Policy: the Principal and the DSL must be informed about, and approve, any visiting speaker in advance.

This means that AFS staff should:

understand the responsibilities which are part of their employment or role, and be aware that sanctions will be applied if these provisions are breached;
always act, and be seen to act, in the child's best interests;
avoid any conduct which would lead any reasonable person to question their motivation and intentions;
take responsibility for their own actions and behavior.

This means that AFS will:

promote a culture of openness and support;
ensure that safeguarding procedures are in place and reviewed;
ensure that systems are in place for concerns to be raised;
ensure that staff are not placed in situations which render them particularly vulnerable;
ensure that appropriate safeguarding and child-protection policies and procedures are distributed, adopted, implemented and monitored.

18.3 Exercise of Professional Judgment

This guidance cannot provide a complete checklist of what is, or is not, appropriate behavior for staff. It does highlight, however, behavior that is illegal, inappropriate or inadvisable. There will be occasions and circumstances in which staff have to make decisions or take action in the best interests of the students which could contravene this guidance, or where no guidance exists. Individuals are expected to make judgments about their behavior in order to secure the best interests and welfare of the children in their charge and, in so doing, will be judged to be acting reasonably. These judgments should always be recorded and shared with the employee's line manager.

Adults should also consider whether their actions are warranted, proportionate, safe and applied equitably.

This means that, where no specific guidance exists, staff should:

discuss the circumstances that informed their action, or their proposed action, with a senior colleague — this will help ensure that the safest practices are employed and reduce the risk of actions being misinterpreted;
always discuss any misunderstanding, accident or threat with a senior leader;
always record discussions and actions taken, with their justifications;
record any areas of disagreement, always make the DSL aware and, if necessary, refer the matter to the DSL, another agency or the relevant authority.

18.4 Power and Positions of Trust

All adults working with students in education settings are in positions of trust in relation to the children in their care. The relationship between a person working with a child and that child is one in which the adult has a position of power or influence. It is vital for adults to understand this power, to recognize that the relationship cannot be one between equals, and to exercise the responsibility that this entails.

There is potential for exploitation and harm; staff have a responsibility to ensure that an unequal balance of power is never used for personal advantage or gratification.

Staff should always maintain appropriate professionalism and, wherever possible, avoid behavior which might be misinterpreted by others, and report and record any incident with this potential.

All AFS students are young children. Any sexual activity by an adult with, or in the presence of, a child is a crime and will be reported to the Bahraini authorities. Any attempt by a member of staff to use a position of trust to develop an inappropriate relationship with a child — whether a student of AFS or of any other school — is gross misconduct, brings the school into disrepute, and gives rise to concern that the staff member cannot be trusted to maintain professional boundaries with students.

This means that AFS staff should not:

use their position to gain access to information for their own advantage and/or to a student's or family's detriment;
use their power to intimidate, threaten, coerce or undermine students;
use their status and standing to form or promote any inappropriate relationship with a child.

18.5 Confidentiality

The storing and processing of personal information is treated very carefully and is governed by Bahrain's Personal Data Protection Law (PDPL, Law No. 30 of 2018). [NEEDS AFS INPUT: confirm with legal counsel that the PDPL is the data-protection basis governing AFS — the source policy reflected UK data-protection law, which has not been carried over] The school will provide clear advice to staff about their responsibilities when considering sharing confidential information.

Staff may have access to sensitive personal data about students and their families, which must be kept confidential at all times and only shared when legally permissible to do so and in the interest of the child. Records should only be shared with those who have a legitimate professional need to see them.

Staff should never use confidential or personal information about a student or their family for their own, or others', advantage (including that of partners, friends, relatives or other organizations). Information must never be used to intimidate, humiliate or embarrass the child. Confidential information should never be used casually in conversation or shared with any person other than on a need-to-know basis. In circumstances where the student's identity does not need to be disclosed, the information should be used anonymously.

There are some circumstances in which a member of staff may be expected to share information about a student, for example when abuse is alleged or suspected. In such cases, individuals have a responsibility to pass information on without delay, but only to those with designated safeguarding responsibilities or to the statutory authorities.

If a child — or their parent/guardian — makes a disclosure regarding abuse or neglect, the member of staff should follow the school's procedures. The adult should not promise confidentiality to a child or parent, but should give reassurance that the information will be treated sensitively.

If a member of staff is in any doubt about whether to share information or keep it confidential, they should seek guidance from the Designated Safeguarding Lead. Any media or legal inquiries should be passed to a member of the school leadership team without delay.

Additionally, concerns and allegations about adults should be treated as confidential and shared only with those who need to know.

This means that AFS will ensure that all staff who need to share sensitive personal data are aware that safeguarding children and individuals at risk allows practitioners to share information without consent: if it is not possible to gain consent, if it cannot reasonably be expected that a practitioner gains consent, or if gaining consent would place a child at risk.

This means that AFS staff:

need to know the name of their Designated Safeguarding Lead (DSL), and be familiar with the child-protection procedures and guidance described in the Safeguarding & Child Protection Policy and other related school policies;
are expected to treat information they receive about students in a discreet and confidential manner;
should seek advice from the DSL or the Principal if they are in any doubt about sharing information they hold or which has been requested of them;
need to be clear about when information can or must be shared, and in what circumstances;
need to know the procedures for responding to allegations against staff, and to whom any concerns or allegations should be reported;
need to ensure that, where personal information is recorded using modern technologies, systems and devices are kept secure.

The DSL is the first point of contact if staff have concerns about sharing confidential information. If the DSL is not available, staff should refer to the Principal.

18.6 Propriety and Behavior

All staff have a responsibility to maintain public confidence in their ability to safeguard the welfare and best interests of students. They should adopt high standards of personal conduct in order to maintain the confidence and respect of their peers, students, the public in general, and their colleagues.

An individual's behavior, either in or out of the workplace, should not compromise their position within the work setting, so it is important to exercise due care and attention when outside the school environment. Staff responsibilities for guests they invite to school events are set out in 17.3.

Membership of organizations whose goals are in conflict with the values and equal-opportunities commitments of the school is not acceptable.

There may be times when an individual's actions in their personal life come under scrutiny from the community, the media or the public authorities, including with regard to their own children, or children or adults in the community. Staff should be aware that their behavior, either in or out of the workplace, could compromise their position within the work setting in relation to the protection of children, cause a loss of trust and confidence, or bring the employer into disrepute. Such behavior may also result in referral to the relevant Bahraini authorities and may affect the staff member's future employment in education.

AFS expects staff to disclose any relationship or association (in the real world or online) that may have implications for the school's ability to safeguard students. This applies to all staff. [NEEDS AFS INPUT: AFS safer-recruitment and ongoing suitability-check regime — the source policy relied on UK disqualification regulations, which have not been carried over]

This means that AFS staff should not:

behave in a manner which would lead any reasonable person to question their suitability to work with students or to act as a role model;
make, or encourage others to make, sexual remarks to, or about, a student;
make inappropriate remarks to a student (including by email, text message, phone or letter);
use inappropriate language to, or in the presence of, students;
discuss their personal relationships with, or in the presence of, students;
make, or encourage others to make, unprofessional personal comments which scapegoat, demean or humiliate, or which might be interpreted as such (face to face, written, or in any electronic format).

This means that AFS staff must:

be aware that their behavior in their personal lives may impact upon their work with students;
inform the Principal of any cautions, convictions or relevant orders accrued during their employment, and/or if they are charged with a criminal offense;
be aware that behavior by themselves, by those with whom they have a relationship or association, or by others in their personal lives, may impact on their work with children;
on school trips, or on other occasions when students are under their supervision, ensure that there are sufficient suitable staff available and able to respond appropriately to any emergency that might occur.

This means that AFS will:

have a clear expectation that staff will discuss with their manager any relationship or association (in or out of school, or online) that may have implications for the safeguarding of children in school;
create a culture where staff feel able to raise these issues;
safeguard employees' welfare and contribute to its duty of care toward staff, identifying whether arrangements are needed to support them;
consider whether measures need to be put in place to safeguard children (e.g. arrangements to stop or restrict a person coming into school where a potential risk to children has been identified).

18.7 Use of Alcohol, Medication and Smoking

At AFS, we are committed to providing a safe, healthy and productive working environment for both students and staff, free from alcohol and drug misuse.

It is unacceptable for staff to be under the influence of alcohol or drugs while discharging their duties and working in the presence of children.

All staff and volunteers, while discharging their duties for and on behalf of AFS, must not be under the influence of alcohol or any other substance which may affect their ability to care for, or respond to the needs of, children. If staff are taking any medication which may affect their ability to care for children, they must seek medical advice. The school must ensure that staff and volunteers only work directly with children if medical advice confirms that the medication is unlikely to impair that member of staff's or volunteer's ability to care for and respond to the needs of children. Staff medication on school premises must be stored securely and out of reach of children at all times. Any staff carrying out school business away from school premises must ensure that any medication they need to have with them is safely secured and out of the reach of children at all times.

In order to execute our duty of care to our students, the school reserves the right to conduct searches for alcohol or drugs on any school premises, including, but not limited to, searches of lockers, desks, cars, filing cabinets, bags and clothing. Any search will be conducted with at least two members of the school leadership team present. Any alcohol or drugs found as a result of a search will be confiscated, and action may be taken under the school's disciplinary procedures.

In cases where there is reasonable cause to suspect that a member of staff's performance is impaired as the result of drug or alcohol misuse, they will be asked to participate in a medically supervised screening arranged by the school [NEEDS AFS INPUT: AFS occupational-health/medical arrangements for staff screening]. If any member of staff arrives at work and is reasonably believed to be under the influence of alcohol or drugs, the matter shall immediately be reported to the Principal and the staff member responsible for human resources [NEEDS AFS INPUT: AFS HR structure] so that an investigation can be undertaken. All matters of alcohol or drug misuse shall be dealt with in line with the school's disciplinary procedures.

If any member of staff notices a change in a colleague's pattern of behavior, they should seek immediate assistance and advice through their line manager, the DSL or HR. No member of staff should attempt to cover up for a colleague whose work or behavior is suffering as a result of an alcohol- or drug-related problem.

AFS is a completely non-smoking site. No member of staff is permitted to smoke on the school premises, or in close enough proximity to be within view of parents and/or students.

Smoking constitutes a fire hazard and can be unpleasant and dangerous for the smoker and colleagues. Smoking on the premises (in any form, including the smoking of e-cigarettes) is against this Code of Conduct, and an offender will be subject to disciplinary procedures.

Employees discovered smoking in an area where there is a particular fire risk will be liable to dismissal without notice.

This means that AFS staff and volunteers should:

inform the school if they need to take any medication which may affect their ability to care for children;
store any medication safely and out of the reach of children;
on school trips, or on other occasions when students are under their supervision, ensure that there are sufficient members of staff available and able to respond appropriately to any emergency that might occur;
not smoke on the school premises;
not smoke in proximity to the school, for example near gates or other areas associated with the school;
not smoke while wearing anything that identifies them as a member of AFS staff, e.g. an identification badge or clothing with the school logo.

This means that AFS must ensure that staff and volunteers only work in the presence of children if any medication they are taking does not impair their ability to care for children.

18.8 Dress and Appearance

General expectation and rationale. All staff should wear business-like attire in keeping with Bahrain Ministry of Education and Education & Training Quality Authority (BQA) expectations, and with the school's own requirements.

All AFS staff are expected to dress in a manner appropriate to an educational environment and to their professional role. Staff dress and appearance should be neat and should also be modest, taking into account local Islamic sensibilities and culture. Tattoos and other body markings should not be visible. Makeup and jewelry should be discreet and unobtrusive. Hairstyles and colors should not be extreme. Ear piercings are acceptable, but other facial piercings are not.

Staff dress code. All staff (teaching and non-teaching) are required to dress smartly and to set a very high standard of personal appearance while at school, so that an appropriate business-like and professional working environment is maintained. We are judged by how we look, and it is essential that we convey the correct message to both students and parents.

Dress code for staff is a matter of some sensitivity and relies on personal judgment. Please remember:

that we need to appear professional and business-like at all times;
that we meet parents from a diverse range of backgrounds, who should not be offended or uncomfortable in our presence;
that we are role models for the students;
that the staff dress code is required for all parent evenings and school events;
that the school feels strongly that this is a reasonable and appropriate set of expectations for a professional body.

Female staff:

smart knee-length skirt and a smart top;
smart pants and top (no leggings, jeans, denim, corduroys, cargo/combat pants or shorts);
smart dress (no see-through fabrics or tight-fitting clothing);
clean formal shoes (no casual sandals, beach shoes, flip-flops or athletic shoes); smart open shoes are acceptable;
PE staff should wear good-quality sportswear, including a collared sports shirt and athletic shoes, during a normal teaching day;
smart tops should be tailored and modest, cover the shoulders, and — even if sleeveless — not be strappy and not expose bare midriffs or cleavage, taking into account local Islamic culture;
a good rule to remember: "If you can see up it, down it or through it, then it is inappropriate."

Male staff:

smart formal pants (no jeans, corduroys, denim, cargo/combat pants or shorts);
smart formal collared shirt and tie (the top button of the shirt must be done up at all times);
clean formal leather shoes (no sandals, beach shoes, flip-flops or athletic shoes);
clean-shaven every day, or a well-maintained, trimmed mustache or beard;
PE staff should wear good-quality sportswear, including a collared sports shirt and athletic shoes, during a normal teaching day; school-issued attire must be worn where provided [NEEDS AFS INPUT: AFS staff dress code and any school-issued PE attire];
PE staff must not wear shorts when teaching a formal academic lesson.

Staff should ensure they are dressed decently, safely and appropriately for the tasks they undertake. Those who dress or appear in a manner which could be considered inappropriate could render themselves vulnerable to criticism or allegation. Appropriate personal presentation is expected of staff.

This means that staff should ensure their appearance and clothing:

promotes a positive and professional image;
is appropriate to their role;
is not likely to be viewed as offensive, revealing or sexually provocative;
does not distract, cause embarrassment or give rise to misunderstanding;
is absent of any political or otherwise contentious slogans;
is not considered to be discriminatory;
is compliant with professional standards.

18.9 Gifts

Staff need to take care that they do not accept any gift that might be construed as a bribe by others, or lead the giver to expect preferential treatment.

Similarly, it is inadvisable to give personal gifts to students or their families. This could be interpreted as a gesture either to bribe or to groom. It might also be perceived that a "favor" of some kind is expected in return.

There are occasions when students or parents wish to pass small tokens of appreciation to staff — for example on festive occasions or at the end of the school year — and this is usually acceptable. However, it is unacceptable to receive gifts on a regular basis or of any significant value. Any member of staff concerned about whether they or their colleagues may be at risk of giving or receiving a bribe (financial or otherwise) should contact the staff member responsible for human resources [NEEDS AFS INPUT: AFS HR structure].

Members of staff may not give personal gifts to students. It is acceptable for staff to offer prizes of small value for certain tasks or competitions.

Any reward given to a student should be in accordance with agreed practice, consistent with the school's Behavior, Rewards & Sanctions Policy, recorded, and not based on favoritism.

Adults should exercise care when selecting children for specific activities, jobs or privileges, in order to avoid perceptions of favoritism or injustice. Similar care should be exercised when students are excluded from an activity. Methods of selection and exclusion should always be subject to clear, fair, agreed criteria.

This means that staff should:

be aware of and understand the school's relevant policies;
ensure that gifts received or given in situations which may be misconstrued are declared;
ensure that gifts of significant value are declared;
generally, only give gifts to an individual child as part of an agreed reward system;
where giving gifts other than as above, ensure that these are of insignificant value and given to all students equally;
ensure that all selection processes for students are fair, and that these are undertaken and agreed by more than one member of staff;
ensure that they do not behave in a manner which is either favorable or unfavorable to individual students;
where giving gifts other than as above, ensure that this is done with the full knowledge of their line manager.

18.10 Professional Boundaries and Student Attachments

This subsection has been reframed for a primary-age school: the source addressed adolescent infatuations, which do not apply to a KG1 – Grade 6 community; the underlying child-protection principle is retained.

AFS students are young children, and it is natural for young children to form strong attachments to the trusted adults who care for them. Occasionally a child's attachment to a member of staff — or a staff member's rapport with a particular child — may become excessive or exclusive, or could be misread by others. Staff should be aware that such situations carry a risk of words or actions being misinterpreted and of allegations being made.

Staff must keep every relationship with a child warm and caring but professional: they must never encourage dependency, favoritism or an exclusive attachment, and must never seek emotional gratification from a child's attachment to them.

A member of staff who becomes aware that a child's attachment to them, or to a colleague, is becoming a concern — however small or seemingly insignificant the sign — should discuss it at the earliest opportunity with a senior colleague so that appropriate, early action can be taken. In this way, steps can be taken sensitively and without hurt, embarrassment or distress for anyone concerned.

The Principal (or senior manager) should inform the DSL, give careful thought to whether the staff member, the child and the child's parents should be spoken to, and ensure that a plan to manage the situation is put in place where needed. This plan should respond sensitively to the child and the staff member, maintain the dignity of all, involve all parties, be robust, and be regularly monitored and reviewed.

This means that staff should:

report any indication that a child's attachment to a member of staff is becoming excessive, exclusive or open to misinterpretation;
always maintain professional boundaries;
be vigilant in maintaining their privacy and mindful of the need to avoid placing themselves in vulnerable situations.

This means that senior managers should inform the DSL and put action plans in place where concerns are brought to their attention, as appropriate.

18.11 Communication with Students (Including the Use of Technology)

In order to make best use of the many educational and social benefits of new and emerging technologies, students need opportunities to use and explore the digital world. Online risks are posed more by behaviors and values than by the technology itself.

Staff should ensure that they establish safe and responsible online behaviors, working to the school's expectations and the Online Safety Policy, which detail how new and emerging technologies may be used.

Adults should be circumspect in their communications with children, so as to avoid any possible misinterpretation of their motives or any behavior which could be construed as grooming.

Communication with children, both in the "real" world and through web-based and telecommunication interactions, should take place within explicit professional boundaries. This includes the use of computers, tablets, phones, texts, emails, instant messages, social media, chat rooms, forums, blogs, websites, gaming sites, digital cameras, videos, webcams and other handheld devices. (Given the ever-changing world of technology, this list gives examples only and is not exhaustive.)

Staff should not request, nor respond to, any personal information from a child other than that which may be necessary in their professional role. They should ensure that their communications are open and transparent, and avoid any communication which could be interpreted as grooming behavior.

Staff should not give their personal contact details to children — for example email address, home or cell-phone numbers, or details of web-based identities. If children locate these by any other means and attempt to contact or correspond with the staff member, the adult should not respond and must report the matter to their manager. The child should be gently but firmly informed that this is not acceptable.

Staff should, in any communication with children, also follow the guidance in 18.6 (Propriety and Behavior).

Staff should adhere to school policies, including those regarding communication with parents and guardians and the information they share when using the internet.

Former AFS students are still children after they leave the school (AFS students complete Grade 6 at around age 12). The same professional boundaries therefore continue to apply: staff should not communicate with former students who are minors except through school-approved channels with parental consent, and should be conscious that former students may be in contact with current students.

Be aware that actions that bring the school into disrepute could lead to disciplinary procedures being taken.

This means that AFS staff should:

not give out their personal details, except where it has been specifically agreed with the Principal and DSL that they can do so;
communicate with students in an appropriate and professional manner, making sure that parents have given permission for the form of communication used;
only make contact with students for professional reasons;
use only equipment and internet services provided by the school;
follow the Use of Mobile Phone Policy regarding personal devices and mobile data on school premises;
not have images of students stored on personal cameras, devices or home computers;
not make images of students available on the internet, other than through the school network/website, and only with permission from parents and senior staff;
exercise particular caution in any contact with former students, as a professional relationship remains and there may be contact with current students;
not seek to communicate with, make contact with, or respond to contact from students outside the purposes of their work;
only use software provided by the school when undertaking school business;
follow the school's ICT acceptable-use expectations [NEEDS AFS INPUT: AFS equivalent policy — ICT Acceptable Use for Staff];
ensure that their use of technologies could not bring the school into disrepute;
not discuss or share data relating to children, parents or guardians in staff social-media groups or on any forum that is not part of the school's approved systems.

This means that AFS will, wherever possible, provide school devices such as cameras and mobile phones, rather than expecting staff to use their own (e.g. on school trips).

18.12 Social Contact Outside the Workplace

Staff should not establish, or seek to establish, social contact with students for the purpose of securing a friendship or to pursue or strengthen a relationship. Even if a child seeks to establish social contact, or if this occurs coincidentally, the member of staff should exercise professional judgment in making a response, but should always discuss this with a senior leader. Staff must be aware that social contact, in certain situations, could be misconstrued as grooming.

This means that AFS staff should:

have no secret social contact with students, and consider the appropriateness of any social contact according to their role and the nature of their work;
always have any planned social contact approved by senior colleagues, for example when it is part of a reward program or student-support program;
advise senior leadership of any regular social contact they have with a student or parent which may give rise to concern;
report and record any situation which they feel might compromise the school or their own professional standing.

18.13 Social-Networking Sites and Online Gaming

AFS staff may use social-networking sites for personal use. However, the school requires that the profile and photos of the member of staff are locked down as private, so that students or parents do not have access to personal data or images.

Staff must deny current or recent students access to their profile, so that they do not put themselves in a vulnerable position.

Staff should be aware that they leave themselves open to a charge of professional misconduct if images of a member of staff in a compromising situation are made available on a public profile by anyone.

If a student does gain access to the profile of a member of staff by fraudulent means (impersonation or hacking), senior leadership should be informed immediately. Where relationships exist between staff and those who are also parents at the school, or personal friends who are parents at the school, social networking is acceptable, but caution must be exercised so that professional standards are maintained and staff do not compromise themselves or the school.

As soon as a member of staff becomes aware that they are in an online game with a student of AFS, the member of staff should cease to play against that student and should not enter any games containing that player as part of the group. Under no circumstances should staff seek out students and/or share their own gamer tags/IDs with students, or use school equipment to play online games.

This means that AFS staff should:

lock down their profiles to ensure that data and images are not freely available, and seek advice if unsure how to do this;
not permit current or recent students, or parents, to have access to their profiles;
ensure all their passwords are kept strong and secure;
be aware that images of others should be protected and treated as carefully as their own.

18.14 Physical Contact

There are occasions when it is entirely appropriate and proper for staff to have physical contact with students, but it is crucial that they only do so in ways appropriate to their professional role and in relation to the student's individual needs and any agreed care plan.

A "no touch" approach is impractical for most staff working with young children and may, in some circumstances, be inappropriate. When physical contact is made with students, this should be in response to their needs at the time, of limited duration, and appropriate.

In Kindergarten (KG1–KG3) and the youngest grades, where children may be particularly tactile and require physical reassurance, staff should use their professional judgment about how they respond to an individual child's needs and actions.

Staff should use their professional judgment at all times about the appropriateness of any physical contact.

Physical contact which occurs regularly with an individual student is likely to raise questions unless the justification for this is part of a formally agreed plan (for example in relation to students with learning-support needs or physical disabilities). Any such contact should be the subject of an agreed and open school arrangement and subject to review. Not all children feel comfortable with certain types of physical contact; this should be recognized and, wherever possible, adults should seek the student's permission before initiating contact and be sensitive to any signs that they may be uncomfortable or embarrassed. Staff should acknowledge that some students are more comfortable with touch than others, and/or may be more comfortable with touch from some adults than others. Staff should listen, observe and take note of the child's reaction or feelings and — so far as is possible — use a level of contact and/or form of communication which is acceptable to the student.

It is not possible to be specific about the appropriateness of each physical contact, since an action that is appropriate with one student, in one set of circumstances, may be inappropriate in another, or with a different child.

Any physical contact should be in response to the child's needs at the time, of limited duration, and appropriate to their age, stage of development, gender, ethnicity and background. Adults should therefore use their professional judgment at all times.

Physical contact should never be secretive, for the gratification of the adult, or represent a misuse of authority. If a member of staff believes that an action by them or a colleague could be misinterpreted, or if an action is observed which is possibly abusive, the incident and circumstances should be immediately reported to the manager and recorded. Where appropriate, the manager should consult the DSL, who will decide whether referral to the relevant Bahraini authorities is required.

Extra caution may be required where it is known that a child has suffered previous abuse or neglect. Staff need to be aware that the child may associate physical contact with such experiences. They should also recognize that these students may seek out inappropriate physical contact. In such circumstances, staff should deter the child sensitively and help them to understand the importance of personal boundaries.

A general culture of "safe touch" should be adopted, where appropriate, according to the individual requirements of each child. Students with disabilities may require more physical contact to assist their everyday learning. The arrangements should be understood and agreed by all concerned, justified in terms of the student's needs, consistently applied, and open to scrutiny.

This means that AFS staff should:

be aware that even well-intentioned physical contact may be misconstrued by the student, an observer, or anyone to whom the action is described;
never touch a student in a way which may be considered indecent;
always be prepared to explain actions and accept that all physical contact is open to scrutiny.

This means that AFS will:

ensure it has a system in place for recording serious incidents, and the means by which information about incidents and outcomes can be easily accessed by senior leadership;
provide staff, on a need-to-know basis, with relevant information about vulnerable students in their care.

18.15 Physical Education and Other Activities Requiring Physical Contact

Some staff — for example those who teach PE, or who offer music lessons — will on occasion have to initiate physical contact with students in order to support a student so they can perform a task safely, to demonstrate the use of a particular piece of equipment or instrument, or to assist them with an exercise.

This should be done with the student's agreement.

Contact under these circumstances should be for the minimum time necessary to complete the activity, and should take place in an open environment (see 18.21, One-to-One Situations). Staff should remain sensitive to any discomfort expressed verbally or non-verbally by the student.

This means that AFS staff should:

consider alternatives when it is anticipated that a student might misinterpret any such contact, perhaps involving another member of staff, or a less vulnerable student, in the demonstration;
always explain to the student the reason why contact is necessary and what form that contact will take, unless their safety is at immediate risk.

18.16 Changing and Swimming Supervision

This subsection has been reframed for a primary-age school: the source addressed showers and changing rooms in a senior-school context.

Students are entitled to respect and privacy when changing clothes — for example for PE or swimming, where offered [NEEDS AFS INPUT: confirm which AFS activities involve changing or swimming, and the supervision arrangements for each]. With young children, however, there must be an appropriate level of supervision in order to safeguard students, satisfy health-and-safety considerations, and ensure that bullying or teasing does not occur. This supervision should be appropriate to the needs and age of the students concerned and sensitive to the potential for embarrassment.

Staff therefore need to be vigilant about their own behavior, ensure they follow agreed guidelines, and be mindful of the needs of the students.

This means that AFS staff should:

avoid any physical contact when students are in a state of undress;
avoid any visually intrusive behavior;
remain in or near the room when groups of students are changing, and ensure that sensitive students are offered the opportunity to change privately;
never change in the same space as students.

18.17 Students in Distress

There may be occasions when a distressed student needs comfort and reassurance. This may include age-appropriate physical contact. Staff should remain self-aware at all times, so that their contact is not threatening, intrusive or subject to misinterpretation.

Where a member of staff has a particular concern about the need to provide this type of care and reassurance, they should seek further advice from a senior leader.

This means that AFS staff should:

consider the way in which they offer comfort to a distressed student;
always tell a colleague when and how they offered comfort to a distressed student;
record situations which may give rise to concern.

18.18 Behavior Management

All students have a right to be treated with respect and dignity. Staff should not use any form of degrading treatment to correct a student's behavior. The use of humor can help to defuse a situation. The use of sarcasm, or demeaning or insensitive comments toward students, is not acceptable in any situation.

This means that AFS staff should:

not use force as a form of punishment;
always try to defuse situations before they escalate.

18.19 Care, Control and Physical Intervention

Staff may legitimately intervene to prevent a student from injuring themselves or others, causing damage to property, engaging in behavior prejudicial to good order, or committing an unlawful act, and to maintain good order and discipline. Staff should have regard to the health and safety of themselves and others.

Under no circumstances should physical force be used as a form of punishment. The use of unwarranted physical force is likely to constitute a criminal offense.

In all cases where physical intervention is deemed necessary, the incident and subsequent actions should be documented and reported.

This means that AFS staff should:

always seek to defuse situations;
always use minimum force for the shortest period necessary.

18.20 Sexual Contact with Students

Any sexual behavior by a member of staff with, or toward, a student is absolutely prohibited. All AFS students are young children: any sexual activity involving a child is a crime under the laws of the Kingdom of Bahrain and will be reported to the Police, in addition to being gross misconduct leading to dismissal.

Sexual activity involves physical contact, including penetrative and non-penetrative acts; however, it also includes non-contact activities, such as causing a child to engage in or watch sexual activity, or the production of pornographic material.

There are occasions when adults embark on a course of behavior known as "grooming," where the purpose is to gain the trust of a child and manipulate the relationship so that sexual abuse can take place.

All staff should undertake appropriate training so that they are fully aware of the behaviors that may constitute grooming, and of their responsibility to always report to a senior manager any concerns about the behavior of a colleague which could indicate that a student is being groomed.

This means that AFS staff should:

not have any form of sexual contact with any student;
avoid any form of touch or comment which is, or may be considered to be, indecent;
avoid any form of communication with a student which could be interpreted as sexually suggestive or provocative, or which could give rise to speculation (e.g. verbal comments, letters, notes, email, social media, phone calls, texts, physical contact);
not make sexual remarks to, or about, a student;
not discuss sexual matters with, or in the presence of, students, other than within agreed curriculum content or as part of their recognized job role.

18.21 One-to-One Situations

Staff working in one-to-one situations with children are more vulnerable to allegations. Teachers and others should recognize this possibility, and plan and conduct such meetings accordingly. Every attempt should be made to ensure that the safety and security needs of both staff and students are met.

Pre-arranged meetings with students away from the school premises are not permitted unless approval is obtained from their parents and from the Principal.

This means that AFS staff should:

avoid meetings with students in remote, secluded areas of the school;
ensure there is visual access and/or an open door in one-to-one situations;
inform other staff of the meeting beforehand, assessing the need to have them present or close by;
avoid the use of "engaged" or equivalent signs on doors wherever possible — such signs may create an opportunity for secrecy or the interpretation of secrecy;
always report to a senior colleague any situation where a child becomes distressed or angry;
consider the needs and circumstances of the child or children involved.

18.22 Transporting Students

In certain situations — for example out-of-school activities — staff or volunteers may agree to transport students as part of their work. As for any other activity undertaken at work, the employer has a duty to carry out a risk assessment covering the health and safety of its staff, and to manage any known risks.

Consideration must be given to the potential distraction of the driver and the supervision of the passengers. A judgment should be made about the likely behavior and individual needs of the child or children. If any of them may require close supervision, then another adult should travel in the vehicle so that the driver is not distracted or compromised.

Staff should not offer rides to students unless the need for this has been agreed by a line manager. Wherever possible and practicable, it is advisable that transport is undertaken other than in private vehicles, with at least one additional adult acting as an escort. If there is no alternative other than to transport a student in a private vehicle without an escort, then that student should sit in the rear of the vehicle.

Wherever possible, parents should be made aware that a student is being transported, and permission obtained from them in writing. In all instances, reasonable measures must be taken to ensure that the Principal and/or DSL are aware. If it is deemed safer to transport the student in a private vehicle than not to do so, and the Principal and/or DSL cannot be contacted, then staff must do all they can to ensure that at least one other member of staff is aware.

It is a requirement that all passengers wear seatbelts, and the driver should ensure that they do so.

Staff should ensure that their behavior is safe and that the transport arrangements and the vehicle meet all legal requirements. They should ensure that the vehicle is roadworthy and appropriately insured, and that the maximum capacity is not exceeded.

Staff should never offer to transport students outside of their normal working duties, other than in an emergency or where not doing so would mean the child may be at risk. In these circumstances, the matter should be recorded and reported to both their manager and the child's parent(s).

This means that AFS staff should:

plan and agree arrangements with all parties in advance, responding sensitively and flexibly to disagreements;
ensure that they are alone with a child for the minimum time possible;
be aware that the safety and welfare of the child is their responsibility until this is safely passed over to a parent/guardian;
report the nature of the journey, the route and the expected time of arrival, in accordance with agreed procedures;
ensure that their behavior and all arrangements ensure vehicle, passenger and driver safety;
take into account any specific needs that the child may have.

18.23 Co-Curricular and Extracurricular Activities

Staff should take particular care when supervising students in the less formal atmosphere of an after-school activity or a school trip. During school activities that take place off the school site or out of school hours, a more relaxed discipline, or informal dress and language code, may be acceptable. However, staff remain in a position of trust and need to ensure that their behavior cannot be interpreted as seeking to establish an inappropriate relationship or friendship.

Where out-of-school activities include overnight stays [NEEDS AFS INPUT: whether AFS runs residential/overnight trips — see the Trips, Excursions and Residential Policy], careful consideration needs to be given to sleeping arrangements.

Health-and-safety arrangements require members of staff to keep colleagues and employers aware of their whereabouts, especially when involved in an out-of-school activity.

This means that AFS staff should:

undertake a risk assessment;
have parental consent to the activity;
ensure that their behavior remains professional at all times.

18.24 First Aid and Administration of Medication

The school's First Aid Policy must be adhered to at all times.

18.25 Intimate Care

All children have a right to safety, privacy and dignity when contact of an intimate nature is required — for example assisting with toileting in Kindergarten (KG1–KG3), or helping a young child change out of wet or soiled clothing.

Children should be encouraged to act as independently as possible and to undertake as much of their own personal care as is practicable. When assistance is required, staff should ensure that another appropriate adult is in the vicinity and is aware of the task to be undertaken.

Additional vulnerabilities that may arise from a physical disability should be considered with regard to individual teaching and care plans for each child. As with all arrangements for intimate-care needs, agreements between the child, their parents and the school must be negotiated, agreed and recorded.

This means that AFS staff should:

make other staff aware of the task being undertaken;
explain to the child what is happening;
consult with colleagues where a variation from the agreed procedure is necessary;
record the justification for any variations to the agreed procedure, and share this information with parents.

18.26 Curriculum

Many areas of the curriculum can include, or raise, subject matter of a sensitive nature. Care should be taken to ensure that resource materials cannot be misinterpreted and clearly relate to the learning outcomes identified in the lesson plan. The plan should highlight particular areas of risk and sensitivity.

The curriculum can sometimes include, or lead to, unplanned discussion about subject matter of a sensitive nature. Responding to students' questions can require careful judgment, and staff should take guidance in these circumstances from the DSL.

Staff should also comply at all times with the school's Curriculum Policy (including its personal and social education content) and with the customs of the Kingdom of Bahrain. Please consult the DSL for further guidance.

This means that AFS staff should:

have clear written lesson plans;
take care, when encouraging students to use self-expression, not to overstep personal and professional boundaries;
be able to justify all curriculum materials and relate these to clearly identifiable lesson plans.

This means that staff should not:

enter into, or encourage, inappropriate discussions which may offend or harm others;
express any prejudicial views;
attempt to influence or impose their personal values, attitudes or beliefs on students.

18.27 Photography, Videos and Other Creative Arts

Many school activities involve recording images. These may be undertaken as part of the curriculum, out-of-school activities, for publicity, or to celebrate achievement. Under no circumstances should staff be expected, or allowed, to use their personal equipment to take images of students at, or on behalf of, the school.

Staff need to be aware of the potential for these aspects of teaching to be misused for pornographic or grooming purposes. Careful consideration should be given to how these activities are organized and undertaken.

While images are regularly used for very positive purposes, adults need to be aware of the potential for these to be taken and/or misused or manipulated for pornographic or grooming purposes. Particular regard needs to be given when images are taken of young or vulnerable children who may be unable to question why or how the activities are taking place.

Students who have previously been abused in a manner that involved images may feel particularly threatened by the use of photography, filming, etc. Staff should remain sensitive to any student who appears uncomfortable and should recognize the potential for misinterpretation. If a student expresses that they do not give their consent for a photograph to be taken, shared or displayed, this will be respected and the DSL will be informed.

Making and using images of children for the school's publicity purposes requires parental consent, obtained through the Audiovisual Consent Form (see the Taking, Storing and Using Images of Children Policy). Images should not be displayed on other websites, in publications, or in a public place without such consent. The definition of a public place includes areas where visitors to the school have access.

Staff must, in the first instance, consult the staff member responsible for marketing and communications [NEEDS AFS INPUT: AFS marketing/communications role and contact], who will consult with the DSL and the school leadership team. For the protection of children, it is recommended that, when using images for publicity purposes, the following guidance is followed:

if the image is used, avoid naming the child (or, as a minimum, use first names rather than surnames);
if the child is named, avoid using their image;
the school should establish whether the image will be retained for further use, where, and for how long;
images should be securely stored and used only by those authorized to do so (if there is any doubt, consult the DSL).

This means that AFS staff should:

adhere to the Taking, Storing and Using Images of Children Policy at all times;
only publish images of students where their parent(s) have given explicit written consent to do so;
only take images where the student is happy for them to do so;
only retain images when there is a clear and agreed purpose for doing so;
store images in an appropriate, secure place in the school;
never store images on a private system;
be clear about the purpose of the activity and about what will happen to the photographs when the lesson or activity is concluded;
ensure that a senior member of staff is aware that photography/image equipment is being used, and for what purpose;
ensure that all images are available for scrutiny, in order to screen for acceptability;
be able to justify any images of children in their possession;
avoid making images in one-to-one situations.

This means that AFS staff should not:

take images of students for their personal use;
display or distribute images of students unless they are sure that they have parental consent to do so;
take images of children using personal equipment;
take images of children in a state of undress or semi-undress;
take images of a child's injury, bruising or similar (e.g. following a disclosure of abuse);
make audio recordings of a child's disclosure;
take images of children which could be considered indecent or sexual;
have images of students stored on personal cameras, devices, home computers or personal accounts not regulated by the school;
make images of students available on the internet, other than through the school network/website, and only with permission from parents and senior staff.

18.28 Internet Use

AFS has clear expectations about access to, and use of, the internet — please refer to the Online Safety Policy and the school's ICT acceptable-use expectations [NEEDS AFS INPUT: AFS equivalent policy — ICT Acceptable Use for Staff] for further guidance.

Under no circumstances should adults in the school access, or attempt to access, inappropriate images. Accessing pornography or indecent images of children on the internet, and making, storing or disseminating such material, is illegal and, if proven, will invariably lead to referral to the authorities and to the end of the individual's employment in work with children. Using school equipment to access inappropriate or indecent material, including adult pornography, will lead to disciplinary action, particularly if, as a result, students might be exposed to inappropriate or indecent material.

18.29 Whistleblowing

Whistleblowing is the mechanism by which staff can voice concerns, made in good faith, without fear of repercussion. Please refer to the school's Whistleblowing Policy.

Whistleblowing does NOT mean that employees are permitted to go to the media or press about an issue.

Staff should acknowledge their individual responsibility to bring matters of concern to the attention of senior leadership and/or the relevant external agencies. This is particularly important where the welfare of children may be at risk.

This means that staff should report any behavior by colleagues that raises concern — not least because this could enable a member of staff in crisis to get the support they need.

18.30 Sharing Concerns, Recording Incidents and Staff Obligations

All staff should be aware of the school's safeguarding procedures, including the procedures for dealing with allegations against staff. Staff who are the subject of allegations are advised to seek professional advice.

In the event of an incident occurring which may result in an action being misinterpreted, and/or an allegation being made against a member of staff, the relevant information should be clearly and promptly recorded and reported to senior staff. Early discussion with a parent could avoid a misunderstanding.

Members of staff should feel able to discuss with their line manager any difficulties or problems that may affect their relationship with students, so that appropriate support can be provided or action can be taken.

All staff are required to notify the school immediately if there is any reason why they should not be working with children. The school takes its responsibility to safeguard children very seriously, and any staff member who is aware of anything that may affect their suitability to work with children must notify the Principal immediately. This includes notification of any convictions, cautions, court orders, reprimands or warnings they may receive. [NEEDS AFS INPUT: AFS safer-recruitment and ongoing suitability-check regime — the source policy relied on UK childcare-disqualification machinery, which has not been carried over]

We recognize that it is a key role of the school to support children, and that school may provide stability in the lives of children who may be at risk of harm. We also recognize that our students can be vulnerable and can be exploited by others. Staff will be alert to signs that a student is vulnerable to, or at risk of, harm or exploitation of any kind.

Staff acknowledge the need for a culture of vigilance in the school to support safeguarding. This includes awareness of, and sensitivity to, changes in a student's presentation or behavior which may indicate that the student is at risk.

The school will monitor all student absences from school, and will promptly address concerns about irregular attendance with the parent or guardian (see the Attendance & Punctuality Policy).

This means that AFS staff:

should be familiar with the Safeguarding & Child Protection Policy;
should take responsibility for recording any incident, and for passing on information where they have concerns about any matter pertaining to the welfare of an individual in the school or workplace;
should inform the Principal immediately if they have any reason to suspect that they may no longer be suitable to work with children.

Please see the Safeguarding & Child Protection Policy for further information.

18.31 Work Outside School

Staff are reminded that, under their contracts, they are required to request permission in advance from the Principal for work they might take on outside school. This applies to any meaningful work.

Private tuition. Under the Bahrain Labour Law, under no circumstances may employees under AFS visa sponsorship engage in additional paid private tutoring without authorization. Prior approval in writing is needed from school management for all additional paid activities or work outside of AFS; this includes paid tutoring. Failure to obtain prior approval could lead to legal proceedings by the Labour Market Regulatory Authority (LMRA).

Under no circumstances can a member of AFS staff be employed to tutor an AFS student, irrespective of age, subject or class. This contravenes this Code of Conduct and will lead to disciplinary action for gross misconduct.

Staff are not permitted to provide private tuition to, or advise, children who are preparing for an AFS entrance assessment, as doing so could compromise the professionalism of the teacher and the transparency of the school's admissions process.

This means that all tutoring is forbidden unless approved by school management.

18.32 Home Visits

All work with students and parents should usually be undertaken in the school or another recognized workplace. There are, however, occasions — in response to an urgent, planned or specific situation or job role — where it is necessary to make one-off or regular home visits.

It is essential that appropriate procedures and related risk assessments are in place to safeguard both staff and students, who can be more vulnerable in these situations. No home visit may be undertaken by any member of staff without the express permission of the Principal, and the DSL must be informed.

A risk assessment should be undertaken prior to any planned home visit taking place. The assessment should include an evaluation of any known factors regarding the student, the parents/guardians and any others living in the household. Consideration should be given to any circumstances which might render the staff member more vulnerable to an allegation being made, e.g. hostility, child-protection concerns, complaints or grievances. Specific thought should be given to visits outside office hours, or in remote or secluded locations. Following the assessment, appropriate risk-management measures should be put in place before the visit is undertaken. In the unlikely event that little or no information is available, visits should not be made alone.

This means that AFS staff should:

always agree the purpose of any home visit with the Principal, with the DSL informed;
adhere to agreed risk-management strategies;
avoid unannounced visits wherever possible;
ensure there is visual access and/or an open door in one-to-one situations;
always make detailed records, including times of arrival and departure;
ensure any behavior or situation which gives rise to concern is discussed with their manager.

This means that AFS will:

ensure that it has home-visit and lone-working procedures which all adults are made aware of, including arrangements for risk assessment and management;
ensure that all visits are justified and recorded;
ensure that staff are not exposed to unacceptable risk;
make clear to staff that, other than in an emergency, they should not enter a home if the parent/guardian is absent.

18.33 Non-Harassment

The school is committed to creating and maintaining a work environment that is fair and free from any type of discrimination or harassment. Any form of harassment in the school is strictly prohibited and will not be tolerated. Employees engaging in such activity will be subject to formal disciplinary action, which may include dismissal.

This commitment extends to the conduct of employees performing their duties outside the school, as well as the conduct of employees outside work if it negatively impacts the way that employees perform at the school in any way.

If any employee feels that they have been subjected to harassment, the employee is expected to report it immediately to the staff member responsible for human resources [NEEDS AFS INPUT: AFS HR structure — role and contact] and pursue the appropriate steps. In that person's absence, the employee may report the complaint to their line manager or to the Principal.

All school employees are encouraged to promptly report any incidents of harassment, so that complaints and problems can be quickly and fairly resolved.

This means that AFS staff should:

always act in an appropriate way that does not discriminate against, or harass, another colleague;
develop productive and supportive working relationships with colleagues;
exercise any management responsibilities in a respectful, inclusive and fair manner.

18.34 Attendance and Punctuality

Working hours. The regular working week is Sunday to Thursday, throughout the academic year, with the exception of public holidays as notified by the Principal.

The school working hours for staff are [NEEDS AFS INPUT: AFS staff working hours during term time]. The school may require staff to work longer hours as is deemed reasonable, especially when required to organize after-school clubs and activities.

Attendance and punctuality. All staff are required to arrive in good time to begin their work by the start of the staff working day [NEEDS AFS INPUT: AFS staff start time], unless otherwise agreed with their line manager. All staff are required to record their arrival at, and departure from, school each day using the school's staff attendance-recording system [NEEDS AFS INPUT: AFS staff attendance-recording system]. This information is required for health-and-safety reasons, as well as for monitoring the total number of hours worked in a week in line with the labor legislation of the Kingdom of Bahrain.

When staff need to temporarily leave the school premises during working hours, they must inform their line manager, and must record their departure and return.

If a member of staff requires access to the school site on weekends or during holiday periods, they must first obtain permission from the Principal or their line manager.

Absence from work. In the case of illness and/or emergency, all staff must contact their line manager or the Principal on each day of absence, by [NEEDS AFS INPUT: AFS call-in deadline time] at the latest.

In the case of teacher absence, staff must ensure that adequate and appropriate work is set which stretches and challenges their students. No student should be disadvantaged by the absence of a teacher. Work to be completed should be left with, or sent electronically to, the Principal or the designated coordinator [NEEDS AFS INPUT: AFS leadership structure below the Principal — who coordinates cover]. Responsible post-holders should ensure that the set work reaches the relevant classroom and that the cover teacher understands the tasks.

Where teachers cover for colleagues, a careful record of this will be kept. This will enable a balance of covers undertaken. Cover for absent colleagues will be determined by this record, schedule loading and other responsibilities.

This means that AFS staff should:

arrive in good time to begin work at the start of the staff working day;
always register their arrival and departure using the school's attendance-recording system;
ensure all temporary absence from the premises is agreed by their line manager in advance.

This means that AFS will:

keep a record of all cover lessons;
ensure that cover is balanced between teachers.

18.35 Continuing Professional Development (CPD)

Al Fajer Private School believes all staff should be involved in a continuing process of improvement. AFS is committed to fostering a positive ethos of continuous learning. Continuing professional development (CPD) is one way a school can motivate and develop its staff.

All staff are entitled to a high-quality induction and continuing professional development. All members of the school community are encouraged to discuss and identify their own professional-development needs — whether through performance management, appraisals, evaluations, or whole-school development plans.

The emphasis is on improving standards and the quality of teaching and learning. CPD's ultimate aim is to improve the practice of individuals and teams by creating learning communities in which supportive and collaborative cultures directly extend the capacity for continuous self-improvement.

CPD planning will be inextricably linked to, and integrated with, the school's development and improvement plans, and will be based on:

the needs of the school;
issues identified through monitoring, such as self-assessments and external reviews, including reviews by Bahrain's Education & Training Quality Authority (BQA) [NEEDS AFS INPUT: confirm the external review/accreditation frameworks that apply to AFS], and national and international priorities;
performance management;
feedback from stakeholders, including staff, the school's governance body [NEEDS AFS INPUT: AFS governance body], students and parents.

Induction. All new staff starting at AFS will undergo an appropriate induction program. On entry, new staff will be given a staff handbook containing key policies [NEEDS AFS INPUT: AFS staff handbook] and will attend a training workshop with a member of the school leadership team about the school's working practices.

As part of the school's commitment to ensuring that staff members are provided with opportunities for professional development, and are informed about matters related to health, safety and workplace behaviors, all staff members are required to attend and complete the school's mandatory training courses. [NEEDS AFS INPUT: AFS staff-training provider, the required course list, and the renewal cycle — the source policy specified a named provider's course catalog, which has not been carried over]

Curriculum staff will have a program of courses built around the skills required for their position. Priority will be given to safeguarding, assessment, teaching and learning, behavior management, and health and safety. Other staff will receive health-and-safety and safeguarding training, and job-related training pertinent to their role.

External training. All staff who are eligible and required to attend external training to upgrade their professional skills are covered by this policy. It is the responsibility of the staff member to submit an external CPD application and request approval [NEEDS AFS INPUT: AFS CPD application process and forms].

It is the responsibility of the Principal to review the request and ensure that the requested external CPD is included in the school development plan.

This means that AFS staff should complete the school's required training courses and retake the compulsory courses on the required renewal cycle.

This means that AFS will:

keep a record of all CPD training that each member of staff has completed;
remind staff to retake the compulsory training on the required renewal cycle.

18.36 Personal Circumstances

It is the responsibility of all staff to keep the school updated on all employee information.

All staff must notify HR promptly of changes in the following: name, address, telephone number, number of dependents, marital status, and emergency contact.

All staff must inform the school of any legal action taken against them, or against any member of their family who resides in the Kingdom of Bahrain.

All information will remain strictly confidential.

Certain information will be retained by the school about former employees. The school will share relevant employment and safeguarding information — such as name, dates of employment, position(s) held, and details of any disciplinary or safeguarding matters — with future employers where required or permitted by law. [NEEDS AFS INPUT: legal confirmation of the school's reference obligations under Bahraini law — the source policy asserted a legal duty drawn from UK practice]

This means that AFS staff should update HR on all changes to their personal circumstances.

This means that AFS will:

keep all information confidential;
share key safeguarding information with future employers where required or permitted by law.

18.37 Maintaining Outstanding Workspaces

All employees are required to practice good housekeeping at all times. Staff must ensure their working spaces, including classrooms, are tidied to a very high standard before and after every lesson.

All classrooms must be stimulating environments. Teachers must refresh displays regularly through each term and maintain a modern, interesting and thought-provoking environment.

Every employee has the responsibility to maintain a safe, sanitary and pleasant place to work.

This means that AFS staff should:

tidy classrooms at the start of every day;
ensure their classes maintain an immaculate working environment during a lesson;
ensure the classroom is tidied at the end of every lesson;
refresh classroom displays regularly through each term;
report any health-and-safety concerns as soon as they are identified.

This means that AFS will maintain a safe working environment.

18.38 Consequences of Breaching this Policy

It is a contractual requirement for all staff to follow this Code of Conduct, so as to maintain appropriate standards of behavior and professional reputation. A breach of this Code may be treated as misconduct and will render staff liable to disciplinary action including, in serious cases, dismissal.

If the school ceases to use the services of a member of staff because they are unsuitable to work with children, a settlement agreement will not be used to avoid a referral, and a referral to the appropriate authorities will be made as soon as possible if the criteria for referral are met. Any such incident will be followed by a review of the safeguarding procedures within the school, with a report being presented to the school's governance body [NEEDS AFS INPUT: AFS governance body] without delay.

If a member of staff tenders their resignation, or ceases to provide their services to the school, at a time when child-protection concerns exist in relation to that person, those concerns will still be investigated in full by the school, and a referral will be made to the appropriate authorities.

DOCUMENT CONTROL

Table of Contents

1. Policy Statement

2. Minimum Expectations for All Staff

3. Overview

4. Professional and Personal Conduct

5. Safeguarding Responsibilities

6. Misconduct

7. Gross Misconduct

8. Specific Guidance for Engaging with Students

9. Technology and Information

10. Confidential Information and Intellectual Property

11. Social Media

12. Anti-Bribery and Corruption

13. Anti-Financial Crime

14. Conflicts of Interest

15. Workplace Relationships

16. Definitions

17. Core Principles

18. Safe Working Practices for the Protection of Students and Staff at AFS

18.1 Introduction

18.2 Duty of Care

18.3 Exercise of Professional Judgment

18.4 Power and Positions of Trust

18.5 Confidentiality

18.6 Propriety and Behavior

18.7 Use of Alcohol, Medication and Smoking

18.8 Dress and Appearance

18.9 Gifts

18.10 Professional Boundaries and Student Attachments

18.11 Communication with Students (Including the Use of Technology)

18.12 Social Contact Outside the Workplace

18.13 Social-Networking Sites and Online Gaming

18.14 Physical Contact

18.15 Physical Education and Other Activities Requiring Physical Contact

18.16 Changing and Swimming Supervision

18.17 Students in Distress

18.18 Behavior Management

18.19 Care, Control and Physical Intervention

18.20 Sexual Contact with Students

18.21 One-to-One Situations

18.22 Transporting Students

18.23 Co-Curricular and Extracurricular Activities

18.24 First Aid and Administration of Medication

18.25 Intimate Care

18.26 Curriculum

18.27 Photography, Videos and Other Creative Arts

18.28 Internet Use

18.29 Whistleblowing

18.30 Sharing Concerns, Recording Incidents and Staff Obligations

18.31 Work Outside School

18.32 Home Visits

18.33 Non-Harassment

18.34 Attendance and Punctuality

18.35 Continuing Professional Development (CPD)

18.36 Personal Circumstances

18.37 Maintaining Outstanding Workspaces

18.38 Consequences of Breaching this Policy