1. Professional Conduct

1. All staff must maintain the highest level of professionalism in language, behavior, appearance, and ethics.
2. Harassment, discrimination, bullying, insults, or any unprofessional behavior toward colleagues, students, or management will result in disciplinary action or dismissal.
3. Inappropriate dressing during physical or virtual sessions, meetings, or work hours is strictly prohibited and may lead to suspension or termination.
4. Staff must uphold the reputation of the institution at all times and avoid conduct that damages its public image.

2. Attendance, Punctuality & Leave

1. All staff must be punctual and present for scheduled duties or classes.
2. Leave of absence, lateness, or rescheduling must be requested at least 48 hours in advance and approved in writing.
3. Unapproved absence may result in suspension, salary deduction, or disciplinary review.
4. Medical leave must be supported by official documentation upon resumption.
5. Pregnant staff are entitled to three (3) months of maternity leave.
6. Male staff with newborn children are entitled to one (1) month of paternity leave.
7. Married staff preparing for a wedding are entitled to one (1) month of wedding leave, which may be divided as two weeks before and two weeks after the wedding, but must not exceed 30 days total or extend beyond one month after the wedding.

3. Resignation & Exit Policy

1. Any staff member wishing to resign must submit a formal resignation letter at least 30 working days in advance.
2. Resignation becomes valid only after written approval from management, which may take up to 30 working days.
3. During the notice period, staff must continue to perform their duties and complete all handover obligations.
4. Abandoning duty or being absent during the notice period will result in:
   • Forfeiture of pending salary or allowances;
   • Loss of entitlement to any reference or recommendation letters;
   • Record of professional misconduct in the staff file.
     (These are lawful administrative measures that remain within labor standards.)

4. Transfers & Departmental Assignments

1. The institution reserves the right to transfer staff across departments, roles, or branches as necessary.
2. Refusal to comply with a legitimate transfer order without valid reason may result in disciplinary action.

5. Organizational & Relationship Restrictions

1. Staff are strictly prohibited from forming, joining, or organizing any association, group, or body within or outside the company involving tutors, instructors, or other staff, without prior written approval from management.
2. Private tutoring, side recruitment, or solicitation of students, parents, or staff for personal business is forbidden.
3. Tutors or staff may not privately contact students or parents without prior approval, even if initiated by the student or parent. All such contact must be reported immediately to management.
4. Tutors may only communicate privately with a former student six (6) months after graduation or removal, and only with prior authorization.

6. Assessment & Performance Review

1. The institution will conduct regular evaluations to measure performance, professionalism, and adherence to policy.
2. Students’ feedback will be factored into the assessment of tutors and instructors.
3. Poor performance, misconduct, or low student retention linked to a tutor’s behavior may result in retraining, reassignment, or termination.

7. Student Welfare & Responsibility

1. Negligence, unprofessional conduct, or unethical behavior leads to the loss or withdrawal of a student will be subject to investigation, penalty, or termination.
2. Tutors and staff must promptly report any issue affecting student experience, safety, or engagement to management.

8. Confidentiality & Zero-Tolerance for Litigation

1. All staff are required to maintain strict confidentiality regarding the institution’s internal operations, student data, financial information, and administrative decisions.
2. Leaking or disclosing confidential information, internal documents, media files, or private communications — in any form, including social media, emails, or public statements — is a serious breach of trust.
3. Any individual (current or former staff) found guilty of such acts will face immediate termination and legal action in accordance with national and international data protection and defamation laws.
4. The institution operates a zero-tolerance policy toward defamation, slander, or any attempt to drag the company’s name through public forums, media, or online platforms.
5. All grievances or disputes must be channeled internally through the Human Resources Department.
6. Any form of litigation, negative publicity, or media attack initiated without exhausting internal grievance processes may lead to disciplinary measures, contract termination, and legal prosecution.
7. Staff must not use the company’s name, logo, or materials for personal projects, publicity, or endorsements without written consent.

9. Data Privacy & Institutional Property

1. All data, materials, and intellectual property created or handled by staff during employment remain the exclusive property of the institution.
2. Unauthorized use, distribution, or modification of these materials is prohibited.
3. Staff must comply with all data protection, privacy, and intellectual property laws as applicable.

10. Communication & Reporting

1. Official communication between staff, students, and parents must occur only on approved platforms designated by the institution.
2. Staff must refrain from personal correspondence or unapproved group messaging involving students or parents.
3. Reports, attendance logs, and performance updates must be submitted promptly through approved channels.

11. Discipline & Compliance

Violations of this policy will attract appropriate consequences:

• First offense: Written warning or counseling.
• Second offense: Suspension or salary deduction.
• Repeated or serious offense: Dismissal, benefit forfeiture, and possible legal action.

12. Continuous Development & Institutional Rights

1. The institution will provide opportunities for training, mentorship, and professional development.
2. Management reserves the right to amend, update, or review this policy at any time in response to organizational needs, legal requirements, or best practices.