American Community School

at Beirut, Lebanon

Employee Policy Manual

TEACHING STAFF

2010-2011

Reading this manual is a condition of your employment; you are responsible for knowing, understanding and practicing these policies.

Table of Contents

5.10     Staffing Philosophy and Goals

            5.101    Equal Opportunity Employment

5.20      Policies Pertaining to All Staff Members

5.201    Staff Ethics

5.2011 Staff Rights and Responsibilities

5.2012  Staff Conflicts of Interest

5.2013  Stealing and/or Falsification of School Documents

5.202    Staff Visas and Work Permits

5.203    Staff Housing and Students

5.204    Personnel Records

5.205    Staff Involvement in Decision-Making

5.206    Community Involvement

5.2061 Political Activities

5.207    Smoking & Alcohol by Staff Members/Dress Code

5.2071 Drugs

5.208    Computer Use Policy

5.209    Harassment

5.210    Employee Complaints and Grievances

5.211    Obligations to Report

5.212    Corrective and Disciplinary Action

5.213    Travel and Expenses

5.214    Employee Mail

5.215    Cash Advance

5.216    Temporary Employment Benefits

5.30     Policies Pertaining to Teaching Staff

5.301    Teaching Staff Positions and Qualifications

5.302    Teaching Staff Compensation and Contracts

5.302.1 Part-Time Teaching Staff

5.302.2 Teaching Staff Substitution Pay

5.302.3 Teaching Staff Payday Schedule

5.302.4 Teaching Staff Salary Deductions

5.303    Teaching Staff Recruitment and Selection

5.304    Teaching Staff Orientation

5.305    Teaching Staff Assignments and Transfers

5.306    Teaching Staff Evaluation

5.307    Teaching Staff Employment Conditions

5.307.1 Teaching Staff Schedules and Workload

5.307.2 Teaching Staff Vacations and Holidays

5.307.3 Teaching Staff Personal/Sick Time

5.307.4 Teachers Medical Leave

                        5.307.5 Teaching Staff Marriage Days     

5.307.6 Teaching Staff Career Development

5.307.7 Teaching Staff Recruitment Fair Leave

5.308    Teaching Staff Leaves and Absences

5.308.1 Teaching Staff Maternity Leave

5.308.2 Teaching Staff Bereavement Leave

5.308.3 Teaching Staff Compassionate Leave

5.309    Teaching Staff Fringe Benefits

5.310    Teaching Staff Termination/Separation of Employment

5.310.1 Reduction in Teaching Staff Work Force

5.310.2 Resignation of Teaching Staff Members

5.310.3 Retirement/End-of-Service Indemnity

5.310.4 Suspension and Dismissal of Teaching Staff                                               Members (non-renewal of contracts by school)

STAFFING PHILOSOPHY AND GOALS                                              5.10

The School will endeavor to employ a dynamic, effective, well-qualified and efficient staff to carry out a constantly improving educational program.

The Board’s specific personnel service goals are to:

1.   Recruit, select, employ, and retain the best-qualified personnel available to staff the School;

2.   Provide equal employment opportunities for all candidates for positions, in accordance with the Board’s non-discrimination policy;

3.   Develop a quality of human relationships conducive to high levels of staff performance and satisfaction;

4.   Deploy available staff in such a way as to use them as effectively as possible to achieve the School’s stated goals and objectives.

5.   Develop and manage staff compensation, leave and benefit programs in ways that attract and retain qualified employees;

6.   Manage the development and updating of job descriptions by appropriate administration;

7.   Oversee an employee evaluation program that contributes to the improvement of staff performance and individual professional development.

8.   Effectively administer contracts, agreements, and personnel policies with the aim of safeguarding good relations between the administration and its staff.

EQUAL OPPORTUNITY EMPLOYMENT                                                                                     5.101

It is the policy of the Board of Trustees that all decisions about the hiring of faculty, work assignments, determination of salaries, benefits, and selection for training shall be taken without regard to race, color, religion, national origin, sex, or disability.  Academic credentials, experience, and suitability for the particular job will be the only basis for hiring practices.

POLICIES PERTAINING TO ALL STAFF MEMBERS                                              5.20

STAFF ETHICS                                                                                                                       5.201

Members of the faculty are expected to behave in a professional manner at all times.

STAFF RIGHTS AND RESPONSIBILITIES                                                                                 5.2011

The effectiveness of any educational program is determined by the degree to which the teachers/support staff discern and minister to the needs, interests, and abilities of the students.  The ACS Board of Trustees considers the teacher the key personality contributing to the success of the students in the School.  Only a mentally, physically, socially and emotionally healthy and mature individual can function with maximum effectiveness in the role of a primary educator.

As members of a profession, teachers/support staff should realize that there will be occasions, beyond the normal school day, when their services will be needed for various educational activities.  They will be expected, therefore, to participate when called upon in in-service activities such as curriculum improvement, as well as study programs, school community projects, and extra-curricular activities.  Since the Principal is the recognized professional leader of his/her school, it is with him/her that teachers should discuss their organizational, administrative, and instructional problems before presenting them to the Headmaster.  Teachers/Support Staff should likewise encourage parents to discuss with them matters pertaining to the individual classroom situation prior to conferring with the Principal.  It is the desire of the Board of Trustees that all matters be discussed and problems solved by those immediately concerned and be taken to higher authority only when adequate satisfaction cannot be obtained otherwise.

Reports will be required only when necessary.  All personnel have an obligation to keep complete and accurate records and to submit them promptly when due.

Other staff rights and responsibilities include:

1.   Right to redress grievances;

2.   Academic freedom: (within bonds of culture and laws of the country)

3.   Personal freedom: (within bonds of culture and laws of the country)

4.   Adherence to the profession’s code of ethics. Reference: Employment contract, Addendum A. 

STAFF CONFLICTS OF INTEREST(Approved by the BOT July 2001)

                                                                                                                                          5.2012

1. Personal Gain from School Position

a. ACS personnel may not use or attempt to use, in a manner contrary to the interests of the School, his or her position or School property or services, to gain or attempt to gain anything for his / her private benefit.

b. ACS personnel may not solicit or accept gifts in excess of $50.00 or entertainment from suppliers of goods or services, or from persons associated with or seeking association with the School.

c. ACS personnel shall not use confidential information acquired in connection with School related activities for personal gain or for other unauthorized purposes.

2. Contracting and Leasing
a. ACS personnel may not enter directly or indirectly or under the cover of a 3^rd party into any contract or lease with the School. An ACS personnel in a position to approve or influence, in his or her official capacity, the School’s decision to enter into a contract or lease, should not approve such contract unless the contract is deemed in the best interests of the School and disclosed in a “relation party transaction” report

b. If an ACS personnel is not in a position to approve or influence the School’s decision, the employee may enter into a contract or lease, provided the employee makes prior written disclosure of the nature and extent of any relationship to the appropriate administrator and obtains written approval. The administrator shall approve an employee’s interest in a lease or contract unless the administrator determines that the employee’s personal interest in the agreement will conflict substantially and materially with the employee’s discharge of his or her School responsibilities.

c. An ACS employee may not contract with the School to provide a service which is the same as or similar to the service that the employee provides as a School employee. Such services may be provided only as a School employee in the course of School employment.

3. Outside Commitment
a. ACS employees may be permitted to engage in outside consulting activities and other outside activities provided the employee meets his/her obligation to the School and complies with any applicable provisions of a collective bargaining agreement concerning outside employment.

b. An employee shall not accept any outside position that would impair the employee’s ability to fulfill the employee’s obligations to the school.

c. An employee with teaching full-time rank shall not take on a teaching assignment in another educational institution during the academic year except after obtaining written approval of the Headmaster.

d. An employee shall not engage in outside position/employment or activities, which could be viewed as impairing the employee’s judgment in the performance of School duties and responsibilities.

4. Use of School Name and Resources
a. An employee shall not use the official title of the School or any of its parts, in whatever forms that title may appear, except in connection with legitimate School purposes.

b. The School’s name, facilities, equipment, stationary, supplies, personnel and other resources are to be used only for the furtherance of the School’s mission. An employee shall not make unauthorized use of any School resources, including the services of School employees, for the personal benefit of the employee.

5. Nepotism
a. Under exceptional circumstances, close relatives may be employed in the same departments of the School with the approval of the administration and providing that that person will not be evaluating the relative. For purposes of this policy, the term "close relative" shall include significant others in the household, spouse, son, daughter, in-laws and cousins. (Cross Ref. 5.303)

b. ACS personnel shall not participate in institutional decisions involving a direct benefit to a close relative. Such decisions include, but shall not be limited to, academic business initial appointment, retention, promotion, tenure, salary and leave of absence.

c. An employee may not give preferential or favored treatment in the supervision or management of another School employee who is a close relative.

d. The School reserves the right to reassign an employee and/or duties if deemed necessary to be a prudent business or management practice.

STEALING AND/OR FALSIFICATION OF SCHOOL DOCUMENTS                                                5.2013

Any form of stealing of school property provides immediate grounds for termination of employment.  Falsification of school documents of any kind provides immediate grounds for termination of employment

STAFF WORK VISAS AND WORK PERMITS                                                                               5.202

(Non-Lebanese)

The School will provide Lebanese visas and work permits for non-Lebanese staff hired from abroad. By law, it is illegal for a foreigner holding a work permit to work for another establishment (refer to letter of appointment / contract)

STAFF HOUSING AND STUDENTS                                                                                           5.203              Students are not allowed in or around on-campus faculty housing.

PERSONNEL RECORDS                                                                                                           5.204

Personnel files are confidential records.  These files are open for inspection only for official use by the Business Manager, Directors, Principals or Head whom the employee reports to.  Personnel records will not be made available to anyone outside the School, and will not be sent to other schools or organizations, except by the written request and permission of the employee or by legal subpoena.

The employee him or herself will have full access to his or her own records during regular business hours, with the exception of pre-employment references and other confidential papers intended for pre-employment evaluation.  The employee will be allowed to verify the contents of his or her own employment and in-service evaluation records.  If any question of accuracy arises that cannot be resolved by simple correction, the employee may ask his or her supervisor or Principal to review the matter.

The School will keep personnel files of former employees for as long as the Administration considers it prudent and necessary.

STAFF INVOLVEMENT IN DECISION-MAKING                                                                           5.205

It is the policy of the Administration to encourage employee’s participation in decision-making for the School.  Such participation shall include, as appropriate, involvement in:

1.         Policy development;

2.         Curriculum planning;

3.         Budget planning;

4.         Facilities planning.

COMMUNITY INVOLVEMENT                                                                                                   5.206

School personnel are encouraged to participate in community activities, so long as they do not accept community responsibilities, which interfere with their regular Schoolwork.

POLITICAL ACTIVITIES                                                                                                        5.2061

School personnel have the right to participate as individuals in political activities appropriate to their individual beliefs.  They have a responsibility, however, to ensure that the School is in no way associated with endorsement of their personal political activity.

SMOKING and ALCOHOL                                                                                                      5.207

During school sponsored student events, there is to be no smoking, or use of alcohol on or off campus.

EMPLOYEE DRESS CODE                                                                                  

All ACS teachers and administrators must be dressed in a professional manner. When attending some social functions throughout the school year, teachers are expected to dress semi-formally.

DRUGS                                                                                                                                5.2071

The use of drugs, as identified by the Lebanese government, is prohibited and will lead to termination.

COMPUTER USE POLICY                                                                                                         5.208

Electronic communication systems include computer networks, electronic mail and access to the Internet, voice mail, facsimile machines, and photocopiers.  Electronic communication systems are ACS property and their purpose is to facilitate ACS business.  Employees should not assume electronic communications are totally private.  Communications transmitted or stored in these systems are the property of ACS and ACS, in its sole discretion, reserves the right to monitor, access, retrieve, read, disclose, and/or delete any material on its electronic communications systems to make sure that the systems are not being misused and that business is being conducted properly.  ACS may exercise this right, despite the use of passwords or other security measures.

Appropriate Usage

Electronic communications, including access to the Internet, should be used for job-related purposes.  Occasional or incidental personal use is permissible so long as, in ACS opinion:

1. It does not consume more than an insignificant amount of ACS resources and employee time.
2. It does not interfere with the employee’s responsibilities and productivity.
3. It does not preempt, interfere or conflict with any business-related activity.
4. It does not preempt, interfere or conflict with existing employee standards of conduct or other policies set for in this manual.  Because personal use of the Internet affects the speed and effectiveness of ACS computer systems, employees are specifically counseled to access the Internet for job-related purposes only.

Electronic communications should never be used for inappropriate purposes. Since electronic communications can be copied, forwarded, saved, intercepted and archived, employees should be careful about the words they use and the documents they transmit, as well as the Internet sites they access.  Electronic communications are subject to ACS Policy against Harassment.  Anything that would be inappropriate to send in a non-electronic communication (i.e. by memo or letter) is similarly inappropriate if sent electronically (i.e. by E-mail or telephone).

User Accountability

          To prevent unauthorized parties from obtaining access to electronic communications, employees should choose passwords that are difficult to guess (not a personal detail or reflection of work activities) and these should be changed regularly.  Passwords must be disclosed to ACS Director of Information Technology in Beirut.  Employees should not reveal their individual passwords to anyone other than the Director of Information Technology in Beirut.

HARASSMENT                                                                                                                        5.209

All employees are entitled to fair treatment regardless of gender, race, religion, political affiliation or sexual orientation.  Any bias a person holds should not affect their behavior toward any member of the community.

It is against school policy for any employee to:

1. Harass another employee verbally, physically or based on any bias. Respectful dialogue and behavior is expected at all times as part of professional behavior. Any type of harassment of one employee against another is in violation of school policy and employees responsible will be subject to disciplinary action.

2. Sexually harass another employee by making unwelcome sexual advances, requests for sexual favors, or by exhibiting sexually offensive behavior at any time. No one at ACS is permitted to require an employee to consent to sexual advances as a condition for continued employment or promotion.

Any employee who believes that he or she is or has been the subject of harassment should report the incident immediately to his/her supervisor/principal/headmaster/deputy headmaster. A written statement of the alleged incident of harassment should be promptly submitted. All information will be held in strictest confidence and will be disclosed only on a need-to-know basis in order to investigate and resolve the matter. Any employee who, as a result of the investigation of a complaint, is found by ACS to have harassed another employee will be subject to appropriate disciplinary action, depending on the circumstances, up to and including termination of their contract.

The employee that reports the incident will receive, within a three to four week time period, the results of the investigation and the resolution.

EMPLOYEE COMPLAINTS AND GRIEVANCES                                                                            5.210

Any job-related concerns or questions should be discussed with the employee’s immediate supervisor/manager or Principal.  If such a meeting fails to resolve the issue, then a further meeting should be scheduled with the Headmaster.

An employee has the opportunity to voice a concern and for the concern to be reviewed.  There will be no negative repercussions for any employee who voices his or her concern.

OBLIGATIONS TO REPORT                                                                                                  5.211                                                                                                                         

ACS is dedicated to the goal of protecting our students from any harm to their well-being therefore all ACS employees are mandated to immediately report to an ACS counselor or Principal of any suspicion or facts known to them of any student that has been physically, sexually, verbally abused, neglected on/off ACS campus. The investigation of any report will be conducted under strict confidentiality to protect all persons involved.

EMPLOYEE CORRECTIVE PROCEDURE AND CONSEQUENCES                                                    5.212

All employees will be given the opportunity to correct deficiencies in their work performance. The notification and correction process is as follows:

1.   The employee is made aware of the deficiency by his/her immediate supervisor.

2.   The immediate supervisor is to record in writing the    deficiency. The employee is given the opportunity to correct the deficiency on his/her own.

3.   An action plan must then be devised, written and set into place; the supervisor and the employee must sign the action plan.  This action plan is then placed in the employee’s personnel file and is to be reviewed on a regular basis

4.    If the deficiency continues the employee will receive in writing a recommendation to the Headmaster for consequences.  Such consequences may include suspension or termination of services. This evaluation is to be signed by the employee and the supervisor.

Note: Keep in mind that the School reserves the right to terminate employment at any time when and if school policy is broken.

Verbal or physical abuse by a teaching staff towards, co-workers, students, parents or other members of the community will not be tolerated.  Any reported incident will be investigated and a written warning will be issued.  Repetition may lead to termination.

TRAVEL AND EXPENSES                                                                                                         5.213

When an ACS employee is sent away by the school on official school business, the following travel and expenses will be covered:

            -Round trip airfare

            -Hotel accommodations

            -Per Diem, to be determined by the administration

            -Ground transportation

            -Travel insurance

U.S.MAIL                                                                                                                             5.214

The School’s New York office address can be used for in-coming mail (bank statements or credit cards).  All personal mail is to be posted through local mail.  The local mailing address to receive mail is ACS,. 67 Nigeria Street, Jal Al Bahr, Ras Beirut, Beirut, Lebanon 2035-8003.  The school is not responsible for lost mail.

CASH ADVANCE                                                                                                                     5.215

One personal cash advance is allowed per employee, per school year.  A cash advance will be granted in the amount not to exceed 50% of the employees’ gross monthly salary.  The cash advance will be deducted out of the following paycheck.  Cash advances are not processed during the month of June.

POLICIES PERTAINING TO TEACHING STAFF                                                  5.30               

TEACHING POSITIONS AND QUALIFICATIONS                                                                         5.301

Professional teaching positions includes Teachers, Counselors and Teaching Librarians. The Headmaster shall prepare, for Board review and approval, a guide for all professional positions in the School, and the principal duties assigned to each position.  The Headmaster may change and reassign duties; however the creation of any new position(s) must have the approval of the Board.

FULL-TIME TEACHERS COMPENSATION AND CONTRACT                                                        5.302

Compensation of Teaching Staff is adjusted based on the number of degrees held, the number of years of teaching experience in a North American and / or International schools. All of these factors are applied in implementing the ACS step scale.  The Board of Trustees will determine any annual increase in compensation.

The duration of the initial contract is one or two years.

Full time teachers, foreign hired and local hired are obligated to carry a full-time teaching load.

SUBSTITUTE /PART-TIME /Consultants                                                                           5.3021

Substitute teachers, part-time teacher and consultants are not eligible for benefits, and will receive pay for services only (per contract).

Part-time teachers / consultants do not receive any benefits.  and their compensation / contracts are pro-rated, reflecting the actual workload involved.

TEACHERS’ SUBSTITUTION PAY                                                                                      5.302.2                                                                                   Substitution will be paid at a flat rate throughout the school of $25 per block of 60 minutes.  The maximum for a day is $100.00 for 4 or more hours.   

If a full-time teacher is not at full-load, he / she will be compensated for substitution after he / she has fulfilled the required full-time load for that cycle.

TEACHERS’ PAYDAY SCHEDULE                                                                                            5.302.3

Payday is the last day of the month. Changes in payday, if any, will be announced ahead of time

TEACHERS’ SALARY DEDUCTIONS                                                                                         5.302.4

All Lebanese tax laws apply, and United States tax laws will be applied to those employees subject to them.

TEACHERS’ RECRUITMENT & SELECTION                                                                                 5.303

The Headmaster is responsible for employing individuals to fill the teaching positions.  The Headmaster shall establish recruitment and selection procedures to employ an outstanding teaching staff to carry out the program of instruction.  He / She will be aided in this choice of new staff by Principals.

The hiring of husbands and wives or other relatives of staff members shall not be precluded.  However, situations in which one staff member directly supervises a relative are to be avoided. Cross Ref. 5.2012  5A)

TEACHERS’ ORIENTATION                                                                                                      5.304

All Teaching Staff is expected to participate in the annual planning and preparation period, as announced in the school’s annual calendar. 

TEACHERS’ ASSIGNMENTS AND PROMOTIONS                                                                        5.305

The Headmaster, in conjunction with the appropriate Principal, administrator or manager will determine Teaching Staff assignments and promotions.

TEACHERS’ EVALUATION                                                                                                       5.306

(Annual Review/Performance Appraisal)

Board policy states that the appraisal (evaluation) system shall be constructive, continuous and an integral part of a professional cycle, which integrates the overall philosophy and aims of the School and is in agreement with professional objectives. 

TEACHERS’ EMPLOYMENT CONDITIONS                                                                                 5.307

Teachers should have a minimum Bachelor degree in a related field of study, from an accredited North American university or an equivalent university set up. The school shall reserve the right to evaluate, accept or reject equivalency and accreditation of any degree or certificate obtained. 

TEACHERS’ SCHEDULES & WORKLOAD                                                                               5.307.1

Teaching staff schedules and workload are defined in the teachers’ handbook / manual for each division The Teaching Staff member is to comply with what is outlined therein, according to the School he /she works in.

TEACHERS’ VACATIONS AND HOLIDAYS                                                                             5.307

The school recognizes all official Lebanese holidays and these are incorporated into the school annual calendar. The annual calendar will include all other school holidays and will indicate the status of the holiday.

Any changes in the holidays will be reflected in the annual calendar.

Note:

-If a one-day holiday occurs on a Sunday or another holiday, there will be no additional day off, except for Labor Day.

- Any changes in the holidays will be reflected in the annual calendar.

New Policy Approved by the Board June 2006.

TEACHERS/STAFF SICK/PERSONAL DAYS                                                                 5.307.3   

The purpose of personal days is to take care of business (i.e. doctor’s appointment, visa, banking, passport renewals, family obligations such as parenting reasons, meetings with teachers, attending performances, attending a sick child or parent) that cannot be handled during holidays, weekends, or evenings.   

Medical leave is when an employee is under the direct care/hospitalization of a doctor for a critical medical condition that requires close supervision for an extended period of time.  Sick days are when an employee requires rest due to the common cold, flu, or some other minor medical condition.

Teachers and staff members are expected to call in to their Principal/ Supervisor by 6:45/7:30 am if they are sick.  They must communicate with their Principal/Supervisor, in advance, when requiring personal time off, so that together acceptable coverage can be arranged. If a teacher/staff member does not call in sick or arrange in advance for personal time off, the time off will be considered as leave without pay, salary deduction will apply as follows:   (gross annual salary) divided by (total instructional days/working days for that month) multiplied by (number of leave without pay days

TEACHERS’ MEDICAL LEAVE                                                                                              5.307.4

In the event of a serious illness or hospitalization the teaching staff member is entitled to medical leave. Thirty days with full wages, and two months with half wages. After three months of absence a teacher may be asked to resign. As per Lebanese labor laws governing teachers at private school, the employer has the right to request the employee to see a doctor of the employer’s choice in order to verify the medical report.  In the event that a sick day becomes a precursor to a medical leave, the said sick day will be part of a medical leave.

TEACHERS’ MARRIAGE DAYS                                                                                                5.307.5

Professional teaching staff members are entitled to seven consecutive days with full pay at time of marriage and cannot be deferred. This time must be requested at least a month in advance, or the time is unpaid.

TEACHERS’ PROFESSIONAL DEVELOPMENT  (Amended Dec. 2007)                                                                                                                                                                                                                    5.307.6

Professional Growth:

It is desired that all employees maintain their professional competence through professional development.  The School recognizes the value of participation in professional/educational activities and workshops. Professional development opportunities will be supported based on school needs and school initiatives.

The Headmaster, and/or the appropriate Principal, may grant permission for employees to be temporarily absent from their regular duty for the purpose of professional development. Any approved absences for professional development are considered regular service to the school. If the school supports an employee for professional development outside Lebanon, the employee will continue service for a minimum of one academic year after or reimburse the school.

Advanced Study and Continual Education:

Teachers are encouraged to take additional courses, in their related field of work, of which the school may reimburse a portion of the tuition. After completing your second year of employment at ACS you may qualify for this benefit.

TEACHERS’ RECRUITMENT FAIR/CONFERENCE LEAVE                                                          5.307.7

A faculty member needing to attend a job fair will be given 3 personal days for travel as recruitment fair leave during the second year of employment at ACS or any subsequent year.

When a faculty member wishes to attend a conference, ACS may give the time off for the conference including a reasonable travel schedule provided that the Principal approves the leave.

 If the school sends a faculty member to a conference, the school will give the time off.

TEACHERS’ LEAVES AND ABSENCES                                                                                        5.308

Requests for a leave of absence will be considered on a case-by-case circumstance.  A request for a leave of absence should be presented to an employee’s immediate supervisor with appropriate documentation and will be reviewed by the Headmaster.

When a leave of absence is granted, ACS cannot guarantee the employee the same position of employment when he/she returns.  The maximum request for a leave of absence will be 12 months.  The employee must inform the school in writing at the time designated in the letter of permission for a leave of absence of their intentions.  In the event that the employee does not inform the school in writing per the letter and does not sign a new contract during the contract renewal period, ACS will infer that as separation of employment. 

TEACHERS’ MATERNITY LEAVE                                                                                            5.308.1

A three-month maternity leave is granted from delivery day, paid as follows: First two calendar months at full pay, third calendar month at half pay.  Maternity leave cannot be deferred.

TEACHERS’ BEREAVEMENT LEAVE                                                                                       5.308

In the event of a loss of an immediate family member: spouse, brother, sister, mother, father, child or grandparent four consecutive days of leave will be granted.

TEACHERS’ COMPASSIONATE LEAVE                                                                                    5.308.3

This will be handled on a case-by-case basis.

TEACHERS’ BENEFITS                                                                                                        5.309

CHILDREN EDUCATIONAL ASSISTANCE (Attending and not attending ACS)

·        Substitute teachers, part-time teacher and consultants are not eligible for educational assistance for dependent children (K-12) If the spouse of the employee receives educational assistance from his / her employer, ACS will offset the difference within the ACS policy. ACS will request a statement of benefit from the spouse’s employer to that effect and will be analyzed on a case-by-case basis.

·        For employed couples at ACS, their benefits are combined up to 100% of the tu ition fee based on the disbursement schedule below. 

·         Educational assistance for dependent children of full time teachers is disbursed as follows, only if they attend a school in Lebanon:

 25% on tuition fee after completion of first year, 35% on tuition fee after completion of second year and 100% on tuition fee after completion of the third year.  (unless otherwise specified on your contract)

Note: If attending ACS, this benefit is based on total fees.  If not attending ACS this benefit is based on tuition fees only.

MEDICAL BENEFITS                                                                              

Medical benefits are provided for employed full-time teaching staff only. Part-Time Teachers and consultants are not eligible for medical benefits. If spouse and children have no health coverage offered to them elsewhere, employees will be given the option to purchase medical benefits for immediate family dependents (children and spouse).

Health insurance coverage is subject to the policies and exclusions of the insurance plan.

TEACHERS’ SEPARATION OF EMPLOYMENT                                                                            5.310

The Headmaster is authorized to take any of the following actions regarding termination of employment of School employees:

REDUCTION IN. TEACHING WORK FORCE                                                                            5.310.1

The School has the right to reduce the work force in order to meet the needs of the school.

RESIGNATION OF TEACHING MEMBER                                                                                5.310.2

Teachers must notify the school no later than July 4 should they decide to resign. If a teacher resigns after July 4 or, prior to July 4 after having signed a contract for the following academic year, per the Lebanese labor laws governing teachers in private schools, indemnity and salaries due to him / her may be withheld by the school. 

RETIREMENT/END-OF-SERVICE INDEMNITY                                                                          5.310.3

At separation of employment, the School will pay out an end-of-service indemnity. Further inquiries into specific end-of-service indemnity eligibility and disbursement should be directed to the Business Manager.

Part-time teachers/consultants are not eligible for end-of-service indemnity

SUSPENSION AND DISMISSAL OF TEACHING STAFF                                                             5.310.4

(Please refer to section 5.212)

If at any time you would like to refer tothe Lebanese labor laws governing teachers in private schoolsyou can find a copy in English at the HR office.

I have read the Employee Policy Manual 2010-2011 for Professional Teaching Staff.

Name: ______________________________________                                 

Date: _______________________________________                             

Signature: ___________________________________