HR Handbook

ISSION
HR Handbook
BISR Vision and Mission
We, the students, parents, teachers and community of BISR, provide a caring, safe and
stimulating environment where we strive to make every student feel valued, happy and
successful.
We are an innovative school that has a long tradition of providing a British-style education
with an international perspective. We are committed to excellence through a wide variety of
activities both in and out of the classroom. Responsibility, enthusiasm, integrity and
participation are expected.
Our community accepts, embraces and celebrates cultural diversity, whilst promoting the
values of respect, honesty, compassion and kindness. We appreciate ourselves and others
as individuals with rights and responsibilities, acting as conscientious global citizens. We
are a community of life-long learners who can contribute to making our world a better place.
We challenge students to explore and question, seek solutions, make informed decisions,
solve problems, demonstrate tenacity and express themselves confidently. We empower
students to take responsibility for their learning and to be recognised as young
independent leaders.
Internationalism:
What Internationalism Means to Us
Internationalism at BISR means that we try to bring our community closer by
understanding, respecting and celebrating our varied beliefs, nationalities, cultures and
religions.
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Organisational Chart
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BISR Staff
Senior Leadership Team:
Chris Mantz, Principal
[email protected]
Nici Wood, Head of Primary
[email protected]
Clare Hunter, Head of Senior
[email protected]
David Appleby, Bursar
[email protected]
Extended Leadership Team:
Duncan Watkins
Byron Wood
Martin Daly
Glynn Stirling
Richard McDermott
Emma Webb
Asst Head, Senior
Asst Head, Senior
Asst Head, Senior
Asst Head, Primary
Asst Head, Primary
Asst Head, Primary
Enrichment Coordinator
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
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EMPLOYMENT
The school employs appropriately skilled and qualified expatriate staff, hired overseas and locally,
to meet its objectives. The recruitment of the expatriate teaching staff is managed to maintain an
appropriate balance of experience and stability throughout the teaching staff.
EXCLUSIVITY OF EMPLOYMENT
Full time members of staff may not engage in any outside employment, nor extend any service to
any person, corporation or entity, with or without remuneration, whist they are employed by the
School, unless approved in advance by the Principal.
Exclusivity of employment is a condition set by the KSA labour and immigration authorities in the
issuance of work permits and work visas for the expatriate members of the teaching staff.
The School may allow occasional participation in the work of non-profit or philanthropic
organisations and professional affiliations subject to the prior approval in writing of the Principal.
VALUING DIVERSITY
As reflected in the Mission statement, the School values the diversity of the members of its
community. To this end, the School will strive to create an environment wherein members of staff
can work unencumbered by unfair discrimination.
HR practices, actions and decisions (including but not limited to) recruitment, promotion, contract
renewals, training, compensation and benefits will be administered equitably based on a valid
classification of staff, subject to provisions contained under KSA immigration, labour and other
applicable laws, rules and regulations; and where age constitutes an occupational disqualification.
HUMAN RESOURCES POLICIES
A comprehensive set of HR policies are set out in the Board Policy handbook on the VLE.
Procedural policies are also on the VLE and those relating to post employment are set out in this
handbook.
HR policies are designed to create and maintain an efficient and well-motivated workforce at a cost
that the school can afford.
The school reserves the right to change existing HR policy and practice or to introduce new policy
and practice. Proposals to create or change policy are initiated by the Principal after discussion
with the Senior Leadership Team.
Proposals are considered by the Human Resources Sub-Committee (HRSC) before the
recommendation is made by the HRSC for approval by the Board of Governors.
Agreed policy changes are communicated by e-mail, through the staff representative, and general
announcements as appropriate. Policy changes that directly affect terms and conditions of
employment will be notified in writing to all those concerned, and take effect not less than one
month after such notice has been given.
Implementation is managed sensitively to optimise efficiency and motivation. The policies are
contained in the Personnel Manual - which is reviewed regularly to ensure that individual policies
address the needs of the organisation and reflect best practice in the management of people.
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ORGANISATION, STRUCTURE AND DEVELOPMENT
The school is a non-profit making establishment founded - in accordance with the laws of Saudi
Arabia.
The Foundation is controlled by a Board of Governors, which has the legal responsibility for all
aspects of the operation. The Board approves financial plans, the policies under which the school
is administered, and programmes for future development.
The Board consists of Governors appointed by the British Embassy, Saudi Hollandi Bank and
Saudi British Bank (SABB) and Governors are co-opted on the basis of their expertise and
experience.
The Board and its sub-committees work with the Principal and Senior Leadership Team to ensure
the smooth running of the school.
The Principal, assisted by the Senior Leadership Team, is responsible for the efficient running of
the school and the delivery of the educational programme. The Principal is responsible for the
achievement of the school objectives.
CONDITIONS OF SERVICE
The Conditions of Service, together with the Letter of Offer and the Summary of Contract constitute
the employment contract.
There are two versions of the Conditions of Service - one for school sponsored/overseas hired
staff, and one for locally hired staff.
Copies of the Conditions of Service are included as Appendix A.
CATEGORIES OF STAFF1
Members of school staff are classified into four groups: Local Hire Teachers, Overseas Hire
Teachers, Teaching Assistants, Administration Staff and Support Staff.
Local hire teachers are appropriately qualified full-time or part-time teachers who already reside in
Saudi Arabia independently, by their own choice, and who have teaching experience gained in an
education system recognised by the school as appropriate (i.e. not necessarily British), and who
hold at least a teaching certificate or diploma recognised by the school as per our Recruitment
Policy.
Overseas hire teachers are appropriately qualified full-time teachers, recruited from abroad or
already teaching in Saudi Arabia as an overseas hire teacher, who have a minimum of two years’
relevant teaching experience gained in a British or International School, with at least a teaching
certificate or diploma from a recognised University or College as per our Recruitment Policy.
Teaching Assistants support learning. Their roles will vary depending on the Key Stage within
which they work. They will work under the direction of class Teachers and/or Year Leaders in the
Primary School, and Curriculum Leaders in the Senior School.
The other group of school staff is the Administrative staff. They take on management and
administrative roles related to admissions and marketing, finance, HR, operations, information
technology, buildings and grounds maintenance, and various other functions which may be office
or classroom-based.
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Administrative functions are not directly related to teaching the British national curriculum,
therefore members of administrative staff are not required to have educational, teaching or
professional qualifications under the British system of education. However, as far as is possible,
the school will employ those with appropriate professional qualifications to each position.
HUMAN RESOURCE FUNCTIONS AND RESPONSIBILITIES
The Principal prepares personnel policies after consultation with the Senior Leadership Team.
These are reviewed and recommended by the HR Sub Committee, and approved by the Board.
The Principal, who delegates to the Senior Leadership Team and to other managers and staff
members as appropriate, implements policies and related procedures.
AUTHORITIES
The Board retains to itself the right of ultimate approval on all financial and other policy issues. The
main delegations are set out in paragraphs (i) to (v) below.
i) Staffing Levels and Manpower Budgets
Proposed by the Principal and approved by the Board. Appointments may then be made to
approved posts by the Principal. The Board Chair, or nominee, is involved in all Senior Leadership
appointments.
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ii) Pay and Benefits Structure
Proposed by the Principal in conjunction with the HRSC, and approved by the Board. A detailed
description of the pay structure and its operation is contained in Appendix B.
iii) Employment Agreement Renewals/Non-Renewals
The Principal determines renewals of Employment Agreements in consultation with the appropriate
Senior Leaders.
iv) Disciplinary Decisions
Disciplinary decisions rest with the Head of Primary/Senior in the first instance and are dealt with in
accordance with the Disciplinary Procedure. All disciplinary decisions are approved by the Principal
and any dismissals must be approved by the Board Chair.
v) Employment Termination
The Board Chair and the HRSC must approve all employment terminations initiated by the
Principal.
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Change of Status
The employee’s contract is dependent on their status at the time of signing and as specified in the
Summary of Contract. Given the local ramifications of sponsorship, if an employee’s status or
marital circumstances change, their contract will be reviewed as follows:
If two sponsored single status contracted teachers get married, both will retain their existing
School sponsorship. Accommodation will be reduced to one unit
If a sponsored contracted male teacher marries a non-BIS sponsored partner, sponsorship of
the wife falls to the husband or remains with the company she is sponsored by in Saudi
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Arabia, not the School, whose financial liability is restricted to initial entry and final departure
visas. Accommodation will not be upgraded
If a sponsored contracted female teacher marries an individual sponsored by another
company currently working in Saudi Arabia, sponsorship transfers to the husband and the
sponsored contracted female teacher will assume a non-sponsored status with immediate
effect. End of Service Benefit (EOSB) will be paid in full and a new non-sponsored, local hire
contract started. These changes are required by Saudi law. Previous service will count
towards EOSB entitlement under the new contract. Accommodation will not be provided.
In the case of divorce, an immediate review of contracts will be undertaken
Resident Dependents
Resident dependents are defined as those in the immediate nuclear family of a member of staff
e.g. a spouse or a child under the age of 18 whom are permanently resident in KSA. A teacher
must be married in order to have their partner accompany them. Any two children per family will
be covered by overseas hire benefits.
CONTRACTUAL BASIS
Overseas hired expatriate employees are employed under an initial two year Employment
Agreement, renewable biennially from 1st September by mutual consent. The Principal may grant
one-year or two year extensions to Employment Agreements for individual members of staff. The
Principal’s decision on whether to grant such an extension is final.
PERSONNEL RECORDS
The Human Resources department will maintain personnel data for each individual employed
within BISR. The data may include the following:
Documents: past and present contracts, CVs, employment applications, transcripts,
credentials, salary advice documents, instructional facilitator information and other data
relevant to contract arrangements, employment history and the verification of salary placement
Attendance: Employee attendance records, leave data, and medical documentation
Evaluations and Work Assessments: Employee evaluations, assessments, reference letters,
and other data reflecting work performance
Confidential information: Correspondence between Ministry of Labour and employees deemed
necessary for documentation, employee commendations, employee benefit notations, incident
reports, summaries of disciplinary proceedings, outcomes of Board hearings, and other
submitted documentation
The HR Manager will be the records manager for personnel files and will have the overall
responsibility for maintaining and preserving their confidentiality.
These documents are regarded as confidential, and are not available for general inspection. They
contain up-to-date basic personal information provided by the individual during the recruitment
process, as well as references and other records and information relating to an individual’s
employment with the school. Employees must advise the school as soon as practical of any
changes in their personal circumstances.
Individual employees may view their own personal file held by the school by prior arrangement with
the Principal and in the presence of or a member of the Senior Leadership Team or HR
department.
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Personnel files may only be signed out by members of the SLT and when required, the HR
Department must ensure that personnel files are delivered by hand. The member of the SLT is
responsible for the confidential return of the file.
IQAMA
On entry to Saudi Arabia, the HR department, through the Saudi Liaison Officer (SLO) will initiate
the application for an Iqama or official residency permit. Prior to issuance, the employee is
required to undergo a medical at a medical centre approved by the school.
EMPLOYMENT COSTS
The financial impact of the approved manpower budget is identified and monitored by the Bursar
who provides the Principal and the Board with regular reports.
Regular reviews of employment costs take place, and the cost element is taken into account in
considering any changes to terms and conditions of employment. An important part of the task
relating to employment policies is the balancing of cost with the need to recruit and retain the bestqualified and experienced people.
ANNUAL STAFFING PLAN
After consultation with the Senior Leadership Team, the Principal prepares the annual staffing plan
for approval by the Board as part of the annual budget process in January/February. This provides
the basis for budgeting employment costs as well as employee numbers. The plan sets out the
number of employees and the skills that will be required at each level to ensure that the school
meets its objectives.
RECRUITMENT
Recruitment Criteria and Specifications
Recruitment Criteria are required for each different role in the school, and managers are expected
to ensure that these exist and are approved by the Principal. When a recruitment need arises, the
existing Recruitment Criteria must be reviewed and updated (or a new one prepared) and
approved by the Principal. From these Recruitment Criteria, a job specification, identifying the
required qualifications and experience, is drawn up for use during the recruitment process.
Recruitment Criteria may be issued with the Conditions of Service and when changes occur.
Implicit in all Recruitment Criteria is a commitment to support, actively and loyally, the Mission and
Vision of the School.
Responsibility Changes
Changes in job responsibilities are inevitable in a dynamic organisation. These changes should be
identified as they take place, agreed with the Employee, and written into the Recruitment Criteria.
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This action is initiated by the Line Manager concerned and then put to the Principal for approval
before implementation.
Recruitment Process – General
The recruitment process results from the implementation of the agreed manpower plan, and varies
for different employment categories. The need to initiate recruitment activity arises either for a new
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post identified as part of the planning process or as a result of a vacancy arising as a result of an
employee leaving the post.
Recruitment Process – OHT
Overseas Hired Teachers are recruited after Skype and/or face-to-face interviews, when
appropriate. A liaison service is provided for successful candidates from the time of acceptance of
the offer until the appointment commences.
Requirements for Employment
All job offers are dependent on the applicant passing an appropriate medical examination and
meeting other requirements, including acceptable references.
REMUNERATION
BISR pay scales are based upon the UK School Teachers’ Pay and Conditions Document which is
updated each September. Newly qualified teachers (NQTs) will start on the six-point main pay
scale and progress through it each year, subject to completing a satisfactory year of employment,
or move onto a scale associated with a position of responsibility. Teachers joining the school will
be placed on the scale according to the number of years of qualified experience.
Unqualified teachers are paid on a pay scale which is based upon the UK Unqualified Teachers
Scale.
For teachers whose qualifications were awarded outside the UK, Australia, Canada, the USA,
reference will be made to National Recognition Information Centre (NARIC) for confirmation of
qualified teacher status.
Teaching Assistants and Administration Staff are paid according to the relevant BISR pay scale.
For Overseas Hire teaching staff an overseas allowance equivalent to 30% of salary is paid. This is
divided into 12 equal parts and paid with salary.
All monthly salary and allowance calculations are based on 365 contractual days, with total
payments divided into twelve equal parts, paid monthly in Saudi Arabian Riyals in arrears. The
employee’s salary payment for the July and August will be paid with their June salary.
The employee’s initial Summary of Contract and Letter of Offer will specify their annual
remuneration, consisting of a basic salary and any other allowances, including Positions of
Responsibility and overseas allowance.
The School reserves the right to review the allocation of Positions of Responsibility on an annual
basis.
Deductions from salary for authorised unpaid absence will be made at the end of each month on
the basis of 1/365 of annual salary per day of absence. Unpaid leave of absence impacts on the
employee’s End of Service Benefit (EOSB).
Absence for part of a working day may be authorised by a Senior Leadership Team member.
Absence that has not been approved will incur the automatic deduction of one full day’s pay i.e.
1/365 of annual salary.
The employee is required to open a local Saudi Arabian bank account and to pass full details to the
School for the payment of salaries and other sums. They are advised to open an account with the
Saudi Arabian British Bank (SABB), to which the School is currently affiliated, but they are free to
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choose any other bank. If they do so, however, they will be liable for any additional charges the
School might incur for using a non SABB account.
A returnable deposit of SR3,000 per School sponsored individual or couple will be retained when
the employee leaves, to cover unforeseen expenses chargeable to the School. The balance will be
refunded within three months. Where possible, details of the new bank account must be given to
the payroll department along with a forwarding e-mail address before departure. If this is not
possible it will become the individual’s responsibility to inform the payroll department of the above
at their earliest convenience.
Although based on the UK salary scale, salaries are paid in SAR and will not be adjusted
according to currency fluctuation during the year. The school reserves the right to make alternative
arrangements for salary payment should the Saudi Arabian Government introduce monetary
policies, which affect the financial management of the school.
PROBATIONARY PERIOD
BISR aims to ensure that there will be a fair and consistent approach to the treatment of staff with
regard to probation. This policy and procedure seeks to provide the School with an opportunity to
assess the performance and future potential of the appointee before deciding whether or not to
confirm the appointment.
The policy applies to all new employees of the School.
The probation procedure introduces a number of informal probation interviews/reviews to ensure
regular two-way communication between the line manager and the employee.
The probationary period is part of the performance management process. In the case of teachers
the first classroom observation must be carried out in line with the time frame set out in the
Probationary Policy. Information from the probationary period should also be used to complete the
employee’s individual plan and be part of the performance management process. The reviewer is
responsible for informing the Principal if at any time during the probationary period an individual is
not meeting the expectations of performance expected by the school and as such may be
unsuccessful in their probationary period.
Staff will be subject to a probationary period of not exceeding 90 days exclusive of Eid al-Fitr and
Eid al-Adha holidays and sick leaves. This will commence from the first working day in the school.
Throughout the probation period, the line manager shall pay particular attention to the performance
of the employee and shall keep him/ her informed of individual progress. It is the line manager’s
responsibility to ensure that the new employee is inducted locally (i.e. in the Area) and given the
relevant information necessary to enable him/ her to commence work.
See Probationary Policy on the Staff VLE
IONS OF EMPLOYMENT
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EXPATRIATE EMPLOYEE ARRANGEMENTS
The initial contract for Overseas Hire Teachers commences 1st September, and is for a period of
two years. The new Employee will be notified on the date for arrival in Riyadh for professional and
personal orientation.
Appointments made during the course of the year have the standard agreement arrangements, on
a pro-rata basis where necessary.
Where personal circumstances change before an Employee takes up a first appointment with the
school, the school reserves the right to withdraw any job offer and terminate any contract without
compensation to the Employee or cost to the school.
CONTRACT RENEWAL
In the second year of the initial contract, and annually or biennially thereafter, the employee must
inform the school by no later than 30th November whether or not they wish to renew their contract
for the following year. The school will then notify the employee of whether the contract will be
extended by the last working day of Term 1.
The Principal may grant a one or two year extension to the contract. The Principal’s decision on
whether to grant such an extension is final.
BAGGAGE ALLOWANCE
The employee and their agreed resident dependants will be provided with a flat-rate allowance for
unaccompanied airfreight to Riyadh on first arrival. Original receipts are required within one month
of arrival. A flat-rate allowance of SR3,000 per adult and each resident dependant will be paid
upon final departure to those entitled to repatriation costs.
JOB DESCRIPTIONS
Existing and proposed staff positions will have job descriptions containing the position titles,
statements of job purpose, reporting and organisational relationships, date of issue, and
accountabilities which will detail the general and specific functions of each position. Job
descriptions will be used as benchmarks for job expectations, performance management review
and job evaluation.
Job descriptions will be issued to each member of staff upon employment, promotion or transfer to
a new position, or when significant changes occur in job duties and responsibilities. Job
descriptions will be incorporated as integral parts of staff contracts. Incumbents will actively
participate in the update of job descriptions.
Department Leaders, the Extended Leadership Team and the Senior Leadership Team will be
responsible for the preparation, periodic review and update of job descriptions. Any changes to
Job descriptions also require the Principal’s approval.
CODE OF CONDUCT
Employees are required to observe the Code of Conduct laid down by the school. The code as
currently published is contained in Appendix E. Observance of the code is required as part of the
terms and conditions of employment.
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TRAVEL ALLOWANCE
At the beginning of an overseas hire employee’s initial contract, the staff member and their agreed
resident dependants will be provided with a single, economy class ticket to Riyadh from their
nearest regional airport in the country of domicile according to their contract.
For each completed school year under contract, the overseas hire employee and their agreed
resident dependants will be entitled to a travel allowance, payable in May each year. This is
intended to provide the employee with one economy return trip to their country of domicile. The
amount payable will be agreed by the Board of Governors in March each year.
During the employee’s final year (and provided contractual obligations have been meet in full) the
employee and their agreed resident dependants will be entitled to 50% of the annual travel
allowance, payable in May. This is intending to provide the employee with one single economy trip
back to their country of domicile.
END OF SERVICE BENEFIT
This will be calculated based on the cumulative number of days worked, taking account of unpaid
days of absence. Any cumulative shortfall between actual days worked and total contracted days
will be applied at the end of your service as a pro rata reduction in your final year. Prior to Sept
2006, any incomplete years will be considered complete, i.e. ‘topped up’. Unpaid leave during term
time, whenever taken, can never be made up and will reduce your final year EOSB at whatever
rate applies at that time.
EOSB will be paid according to the employee’s length of service as follows:
Length of Service
Entitlement
Up to 5 Years:
0.5 x FMS for each completed year and pro rata, if applicable for the
final year.
Over 5 Years:
0.5 x FMS for each of the first 5 completed years and 1.0 x FMS for
each completed year over 5 years, pro rata if applicable for the final
year.
FINAL MONTHLY SALARY
For the purposes of calculating the FMS, it would be assumed that your basic wage will be used,
as defined, but will include 14/12 of your basic salary as compensation for the housing that you are
provided with, where applicable. In addition other allowances, such as POR allowances, will then
be added to arrive at a FMS.
For the purposes of calculating an overseas hire employee’s FMS, it will be assumed that the year
comprises 14 months and they will be regarded as having been paid 1/12 of that 14 month total.
The additional 2/12 reflects the housing benefit. in addition, 1/12, i.e. a month’s worth, of their
overseas allowance and GOSI contributions, and 1/12, i.e. a month’s worth, of any POR their hold,
will be added to the calculation of their monthly 14 months year salary to compute the FMS.
This FMS calculation relates solely to your EOSB entitlement and does not relate to the actual
salary received in the final month.
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NORMAL WORKING HOURS
The working week is five days – Sunday to Thursday - and employees are required to attend on all
days that the school is open during term time. School will be open for a minimum of 174 student
days. Teachers are required to attend school five working days before the first student day of
Term One, and at least one day before the first student day of Term Two and Term Three, for
professional development and training activities and for preparing for the term ahead.
The date on which staff are required to report for Term One will be announced no later than the
end of Term One in the preceding school year. Staff holding key positions or positions within the
Extended and Senior Leadership Team will be required to return to the post in advance of this
schedule. These dates will be confirmed with the issue of the contract renewal and will be closely
tied to the arrival date for new staff.
Within the working week, teachers have a certain number of contact time hours when they are
expected to be in the classroom or engaged in other activities that are regarded as ‘contact time’.
The exact number of contact hours depends on positions of responsibility. For main-scale
classroom teachers the expectation is that they teach 80% of the timetabled lessons during the
week. Staff are also expected to provide cover for absent colleagues. In addition teachers will have
a number of directed-time hours for activities such as registration, faculty, year group and other
such meetings according to a published calendar.
All teachers must be present at the school 15 minutes before the published starting time.
Teachers are also required to:
Attend parent consultation days/evenings
Run a minimum of one extra-curricular activity and one other Enrichment activity
Attend school functions as required
Attend staff planning and other relevant meetings as required; and
Take regular turns at playground, lunch, break time and transport supervision
All teachers must be present until at least 15.15 for all categories of teaching staff.
payments are made for teaching staff.
FREIGHT
No overtime
SOCIAL SECURITY
The school provides no pension scheme The School makes the General Organisation for Social
Insurance (GOSI) payments on behalf of overseas hire employees.
MEDICAL REQUIREMENTS AND HEALTH INSURANCE
Before taking up an appointment with the school, the prospective Employee must have a full and
satisfactory medical examination, which is required as part of the Saudi Work Visa process. The
school will cover the reasonable cost of the medical. The school may require further medical
examinations at any stage during the period of employment. In such instances, all costs incurred
will be borne by the school.
Employees and their resident dependants will be covered by an appropriate international medical
insurance scheme at the expense of the school, and all medical costs incurred should be
reclaimed through this scheme, where appropriate.
Full details of the cover and exclusions under this insurance scheme are provided by the Human
Resources department.
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At approved hospitals, the insurance card will be accepted, and the employee will only be required
to pay the employee share of the treatment costs, usually a minimal amount. If the employee uses
a hospital not on the list as provided by the insurer, the employee will be required to provide all
receipts in order to make claims to the insurer. All receipts and claims must be copied and kept by
the individual in case the insurer does not agree to the reimbursement or there is a discrepancy.
ACCOMMODATION
Accommodation is provided for all Overseas Hired Teachers This will usually be on either Al
Hamra Oasis Village Compound or Eid Villas Compound. The lease on each accommodation unit
is with the school, and the Principal has the right to decide who lives in each unit.
Employees living in School accommodation have a responsibility to look after the property and to
keep it in good order. Any initial complaints related to the maintenance, structure etc of the
accommodation must initially be discussed with the appropriate compound management team.
Sub letting of staff accommodation is not allowed. Staff members should not vacate their
accommodation to allow someone else to stay in it.
Basic furniture is provided for each apartment unit and must not be swapped amongst staff without
the prior knowledge of the compound management. An accommodation package is provided by
the compound once and is listed in Appendix F. Replacements and costs following breakages,
damages and renewals of these supplied items are the responsibility of the individual employee(s)
allocated to the apartment.
See Accommodation Policy Appendix 8
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UTILITIES
The school will cover the reasonable cost of electricity and mains water supply. Staff may be
asked to pay for excess of 1200kwh in a single apartment and 2400kwh in a two bedroom
apartment or villa.
INSURANCE – SCHOOL ACCOMMODATION
Personal effects are covered up to the value of SR3,000 whilst on school premises and household
contents to the value of SR10,000 per household for staff living in School accommodation.
CAR LOAN
In the first year of employment, overseas hire male employees may apply for an interest-free loan
of up to SR50,000 to assist in the purchase (not lease) of a motor vehicle, excluding a motor-cycle.
The loan is to be repaid within a maximum of 2 years, by monthly deductions from the employee’s
salary. The vehicle is to be comprehensively insured at the employee’s expense.
During the period of repayment, the School will keep a copy of the istamara (registration
document) and other papers relating to the vehicle. In the event of departure before repayment is
complete, the outstanding sum is to be repaid immediately. All male employees are encouraged to
purchase their own cars given their non-entitlement to recreation transport.
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LEAVE
Leave when the School is closed will normally be granted and will be agreed at the beginning of
the School year. However, under exceptional circumstances, the Principal may require the
employee to work during school holidays.
Extended Leadership Team, Senior Leadership Team and Administration staff are required to work
two working weeks before the first teaching day of the new academic year on a date that is set
each year by the Principal.
Sick Leave
An employee who is proven to be sick is entitled to paid sick leave. A medical certificate signed
by a registered medical practitioner must be presented for all personal and parental absences in
excess of two consecutive working days. In the instance of a serious health problem, the School
will seek to act compassionately, bearing in mind all the factors pertaining to the particular case.
The employee may be absent for up to two working days at a time in the event of a dependent
child being ill.
In the event that a husband and wife both work at the School, only one may take the permitted two
working days absence at any one time, i.e. the mother may take two days off, followed by the
father taking off two days. A maximum of four days can be taken off for child sickness by a
teaching couple at one time. In the case of serious illness, or enforced absence due to
Government directives, further periods of absence may be requested by application to the
Principal.
Absence due to sickness should be notified to a member of the Senior Leadership Team (SLT) no
later than 6:30am on the day of absence so that alternative arrangements may be made. If the
employee attends work but leaves the School before 11:00am, this will count as a full day’s sick
leave.
All staff returning from absence must complete a Leave of Absence form, a copy of which will be
lodged in the individual’s personal file. It is the responsibility of the individual Employee to complete
it on the first day of return to work.
If staff are seeking time off to attend medical treatment, either locally or abroad, and will require
time off during school hours, it is imperative that a Leave of Absence is form completed and signed
by the Employee and given to the Principal for signed approval in advance of the leave period.
Maternity Leave
Maternity Leave granted to a female employee will span the period of four calendar weeks prior to
the expected delivery date until six calendar weeks after the actual birth.
If maternity leave applies, the employee will not be permitted to work in the School between the
commencement and completion of the maternity leave period. Note that the calculation of
maternity leave is based on calendar days, irrespective of weekends or holidays.
a.
Maternity leave should be initiated with a written request to the Principal, at least three months
before the expected date of delivery. The request must indicate the date that their leave will
begin and the date that they expect to return to work.
b.
A statement from a medical practitioner, verifying pregnancy and indicating the expected date
of delivery, must be attached.
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c.
They will be entitled to half pay during maternity leave provided they have been employed by
the School for at least one year prior to the date maternity leave commences, and full pay
provided they have been employed by the School for three years prior to the leave
commencing. Failure to return to work after maternity leave will result in the employee losing
the entitlement to maternity pay.
d.
Maternity leave, whether paid or unpaid, will be ignored (i.e. not deducted) in the calculation of
End of Service Benefits (EOSB), provided they return to work as expected. If they fail to do
so, the final day of service for EOSB purposes will be the date maternity leave commenced.
Compassionate Leave
Up to five days paid leave may be granted in matters of a compassionate nature, i.e. serious
illness or bereavement in the immediate family (spouse, children, parents and parents of spouse) if
authorised by the Principal. Applications should be made and confirmed in writing. Extensions to
compassionate leave must be approved by the Principal and will be treated as authorised unpaid
leave.
Interview Leave
At the discretion of the Principal, except in the initial year of employment, the employee may be
granted up to 1 day of paid leave for each completed year of service and up to a maximum of two
days unpaid leave annually, for attendance at job interviews, consequent upon receipt of
resignation.
Professional Development/Workday Leave
Leave may be granted for attendance on an approved training course. Depending on the level of
benefit to the School, this leave may be paid or unpaid or a combination, at the Principal’s
discretion.
Hajj Leave
One paid leave of absence to perform Hajj will be granted during an employee’s service at BISR.
There is no entitlement to such leave within the first two years of service. The School reserves the
right to refuse an application for operational reasons.
Part Day Leave of Absence
Absence for part of a working day may be authorised by a Senior Leadership Team member. If
such absence has not been approved, this will incur the automatic deduction of one full day’s pay.
In exceptional circumstances and at the Principal’s discretion, unpaid leave of absence during term
time may be granted. In common with all unpaid leave, personal leave of absence will be
deducted in the calculation of EOSB.
FAMILY VISIT VISAS
Under Saudi Arabian regulations, only immediate family members may visit the employee in
Riyadh and the Principal must first approve all such visits. The visiting family member remains the
responsibility of the employee. The School will make the necessary visa applications on the
employee’s behalf. Visit visas are granted at the discretion of the Saudi Arabian authorities and
not the School and therefore cannot be guaranteed. The employee must bear the cost of these
visas, together with the variable and actual administration costs incurred by the Saudi Liaison
Officer. The employee is also fully responsible for checking the details of the visa i.e. duration and
17
date of expiry. The employee is advised not to pay for their flight until the visa has been
issued/confirmed.
The employee, not the School, bears responsibility for the conduct and well-being of any visitors
they host. The employee is therefore strongly advised to ensure that any visitors arrange relevant
insurance cover, especially medical insurance to which they bear all costs.
In times of high security tension and depending on travel advice from the British Foreign &
Commonwealth Office, the School may decline visit requests.
GOVERNMENT HOLIDAYS
The School recognises and observes KSA regular holidays, nationwide special holidays and
special days as follows:
Saudi National Day
Eid Al Fitr
Eid Al Adha
These are special work and non-work days, as may be declared by the KSA government from time
to time. The School will comply with any amendments to the above regular holidays, nationwide
special holidays and special days as may be determined in the future by the KSA government.
Members of the teaching and administrative staff will be given time-off with pay during regular
holidays and nationwide special holidays.
UNAUTHORISED ABSENCE
This occurs when an Employee fails to report for work without either notifying the appropriate Head
of School. If unauthorised absence continues, the school may terminate employment. In this
situation, the School reserves the right to withhold the End of Service Benefit payment for the
current, incomplete contractual year. The School also has the right to deduct any amounts owing to
the School by the Employee against any final payments or other compensation due to the
Employee, to include refunding the School the balance of any car loan.
ACCIDENT COMPENSATION
There is no insurance cover in relation to the Employee except that contained within the limits of
the school’s insurance policies. The school’s insurances cover the employee for liability for causing
accidental injuries and for claims made against the Employee in connection with the school’s
business. The school’s Personal Accident Insurance (PAI) policy covers death or serious
permanent disability up to a maximum benefit of six months’ salary to include a contribution to
funeral costs. Other non serious disabilities may be covered to a lower amount. The school has an
Employer’s liability insurance policy.
DRESS CODE
BISR staff are expected to dress professionally at all times and to set high standards of personal
appearance. It is very important that staff present a professional image at all times to both pupils
and to parents. The way in which staff dress is a direct reflection upon the school and on parent’s
perception of BISR and of individuals.
All staff must also respect the conservative culture of Saudi Arabia. Staff are also expected to be
role models for students including in what constitutes professional dress.
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Male staff should wear long tailored trousers, a collar and tie, socks and shoes suitable for
teaching. Trainers will not be worn except when teaching sport.
Female staff should ensure that their shoulders and upper arms are covered and that necklines are
not low. Skirts and dresses must be below knee length when seated, so that the backs of the
knees are covered. Clothes must not be tight. Tops, blouses and shirts should adequately cover
the midriff area and likewise not to be too tight or ‘cling’. Trousers should cover the knee. Any
garments which are see-through are inappropriate. Underwear should not be visible. Denim of any
kind or colour is also not to be worn in school. Female staff should wear shoes suitable for the
classroom and should bear in mind the health and safety risks posed both to themselves and the
children by some of the less appropriate footwear which could lead to injury. High heels are a
liability in a school context, as are flip flops and some open-toed shoes and sandals.
PE staff will be supplied with an agreed PE kit, which will be worn at all times while in school. While
on sports trips, the appropriate track suit will be worn. Non-PE specialist who takes a PE lesson
will also wear appropriate kit, and change out of the kit at the first opportunity.
Staff on trips will dress appropriately. Museum trips and similar, staff should dress as in the
classroom. Casual, sporting or recreational attire may be worn for activity trips.
At no time should there be any visible piercings other than ears to a maximum of one in each ear.
Tattoos must be totally covered. For Formal School occasions such as public presentations and
parent consultation days, members of staff should wear formal clothing. For gentlemen this should
be a suit and for ladies a suit or smart dress.
Clothing for non-uniform days should be culturally respectful and footwear should be safe. Flip
flops should not be worn.
At appropriate times, members of the teaching and administration staff may wear protective
clothing such as laboratory coats or painting smocks.
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HEALTH AND SAFETY
In relation to their own actions, all Employees are required to take responsibility for their own safety
and for the safety of other Employees, children attending the school, visitors to the school and the
public at large. Hazards must be resolved when observed or, if this is not possible, reported
immediately to a member of the Senior Leadership Team or the Facilities and Resources Manager.
REPATRIATION
If the Kingdom of Saudi Arabia becomes involved in hostilities, declared or otherwise, or the
security situation deteriorates significantly, the School may, subject to advice from the British
Foreign and Commonwealth Office, authorise the evacuation of school employees and/or agreed
dependents and/or close the school.
Should the school close permanently you would be repatriated at the School’s expense and be
paid for up to 3 months. Should the school close temporarily, you will be expected to return as
soon as possible under your existing contract upon its reopening. If the school remains open but
you elect to leave for personal reasons, without giving due notice, the provisions outlined in the
Conditions of Service will apply.
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INTERNET AND E-MAILS
The School realises that the Internet services and electronic mail (e-mail) are important assets to
both the School and the Employee. The School Internet and e-mail system is permitted for
personal use if it is infrequent and occasional however, such messages become property of the
School.
The School Internet and e-mail system may not be used to solicit any commercial ventures,
religious or political causes, outside organisations, or other non-job related solicitations. In addition,
the School Internet and e-mail system are not to be used to create any offensive or disruptive
messages to include those that contain sexual connotations, racial slurs, gender specific
comments, or any other comment that offensively addresses someone’s age, gender, sexual
orientation, religious or political beliefs, national origin, or disability.
The Internet and email system are also not to be used to send/upload or receive/download any
materials or information without the prior authorisation of the School. Any Employees who discover
a violation to this policy are responsible for notifying their supervisor immediately. Any Employee
who is in violation of this policy or uses the e-mail and/or Internet system improperly will be subject
to disciplinary procedures up to and including dismissal.
Staff may not share personal Social Network Sites with students as this is inappropriate and
potentially a very dangerous arrangement that could lead staff to be very vulnerable and in difficult
circumstances. Staff must be conscious of the fact that what is written on Social Network Sites is
not private and could therefore result in publication of inappropriate photographs or statements.
All staff are required to sign the Email and Internet Policy upon appointment.
DEATH IN SERVICE
If an employee dies in service, the school will give all reasonable assistance to the family. Money
due at the time of death, and the amount (if any) of gratuity/severance earned on a pro-rata basis,
will be paid as soon as possible.
The schools Personal Accident Insurance policy will pay up to a maximum of 6 months’ salary to
include a contribution to funeral costs on accidental death.
See Death In Service Policy Appendix 6
DISCIPLINARY ACTION
The Principal may initiate disciplinary action against employees who are in breach of the Staff
Behaviour policy or who fail to perform the duties required of them to a satisfactory level.
GRIEVANCE PROCEDURE
Any Employee who has a grievance relating to employment with the school must raise the issue
with the relevant line manager initially. If there is no response to the individual within ten working
days, the matter can then be referred to the Principal.
If a grievance remains, the Grievance Policy will apply.
See Grievance Policy Appendix 7
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TERMINATION OF EMPLOYMENT
The school has the absolute right to decide to offer or not to offer a new extension of contract on
the expiry of an existing Agreement. The school reserves the right to terminate the Agreement at
any time by giving three months notice
Where an unlawful offence has been committed which necessitates immediate termination or the
Employee is considered guilty of serious misconduct, including without limitation, moral turpitude,
gross negligence of duty or violation of School policies or of violation of Saudi Arabian Law, this
Agreement may be terminated without notice or payment in lieu.
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RETIREMENT
It is the policy of the school that all Employees should retire at the age of 60. However, at the
discretion of the Principal, individuals between the ages of 60 and 65 may be employed.
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RESPONSIBILITIES FOR EMPLOYEE RELATIONS
One main theme underlies good human relations’ practice - the maintenance of a good relationship
based on mutual trust and confidence between Employer and Employee.
The Leadership Team needs to use resources efficiently in pursuit of the organisation’s objectives.
Employees look for fair treatment, security of employment and job satisfaction. Both have a
common interest in the organisation’s success - without which neither can achieve their own aims.
Conflicts of interest inevitably arise, but must be solved in a responsible and constructive way.
Good employee relations are therefore a joint responsibility.
Management Responsibility
The Board, Principal and all those with management responsibility must therefore:
Maintain effective arrangements for communication, consultation, and the settlement of
grievances
Ensure individuals understand the role of management in this context and have the authority
and training required to carry out that role
Enable employees to know and understand their objectives and priorities and the framework of
policies which govern employment
Keep employees informed on matters that affect them and the organisation as a whole
Employee Responsibility
Employees also have responsibilities:
To work within a framework of policy laid down by the school
To work in accordance with duties as defined in their job description and the school’s Code of
Conduct
To co-operate with management to achieve the school’s objectives
DISCIPLINE
Any organisation requires rules to guide the actions of its Employees and to ensure that
transgressions that are detrimental to the interests of the organisation or of other employees are
dealt with, particularly to prevent recurrence. The Principal may initiate disciplinary action against
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the Employee in the event of breach of the Code of Conduct or for failing to perform the required
duties to a satisfactory level.
Procedures for this action are outlined in the Staff Disciplinary Policy.
GRIEVANCE PROCEDURES
In the interests of good Employee relations, any Employee who has any grievance relating to
employment with the school should be able to seek resolution of the issue and have the grievance
heard at the highest level of management. This opportunity should also be available to groups of
employees who have a common grievance.
HEALTH AND SAFETY
The school pays considerable attention to the health of its Employees, particularly to protect the
pupils. All Employees are required to have certain medical checks before and during employment,
at the expense of the school. The Health and Safety policy is included as Appendix 8.
If the health of an Employee does not meet the specified requirements, the school reserves the
right to terminate employment.
The philosophy of the school is to maintain a healthy environment for all.
Job Safety
In relation to their own actions, all Employees are required to take responsibility for their own safety
and for the safety of other Employees, children attending the school, visitors to the school and the
public at large.
Where clothing is supplied, it must be worn and maintained in good condition. Hazards must be
resolved as quickly as possible.
Failure to observe safety requirements is a serious offence under the school’s Code of Conduct
and may result in the termination of employment.
iii) Accidents
Where minor accidents occur, they must be referred immediately to the staff in the First Aid Room,
who will prescribe treatment. Details of all accidents will be logged in the accident book that is kept
in the First Aid Room.
The Principal will handle any major accident or emergency with recommendations from the Health
Officer, following the laid-down accident procedure.
WORK SUSPENSION
The School will suspend work, when appropriate, during sandstorms, storms and other
emergencies. The Principal will determine and announce if work needs to be suspended, after
taking into account the directives of the KSA government or any of its agencies, and after due
consultation with the Board chair, security governor and appropriate embassies.
Pay entitlements will not be affected when work is suspended in accordance with the immediately
preceding paragraph.
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Announcements on work suspension are disseminated through the emergency contact
procedures, email and other means.
PROFESSIONAL DEVELOPMENT
The British International School is committed to the support and promotion of staff development
and training.
Staff development is defined as: Policies, procedures and practice designed by the school to
develop the knowledge, skills and awareness of staff and by so doing, improve the effectiveness
and efficiency of the individual and the school.
The school interprets staff development as referring to all categories of its staff, for whom
appropriate provision must be made. It recognises that the efficient and effective functioning of the
school depends on its support for and provision of staff development and training teachers and
non-teaching staff alike at all levels, including those working on a part-time or fixed-term basis.
The aims of staff development and training are varied: To help individual staff acquire knowledge,
skills or awareness which will allow them to fulfil current responsibilities more effectively; to help
groups of staff to work more effectively together as a team: to help individuals or groups of staff
meet the demands placed on them by organisational change and development of the school; to
help individuals develop skills and/or gain qualifications which will equip them for future career
development; to enable staff who acquire new skills to have these recognised and find appropriate
opportunities to exercise them in their employment; to contribute to the general education and
welfare of staff.
The responsibility for staff development and training is three fold: individuals have responsibility
for: reflecting on the evolving character of their work and future career aspirations and identifying
their own staff development needs, discussing with their Line Manager development needs arising
from their own reflection and the needs of the school and establishing priorities; seeking out and
participating actively in forms of staff development and training which will help them to meet agreed
needs and applying newly developed knowledge and skills in their work as appropriate.
The school has responsibility for helping staff develop their performance and effectiveness;
assisting staff in the identification of career development and training needs on a day-to-day basis
and through formal procedures such as Performance Management; evaluating the effectiveness of
training and development undertaken by staff, ensuring that as far as possible the training or
development need is met where it is agreed that it is in the interest of the school and the individual;
identifying organizational changes or development whose implementation will be assisted by the
provision for the individuals or groups concerned of appropriate training and support.
The SLT has responsibility for: devising, organising, running, monitoring and evaluating the
effectiveness of the in-house training programme; cost-effective utilisation of external training
courses, and the use of other external resources; initiation and monitoring of training activities
within the school; providing specific advice on training and career development to staff.
Coordination of identification of training needs; providing information to staff on the opportunities
for staff development and training both internally and externally; liaison and co-operation with other
training and development organisations; managing the staff development budget; advising the
Governors and specifically the HR committee on matters in relation to the development and
training of all categories of staff; exercising an overview of all staff development and training
activities and liaising with Line Managers, Department Principals, Year Leaders and staff in order
to identify and meet staff development and training needs.
The School encourages staff to continue their professional development. It will cover the cost of
attending courses which it requires staff to attend. Requests for funding for other courses (or
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alternative forms of professional development) will be considered on an individual basis and will be
at the discretion of the Principal. CPD funding will be based on the extent to which courses align
with Performance Management targets and/or the school’s Strategic Plan. If it was felt
appropriate, the School might contribute, on a negotiated basis, towards the cost of a course, the
cost of flights and visas to attend it, and a per diem maintenance allowance for its duration.
PERFORMANCE MANAGEMENT
The school has developed a performance management system involving all teaching and
managerial staff. The basis of the system is the negotiation of targets with the individual’s
immediate line manager. At least one of the targets should originate from the individual and
another should derive directly or indirectly from initiatives being pursued by the Senior Leadership
Team.
All targets should be in harmony with the main development initiatives of the school and should not
be seen as ‘additional’ or ‘tangential’ to that process. The individual’s success in achieving these
targets will be assessed annually against pre-determined criteria and by those staff considered
most appropriate for the task.
The Senior Leadership Team, led by the Principal, operate an on-going, informal and continuous
observation of on-the-job performance; and, as managers, Senior Leaders are responsible for
counselling and coaching individuals to enhance performance.
The documentation arising from the performance management process is regarded as personal to
the individual, and the school holds a copy. Access is available to the individual’s line manager,
appropriate members of Senior Leadership Team and the Principal.
PROFESSIONAL DEVELOPMENT
The school organises in-service training for teachers, led either by members of staff with relevant
skills and knowledge or by introducing relevant specialists, usually from the British system.
Teachers are encouraged to read on an individual basis in order to keep themselves up to date,
and, where relevant, to extend their range of qualifications. Given a minimum of one month’s
notice, staff may be required to attend in-service sessions even though these may be outside
normal school hours. The school has a professional development budget and will propose/support
staff attendance at relevant courses in response to the school strategic plan.
The school maintains links with other British-style schools through its membership of BSME (British
Schools of the Middle East).
MANAGEMENT TRAINING
Staff with Positions of Responsibility are able to participate in training activities that are organised
for the teaching staff. They gain management and leadership experience by direct involvement in
the training process, principally by organising and leading courses. The school will contribute to
the cost of attendance at relevant management training programmes during leave periods by
agreement of the Principal.
PROMOTION
The school positively encourages members of staff to seek more responsibility. For senior posts it
invites applications from existing staff members as well as external candidates.
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All vacant posts of responsibility will be advertised internally. Initial applications should be in
writing, and short-listed applicants will be considered for interview. Applications will also be
considered from other sources.
INTERNAL APPOINTMENTS
Vacancies will be advertised internally. Applicants will be short listed for interview by the relevant
members of the SLT. Candidates will be interviewed by the Principal and/or Head of Primary,
Head of Senior or Bursar.
The Principal or Senior Manager leading the interviews will notify all candidates orally and in
writing of the result of their application/interview. The Principal's PA and HR Department will
administer the written aspects of this procedure. The HR Department will prepare all the
necessary paperwork and employment and job specifications.
Unsuccessful candidates have an entitlement of a debrief or feedback upon request.
Positions of Responsibility apply for one year and do not necessarily run concurrently with the
contract.
57NERAL
PERSONNEL PRACTICES
ETHICS AND BEHAVIOUR
Employees shall not at any time engage in any activities that would compromise or embarrass the
school, adversely affect their employment status or professional standing, or in any way conflict
with or violate professional ethics.
It is expected that all Employees will loyally support the school and seek to present the
organisation in the most constructive way at all times whilst respecting the confidentiality of
information as necessary.
All teaching staff must recognise and respect the fact that they are working and residing in Saudi
Arabia, and must abide by the laws, customs and standards of the country at all times.
Any Employee who violates the above standards may be subject to discipline by the Principal,
consistent with the terms of the Employment Agreement.
CONFIDENTIALITY
Employees should observe the confidentiality of privileged information. No Employee may be
interviewed or make statements to the media without permission of the Principal. Any employee
who breaks this rule will be liable to disciplinary action, and employment may be terminated. The
requirement to maintain confidentiality regarding information gained during the course of
employment continues after an individual has left the school’s employment.
TELEPHONE AND FAX USE
Overseas telephone calls may be made on approved telephones and in relation to school
business. Personal calls or faxes may be made by arrangement with designated administration
staff. The fax machine is provided for school business use. All messages must be lodged with the
appropriate personnel.
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EXPENSE CLAIMS AND CASH ADVANCES
The Senior Leadership Team must approve all commitments made on behalf of the school that
involve a financial liability in advance. When approved purchases are made on behalf of the
school, all receipts must be kept. Reimbursement will be made only when receipts are attached to
the relevant expense claim form.
There are no per-diem amounts paid to Employees for business trips. All expenses incurred on
school business trips, up to a reasonable limit, must be claimed back against receipts.
A cash advance in relation to school expenditure (for example, for the purchase of approved
resources) may very occasionally be made at the discretion of the Principal or The Bursar.
This advance must be reconciled with receipts no later than the end of the month in which it was
made, otherwise the employee’s salary will be deducted accordingly.
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APPENDIX 1
CODE OF CONDUCT
All members of staff are required at all times to comply with all the terms contained in their own
terms of employment with the School and with the requirements of all other documentation,
including this Code of Conduct as reviewed from time to time, and the Manual within which it is
contained.
All members of staff are employed on the understanding that all relevant information relating to
their personal circumstances has been disclosed, including any previous criminal convictions.
Failure to disclose information, which subsequently comes to the School’s attention, may result in
termination of employment without notice, at the sole discretion of the school.
Employees must:
Be familiar with fire, emergency and evacuation procedures and obey these when the need
arises
Fulfil contractual requirements as laid down in the terms and conditions of employment,
Employment Agreement
documentation and this manual, of which this Code of Conduct forms a part
Observe proper instructions from their own supervisor or a member of the management team
Observe safety rules and follow safe working practices at all times
Be polite to students, parents, other staff members and others at all times
Co-operate with colleagues in the work environment
Dress to a standard appropriate to their professional position
Maintain the confidentiality of information about the school that is not in the public domain
Be familiar with the Code of Business Ethics
Failure to comply with these requirements may result in the commencement of disciplinary
action against the individual at the discretion of the Principal
Serious misconduct, examples of which are set out below, may render an Employee subject
to summary dismissal:
Gross moral turpitude
Administering any form of corporal punishment to any child within the School
Intoxication at any time
Carrying offensive weapons while on School premises, or whilst on duty on behalf of the
School
Possession or use of narcotics
Gambling
Theft or fraud against the School, its pupils or staff
Revelation of confidential information relating to the School, its pupils or staff
Serious breaches of safety rules
Prosecution for a criminal offence under Saudi Arabian Law
Conduct which brings the reputation of the School into disrepute
Contact with the media without permission of the Principal
Serious misuse of School Internet/e-mail system and/or personal Social Network Sites etc.
Establishing inappropriate relationships
All disciplinary cases will be dealt with in accordance with the procedures set out in the Personnel
Policy.
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CODE OF BUSINESS ETHICS
Code of Business Ethics for all Professional Teaching Staff and Employees of The British
International School, Riyadh.
EXTRACT FROM FINANCIAL POLICY
No favouritism shall be extended to any vendor. Each order must be placed after consideration of
quality, price, delivery and past performance. Without prior advice to the Business Director and
approval by the Finance Sub-Committee, no person connected with or employed by the school
shall be an agent for, or have any beneficial interest in, or receive any compensation, commission
or reward from any vendor for supply of materials, equipment, capital assets, consumables or
services.”
SCHOOL POLICY ON BUSINESS ETHICS
The School expects all staff and Employees to be aware of these written Policies and in particular
to remind staff and Employees who are involved with vendors or service providers that they are not
permitted to receive any “compensation, commission or reward” from any vendor that has or may
wish to have a supply arrangement with the school.
This Policy does not cover benefits or services of a minor nature normally provided in a business
relationship, where the refusal of small gifts and services would appear impolite. If the staff
member or Employee is in doubt on the definition or implementation of this section, they should
contact the Principal or the Business Director for advice. Gifts received by staff members with a
value higher than 500 SAR must be reported to the Principal who will maintain a register of such
gifts and decide on the disposition of the item.
The Policy does not cover the receipt of gifts of a minor nature from parents, including parents with
business links to the school, which appear normal and reasonable under the circumstances (e.g.
Idul Fitri, Christmas, Birthday and School year-end). Gifts received by Professional Teaching Staff
with a value higher than SR500 must be reported to the Principal who will maintain a register of
such gifts and decide on the disposition of the item.
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APPENDIX 2
CONDITIONS OF SERVICE – SPONSORED STAFF
CONDITIONS OF SERVICE FOR SPONSORED STAFF
BRITISH INTERNATIONAL SCHOOL RIYADH
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CONDITIONS OF SERVICE FOR
SPONSORED STAFF
1.
Introduction
2.
Contract Status
3.
Duties
4.
Working Timetable (Teaching Staff Only)
5.
Probationary Period
6.
Contract Renewal
7.
Completion of Contract
8.
Termination of Contract
9.
Remuneration
10. EOSB Entitlement and Final Monthly Salary
11. Taxation
12. Leave
13. Business Travel
14. Medical
15. Insurance
16. Accommodation
17. School Transport
18. Discipline
19. Confidentiality of Information
20. Responsible Use of School Internet and Email
21. Hostilities and Internal Security
22. Calendar
23. Miscellaneous
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1.
Introduction
1.1
These Conditions of Service, together with the employee’s Letter of Offer and Summary of
Contract constitute a contract specifically for their employment in the Kingdom of Saudi
Arabia, hereinafter referred to as Saudi Arabia with the British International School, Riyadh,
hereinafter referred to as the School. It is important, therefore, when considering a position
that the employee read this document carefully.
1.2
This contract of employment is binding on both the School and the employee. Any agreed
changes will normally be introduced for the following year, after due notice and consultation.
In very exceptional circumstances, however, and only where Saudi Arabian Law or Labour
Law changes at short notice, the School reserves the right to amend contracts accordingly.
Exercise of this option would be rare and as much prior explanation and notification as
possible would be given.
1.3
Children over 18 years will not be granted dependant status. The Summary of Contract will
specify the names of authorised resident dependants. Where such an authorised resident
dependant reaches 18 years of age and is being educated at the School, he/she will be
entitled to all normal allowances up to the end of the school year in which he or she turns 18.
2.
Contract Status
2.1
The employee’s contract is dependent on their sponsorship and marital status at the time of
signing and as specified in the Summary of Contract. Given the local ramifications of
sponsorship, if their sponsorship status or marital circumstances change, their contract will
be reviewed. Employees are contractually obliged to inform the HR Manager if such a
change occurs. Possible scenarios could include but are not limited to:
a.
If two School sponsored single status contracted teachers get married, both will retain
their existing School sponsorship. Accommodation will be reduced to one unit.
b.
If a School sponsored contracted male teacher marries a non-School sponsored partner,
sponsorship of the wife falls to the husband or remains with the company she is
sponsored by in Saudi Arabia. Accommodation will not be upgraded.
c.
If a School sponsored contracted female teacher marries an individual sponsored by
another company currently working in Saudi Arabia, sponsorship transfers to the
husband and the School sponsored contracted female teacher will assume a nonsponsored status with immediate effect. A new non-School sponsored, local hire
contract with different terms will then be started. Previous service will count towards End
of Service Benefit (EOSB) entitlement under the new contract. Accommodation will not
be provided and existing accommodation must be vacated.
d.
In the case of divorce, an immediate review of contracts will be undertaken and
adjustment made to ensure compliance with Saudi Labour Law and sponsorship
requirements.
3. Duties
3.1
The employee will be required to undertake such reasonable duties as are appropriate to
their appointment and relevant to the job title as set out in their Letter of Offer, Summary of
Contract, job description and all other documents which specify responsibilities and
accountabilities.
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3.2
All teachers are required to lead extra-curricular activities and to contribute to the inter-house
programmes.
3.3
All employees are required to undertake all reasonable responsibilities as defined by the
Principal or assigned Deputy. Teachers are also required to participate fully whenever the
School is involved in the wider community, Parent Teacher Association activities, social,
educational and sporting events organised for pupils. Teachers will be notified prior to the
start of the school year which events they are expected to attend.
4.
Working Timetable (Teaching Staff Only)
4.1
The school year follows the pattern adopted by most leading independent British day
schools.
4.2
The ordinary teaching week runs, in correspondence with the Saudi Arabian working week,
from Sunday to Thursday. The employee may be required to fulfil extra-curricular
commitments and participate in other aspects of school life over the weekend (Thursday
and/or Friday).
5.
Probationary Period
5.1
The employee will be subject to a 90 day probationary period, exclusive of Eid al-Fitr, Eid al–
Adha, and any other sick leave periods. This will commence from their first working day in
the School. At any time during this period, the Principal may terminate the employee’s
contract in writing. In such circumstances, the employee will be entitled to pay to their last
day of service and repatriation at the School’s expense.
5.2
Successful completion of the employee’s probationary period will be confirmed, in writing, by
the Principal.
6.
Contract Renewal
6.1
Subject to article 6.3, the duration of the initial employment contract is two years. The
employment contract may be renewed thereafter for further periods of one or two years if
both contract parties agree.
6.2
The employee is contractually required to inform the Principal, in writing, of their intention to
renew/not renew their contract by 30th November in the calendar year preceding their
contract’s expiry date. The School will notify the employee of whether a contract will be
extended by the last working day of Term 1.
6.3
Those employees who commence their contract after the beginning of the School year will be
contracted only to the end of what would be the second year had they begun in
August/September and undertaken a full initial two year contract.
6.4
Renewal of contracts is at the sole discretion of the School and will be based on an
assessment as to whether individuals have fulfilled their obligations and met the School’s
expectations. Failure to do so may result in a decision not to offer a further contract.
Examples include but are not limited by:
a.
b.
c.
d.
e.
Fulfilment of formal leadership responsibilities, where appropriate
Fulfilments of Expectations of a Teacher/Tutor/HoD-HoY and job description
Enthusiastic commitment to extra-curricular and inter-house activities programme
Ability to accept the constraints of life in Saudi Arabia willingly
Acting as an ambassador for the School and its values
32
f.
g.
h.
Ensuring that you and members of your family behave in a culturally-appropriate fashion
at all times;
Committing fully to supporting the vision and mission;
Contributing extensively to a positive school climate and staff morale.
7.
Completion of Contract
7.1
The obligations for completion within the terms of the employee’s contract are as follows:
a.
Completion of an initial two year contract, with notice of termination given as early as
possible but no later than 30th November in the calendar year preceding their contract’s
termination.
b. Confirmation from the Principal that the employee has fulfilled all other professional
obligations (reports, handover notes, etc).
7.2
7.3
8.
The employee will be in breach of their contract should any of the following apply:
a.
They fail to complete the contractual period.
b.
They fail to give the required notice of termination, i.e. by 30 th November in the calendar
year preceding their contract’s expiry date.
c.
They fail to report for duty during term time.
d.
They fail to satisfy the Principal over their professional obligations.
e.
They are found guilty of gross misconduct resulting in dismissal following a disciplinary
hearing in line with the School’s Disciplinary Policy.
Should the employee be in breach of their contract, they will incur the following:
a.
Loss of salary and all allowances from last day of service.
b.
Loss of travel allowance for the current and subsequent contractual year.
c.
Loss of baggage allowance.
d.
The School reserves the discretionary right to withhold End of Service Benefits for the
current, incomplete contractual year.
Termination of Contract
The School may give the employee notice of termination of contract in writing at any time during
their contract of employment and this will comprise a three month notice period. The reason(s) for
the termination will be clearly outlined. If the School does not wish the employee to work their
notice period or part of it, they reserve the right to pay the employee in lieu. In such cases the
employee will be paid their basic salary and any Positions of Responsibility allowances for the full
notice period or the remainder of the notice period only. Repatriation, at the School’s expense, will
be to their country of residence as stated in their Summary of Contract.
9. Remuneration
9.1
All monthly salary and allowance calculations are based on 365 contractual days, with total
payments divided into twelve equal parts, paid monthly in Saudi Arabian Riyals in arrears.
The employee’s salary payment for the July and August will be paid with their June salary.
33
9.2
The employee’s initial Summary of Contract and Letter of Offer will specify their annual
remuneration, consisting of a basic salary and any other allowances, including Positions of
Responsibility and overseas allowance.
9.3
The School reserves the right to review the allocation of Positions of Responsibility on an
annual basis.
9.4
Deductions from salary for authorised unpaid absence will be made at the end of each month
on the basis of 1/365 of annual salary per day of absence. Please note that unpaid leave of
absence also affects the employee’s End of Service Benefit (EOSB).
9.5 Absence for part of a working day may be authorised by a Senior Leadership Team member.
Absence that has not been approved will incur the automatic deduction of one full day’s pay
i.e. 1/365 of annual salary.
9.6
The employee is required to open a local Saudi Arabian bank account and to pass full details
to the School for the payment of salaries and other sums. They are advised to open an
account with the Saudi Arabian British Bank (SABB), to which the School is currently
affiliated, but they are free to choose any other bank. If they do so, however, they will be
liable for any additional charges the School might incur for using a non SABB account.
9.7
A returnable deposit of SR3,000 per School sponsored individual or couple will be retained
when the employee leaves, to cover unforeseen expenses chargeable to the School. The
balance will be refunded within three months.
9.8
Overseas Allowance
All School sponsored staff are entitled to receive an overseas allowance amounting to 30% of the
employee’s basic salary. As well as recognising the employee’s commitments arising from living
and working in Saudi Arabia, the overseas allowance also recognises the school’s need for
continuity amongst its overseas recruited staff and the commitment expected of the employee to
complete in full their initial contract and, as applicable, each subsequent contract.
9.9
Travel Allowance
At the beginning of the employee’s initial contract, the staff member and their agreed resident
dependants will be provided with a single, economy class ticket to Riyadh from their nearest
regional airport in the country of domicile according to their Summary of Contract.
For each completed school year under contract the employee and their agreed resident
dependants will be entitled to a travel allowance, payable in May each year. This is intended to
provide the employee with one economy return trip to their country of domicile. The amount
payable will be agreed by the Board of Governors in March each year.
During the employee’s final year (and provided contractual obligations have been met in full), the
employee and their agreed resident dependants will be entitled to 50% of the annual travel
allowance, payable in May. This is intended to provide the employee and their agreed resident
dependents with one single economy trip to their country of domicile.
Those employees who commence their contract during the School year will be entitled to the full
annual allowance.
In the event of force majeure, the employee and their agreed resident dependents will be
repatriated at the School’s expense to their nearest regional airport in the country of domicile
according to their Summary of Contract.
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9.10 Visa Allowance
The School will obtain and fund visas relating to (a) the employee and their agreed resident
dependants arrival, (b) all business travel, (c) ‘out and return’ on renewal of contract and (d) ‘exit
only’ on final departure. All other visas, including six-monthly multiple exit/re-entry visas for
recreational use must be funded by the employee. The School will assist in obtaining such multiple
entry/re-entry visas on their behalf.
9.11 Family Visit Visas
Under Saudi Arabian regulations, only immediate family members may visit the employee in
Riyadh and the Principal must first approve all such visits. The visiting family member remains the
responsibility of the employee. The School will make the necessary visa applications on the
employee’s behalf. Visit visas are granted at the discretion of the Saudi Arabian authorities and
not the School and therefore cannot be guaranteed. The employee must bear the cost of these
visas, together with the variable and actual administration costs incurred by the Saudi Liaison
Officer. The employee is also fully responsible for checking the details of the visa i.e. duration and
date of expiry. The employee is advised not to pay for their flight until the visa has been
issued/confirmed. The employee, not the School, bear responsibility for the conduct and wellbeing of any visitors they host. The employee is therefore strongly advised to ensure that any
visitors arrange relevant insurance cover, especially medical insurance to which they bear all
costs.
In times of high security tension and depending on travel advice from the British Foreign &
Commonwealth Office, the School may decline visit requests.
9.12 Baggage Allowance
The employee and their agreed resident dependants will be provided with a flat-rate allowance of
SR2,000 each for unaccompanied airfreight to Riyadh on first arrival. Original receipts are required
within one month of arrival. A flat-rate allowance of SR3,000 per adult and each resident
dependant will be paid upon final departure to those entitled to repatriation costs.
9.13 Child Education Allowance (CEA)
Free education will be provided at the School, up to the age of 18 years, for up to two agreed
resident dependant children of School sponsored staff.
9.14 Professional Development Allowance (PDA)
The School encourages staff to continue their professional development. It will cover the cost of
attending courses which it requires staff to attend. Requests for funding for other courses (or
alternative forms of professional development) will be considered on an individual basis and will be
at the discretion of the Principal. CPD funding will be based on the extent to which courses align
with Performance Management targets and/or the school’s Strategic Plan. If it was felt appropriate,
the School might contribute, on a negotiated basis, towards the cost of a course, the cost of flights
and visas to attend it, and a per diem maintenance allowance for its duration.
9.15 Car Purchase Allowance
Male employees may apply for an interest-free loan of up to SR50,000 to assist in the purchase
(not lease) of a motor vehicle, excluding a motor-cycle. The loan is to be repaid within a
maximum of 2 years, by monthly deductions from the employee’s salary. The vehicle is to be
comprehensively insured at the employee’s expense. During the period of repayment, the School
will keep a copy of the istamara (registration document) and other papers relating to the vehicle.
In the event of departure before repayment is complete, the outstanding sum is to be repaid
35
immediately. All male employees are encouraged to purchase their own cars given that for social
purposes priority is given to single employed females as per the school’s Transport Policy.
10.
End Of Service Benefit (EOSB) Entitlement and Final Monthly Salary
10.1 EOSB
This will be calculated based on the cumulative number of days worked, taking into account any
unpaid days of absence. Any cumulative shortfall between actual days worked and total
contracted days will be applied at the end of their service as a pro rata reduction in your final year.
Any incomplete years that an employee has worked prior to September 2006 will be considered
complete, i.e. ‘topped up’. Unpaid leave during term time, whenever taken, can never be made up
and will reduce the employee’s final year EOSB at whatever rate applies at that time.
10.2 EOSB will be paid according to the employee’s length of service as follows:
Length of Service
Entitlement
Up to 5 Years:
0.5 x FMS for each completed year and pro rata, if applicable for the
final year.
Over 5 Years:
0.5 x FMS for each of the first 5 completed years and 1.0 x FMS for
each completed year over 5 years, pro rata if applicable for the final
year.
10.3 Final Monthly Salary (FMS)
For the purposes of calculating the FMS, it would be assumed that the employee’s basic wage will
be used, as defined, but will include 14/12 of their basic salary as compensation for the housing
that they are provided with. In addition other allowances, such as POR, will then be added to
arrive at a FMS.
For the purposes of calculating the employee’s FMS, it will be assumed that the year comprises 14
months and they will be regarded as having been paid 1/12 of that 14 month total. The additional
2/12 reflects the Housing Benefit. In addition, 1/12, i.e. a month’s worth, of the employee’s
Overseas Allowance and GOSI contributions, and 1/12, i.e. a month’s worth, of any POR they hold,
will be added to the calculation of their monthly 14 months year salary to compute the FMS.
Note: This FMS calculation relates solely to the employee’s EOSB entitlement and does not relate
to the actual salary received in the final month.
11.
Taxation
11.1 Under current Saudi Arabian legislation the employee is not liable for local income tax.
Should this change please be aware that the employee rather than the School, will be liable if
income tax is introduced.
11.2 It is the employee’s personal responsibility to settle any liability for personal taxation outside
of Saudi Arabia.
12.
Leave
12.1 Standard Leave
36
Leave when the School is closed will normally be granted and will be agreed at the beginning of
the School year. However, under exceptional circumstances, the Principal may require the
employee to work during school holidays.
Extended Leadership Team, Senior Leadership Team and Administration staff are required to
commence work two working weeks before the first teaching day of the new academic year on a
date that is set each year by the Principal.
Teaching staff are required to commence work one working week before the first teaching day of
the new academic year on a date that is set each year by the Principal.
12.2 Sick Leave
An employee who is proven to be sick is entitled to paid sick leave. A medical certificate signed
by a registered medical practitioner must be presented for all personal and parental absences in
excess of two consecutive working days. In the unfortunate instance of a serious health problem,
the School would seek to act as humanely as it could, bearing in mind all the factors pertaining to
the particular case.
The employee may be absent for up to two working days at a time in the event of a dependant
child being ill. In the event that a husband and wife both work at the School, only one may take the
permitted two working days absence at any one time, i.e. the mother may take two days off,
followed by the father taking off two days. A maximum of four days can be taken off for child
sickness by a teaching couple at one time. In the case of serious illness, or enforced absence due
to Government directives, further periods of absence may be requested by application to the
Principal or assigned Deputy.
Absence due to sickness should be notified to a member of the Senior Leadership Team (SLT) no
later than 6:30am on the day of absence so that alternative arrangements may be made. If the
employee attends work but leaves the School before 11:00am, this will count as a full day’s sick
leave.
12.3 Maternity Leave
Maternity Leave granted to a female employee will span the period of four calendar weeks prior to
the expected delivery date until six calendar weeks after the actual birth.
If maternity leave applies, the employee will not be permitted to work in the School between the
commencement and completion of the maternity leave period. Note that the calculation of
maternity leave is based on calendar days, irrespective of weekends or holidays.
a.
Maternity leave should be initiated with a written request to the Principal, at least three months
before the expected date of delivery. The request must indicate the date that their leave will
begin and the date that they expect to return to work.
e.
A statement from a medical practitioner, verifying pregnancy and indicating the expected date
of delivery, must be attached.
f.
They will be entitled to half pay during maternity leave provided they have been employed by
the School for at least one year prior to the date maternity leave commences, and full pay
provided they have been employed by the School for three years prior to the leave
commencing. Failure to return to work after maternity leave will result in the employee losing
the entitlement to maternity pay.
g.
Maternity leave, whether paid or unpaid, will be ignored (i.e. not deducted) in the calculation of
End of Service Benefits (EOSB), provided they return to work as expected. If they fail to do
so, the final day of service for EOSB purposes will be the date maternity leave commenced.
37
12.4 Compassionate Leave
Up to five days paid leave may be granted in matters of a compassionate nature, i.e. serious
illness or bereavement in the immediate family (spouse, children, parents and parents of spouse) if
authorised by the Principal. Applications should be made and confirmed in writing. Extensions to
compassionate leave must be approved by the Principal and will be treated as authorised unpaid
leave.
12.5 Interview Leave
At the discretion of the Principal, except in the initial year of employment, the employee may be
granted up to 1 day of paid leave for each completed year of service and up to a maximum of two
days unpaid leave annually, for attendance at job interviews, consequent upon receipt of
resignation.
12.6 Professional Development/Workday Leave
Leave may be granted for attendance on an approved training course. Depending on the level of
benefit to the School, this leave may be paid or unpaid or a combination, at the Principal’s
discretion.
12.7 Part Day Leave of Absence
Absence for part of a working day may be authorised by a Senior Leadership Team member. If
such absence has not been approved, this will incur the automatic deduction of one full day’s pay.
12.8 Personal Leave of Absence
In exceptional circumstances and at the Principal’s discretion, unpaid leave of absence during
term time may be granted. In common with all unpaid leave, personal leave of absence will be
deducted in the calculation of EOSB.
13.
Business Travel
The School will pay or reimburse the employee, on presentation of original receipts, for all preapproved reasonable business expenses incurred in respect of out-of-town assignments or
attendance on school-requested staff development courses.
14.
Medical
14.1 Before being accepted for employment with the School, the employee will be required by the
Saudi Arabian Embassy in their country of citizenship to provide a medical certificate of
fitness to work in Saudi Arabia. A similar certificate will be required for each agreed resident
dependant. The School will refund the reasonable costs, on presentation of original receipts
within one month of your arrival. A Saudi Arabian medical which is a statutory requirement,
will be carried out on arrival. The school will arrange this medical examination and cover all
costs involved.
14.2 Occupational accidents must be reported immediately to the School Nurse. In turn, these will
be notified to the General Organisation of Social Insurance (GOSI) thereby qualifying for
compensation payments under Saudi Arabian Law should the need arise.
14.3 International Medical Cover
The School provides comprehensive medical insurance cover for School-sponsored staff,
their resident spouses and up to two agreed resident dependent children. Details of the
current provision can be obtained from the HR Manager.
38
14.4 Pre-existing Conditions
The employee is required to declare any pre-existing conditions, some of which may be
covered subject to a limit within the cover provided. Any pre-existing injuries that are not
covered by our current medical insurer will not be covered financially by the School.
15.
Insurance
15.1 Personal Effects
Personal effects are covered up to SR3,000 whilst on school premises and household
contents to the value of SR10,000 per household.
15.2 Personal Accident
Staff are covered up to SR200,000 in respect of personal accident.
15.3 Life Insurance
Staff are covered, on or off duty, up to SR200,000 per person for death.
15.4 School Vehicle Insurance
The School Vehicle Insurance covers employees and dependants travelling in school
vehicles.
15.5 General Liability
Comprehensive cover against third party liability for school staff is provided.
Note: Policy documents in respect of the above cover are held by the HR Manager. Upon
taking up appointment the employee will be issued with full details of medical cover and will
be required to read and sign a document to that effect. They are also advised to make
themselves conversant with the relevant sections of the other policies above.
16.
Accommodation
For the duration of the contract, the School will provide the employee with furnished
accommodation in line with the Accommodation Policy. It is their responsibility to read and
understand this Policy.
17.
School Transport
School Transport is provided for both work related and social purposes. For work purposes it
is available to all members of staff irrespective of status; for social purposes priority is given
to single employed females as per the school’s transport policy.
18.
Discipline
18.1 The employee is subject to the School’s Disciplinary Policy and Procedure. It is their
responsibility to read and understand this Policy.
18.2 If a disciplinary investigation results in summary dismissal, i.e. dismissal without notice or pay in
lieu of notice, the employee will be repatriated to their designated home country at the school’s
expense.
19.
Confidentiality of Information
The employee should regard all sensitive and confidential matters affecting the running of the
School as strictly confidential. They must not use or disclose to any person any sensitive and
confidential information relating to the School, its staff, pupils or its business without the prior
approval of the Principal.
39
20.
Responsible Use of School Internet and Email
The employee is subject to the School’s Email and Internet Use Policy. It is their responsibility to
read and understand this Policy.
21.
Hostilities and Internal Security
21.1 If Saudi Arabia becomes involved in hostilities, declared or otherwise, or the security
situation deteriorates significantly, the School may, subject to advice from the British Foreign
and Commonwealth Office, authorise the evacuation of school employees, agreed resident
dependents and/or close the School.
21.2 Should the School close temporarily; the employee will be expected to return as soon as
possible under your existing contract upon its reopening.
21.3 Should the School close permanently, the provisions in paragraph 8 would apply.
21.4 Should the School remain open or close temporarily but the employee elects to leave for
personal reasons, without giving due notice, the provisions of paragraph 7 would apply.
22.
Calendar
The Gregorian calendar shall be applicable and prevail.
23.
Miscellaneous
23.1 Smoking
The School is a no smoking zone. Employees are not permitted to smoke on the school premises
or vicinity at any time during the school day.
23.2 Pets
The employee is permitted to bring pets into Saudi Arabia, at their own cost and risk, but the
School will not be liable for the repatriation or disposal of pets acquired whilst in post.
23.3 Country of Domicile
This is defined as the employee’s country of citizenship as per the passport that they provide prior
to contract acceptance.
23.4 Travel Documents
The employee must hold a full passport, valid for at least 6 months from their expected arrival in
Saudi Arabia, with at least 6 consecutive blank visa pages.
23.5 Private Paid Working
The Principal’s permission must be sought prior to embarking on any private work and the Principal
may revoke permission at any time. Use of the School premises for private paid working will be
subject to the conditions as set out in the policy on the use of the School premises after school
hours.
40
23.6
Saudi Arabian Law, Culture and Customs
The employee is subject to Saudi Arabian Law and must pay due respect to the civil and religious
institutions and customs of Saudi Arabia. They must not take part in political activity in the
Kingdom or in any activity prejudicial to the School’s interests.
23.7 School Policies
On arrival the employee will be required to read and to make themselves familiar with all School
policies in particular those relevant to their appointment (e.g. for teachers - Behaviour and
Discipline Policy, Child Protection, Bullying and Physical Intervention). Details of those policies are
contained on the School’s intranet and in the School Staff Handbook which will be issued on
arrival. When signing below the employee is indicating their acceptance of this requirement.
Please sign and return this section with your signed Summary of Contract.
I have read and understood the contents of this Conditions of Service document and accept the
terms contained in my Summary of Contract. I have also read and understood the Policies and
Procedures as referred to in this document.
Name: _______________________________
Signed: ______________________________
Date: ________________
41
Passports, Visas and Iqama Guidelines for Sponsored Staff
Passports
The HR Department is responsible for:
Ensuring that when a staff member or one of their resident dependants obtain a new passport,
they work with the Saudi Liaison Officer to get the residency visa transferred from the old to
the new passport
The staff member is responsible for all passport related issues, including the following:
Ensuring that they and their resident dependants have a valid passport
Ensuring that their passport and those of their resident dependants have the required number
of blank pages before travelling
Ensuring that their passport and those of their resident dependants satisfy any regulations
regarding the length of validity before travelling
Ensuring that when they or one of their resident dependants obtain a new passport, they
provide the HR Department with their old passport, their new passport and their iqama in order
for the residency visa to be transferred across from the old to new passport
It is strongly recommended that you use a reputable source of information such as the Foreign &
Commonwealth Office website at https://www.gov.uk/foreign-travel-advice to check the entry
requirements before travelling.
Information on how to renew a passport can be found on the Gov.UK website at
https://www.gov.uk/browse/abroad/passports
Single/Multi re-Entry Visas
You and your resident dependants must have a valid single or multi re-entry visa each time you
wish to leave KSA and return again.
The HR Department will:
Continue to send an email to staff prior to any holiday periods to invite requests for visas
Work with the Saudi Liaison Officer to obtain the visa
The staff member is responsible for:
Ensuring that they and their resident dependants have a valid visa before travelling
Ensuring that they read emails from the HR Department and that they follow the instructions
within the given timeframe
Ensuring that if they or their resident dependants require a visa, they provide the HR
Department with their passport and the correct amount of money (500 SR for a multi re-entry
visa and 200 SR for a single re-entry visa) within the given timeframe
As previously communicated, to check the validity of your visa, you need to access the Muqeem
website at https://www.eserve.com.sa/VVSWeb/ and follow the steps below:
Step 1: Click on English
Step 2: Use the drop down menus to select two types of identification
Step 3: Enter the relevant personal details for the identification you have selected
Step 4: Click on Check
42
You will then be taken to a page which will confirm if you have a valid visa or not. It is strongly
recommend that if you do have a valid visa, you print out a copy of this page to keep with your
travel documents.
Exit Only Visas
Upon final departure, staff members obtain an exit only visa to make their final departure from
KSA.
The HR Department will:
Advise the staff member of the process of obtaining an Exit Only Visa and guide them through
each step of the process
The staff member is responsible for:
Ensuring that they read emails from the HR Department and that they follow the instructions
within the given timeframe
Family Visit Visas
A family visit visa is required for any immediate family visitor wishing to enter KSA.
The HR Department is responsible for:
Obtaining written approval from the Principal for the visitor to enter KSA
Working with the Saudi Liaison Officer to obtain the visa, if possible within the constraints of
KSA regulations
The staff member is responsible for:
Requesting a visit visa from the HR Department. The staff member must provide a copy of the
picture page of the intended family member’s passport, dates of intended visit and 25 SR to
cover the cost of the Chamber of Commerce stamp
Iqamas
The HR Department are responsible for:
Contacting staff when their iqama needs to be renewed
Working with the Saudi Liaison Officer to obtain the renewed iqama
The staff member is responsible for:
Ensuring that they have their iqama with them at all times within KSA
Ensuring that they do not lose their iqama – doing so will result in a fine for the individual not
the school. The fine is 1,000 SR for the first offence and increases with any repeat offences
Ensuring that they read emails from the HR Department and that they follow the instructions
within the given timeframe
Due to change from paper to electronic visas, staff are now advised to also have their iqama with
them when travelling outside of KSA. Please do bear in mind the point above however, that if the
staff member loses their iqama they themselves would be liable for a fine.
43
APPENDIX 3
CONDITIONS OF SERVICE – LOCALLY CONTRACTED STAFF
CONDITIONS OF SERVICE FOR LOCALLY CONTRACTED STAFF
BRITISH INTERNATIONAL SCHOOL RIYADH
44
CONDITIONS OF SERVICE FOR
LOCALLY CONTRACTED STAFF
1.
Introduction
2.
Contract Status
3.
Duties
4.
Working Timetable (Teaching Staff Only)
5.
Probationary Period
6.
Contract Renewal
7.
Completion of Contract
8.
Termination of Contract
9.
Remuneration
10.
End of Service Benefit and Final Month Salary
11.
Taxation
12.
Allowances
13.
Leave
14.
Business Travel
15.
Medical
16.
Insurance
17.
Discipline
18.
Confidentiality of Information
19.
Responsible Use of School Internet and Email
20.
Hostilities & Internal Security
21.
Calendar
22.
Miscellaneous
45
1.
Introduction
1.1
These Conditions of Service, together with the employee’s Letter of Offer and Summary of
Contract constitute a contract specifically for their employment in the Kingdom of Saudi
Arabia, hereinafter referred to as Saudi Arabia, with the British International School, Riyadh,
hereinafter referred to as the School. It is important, therefore, when considering a position
that the employee read this document carefully.
1.2
This contract of employment is binding on both the School and the employee. Any agreed
changes will normally be introduced for the following year, after due notice and consultation.
In very exceptional circumstances, however, and only where Saudi Arabian Law or Labour
Law changes at short notice, the School reserves the right to amend contracts accordingly.
Exercise of this option would be rare and as much prior explanation and notification as
possible would be given.
2.
Contract Status
The employee’s contract is dependent on their sponsorship and marital status at the time of
signing and as specified in the Summary of Contract. Given the local ramifications of
sponsorship, if their sponsorship status or marital circumstances change, their contract will
be reviewed. Employees are contractually obliged to inform the HR Manager if such a
change occurs.
3.
Duties
3.1
The employee will be required to undertake such reasonable duties as are appropriate to
their appointment and relevant to their job title as set out in their Letter of Offer, Summary of
Contract, job description and all other documents which specify responsibilities and
accountabilities.
3.2
All teachers are required to lead extra-curricular activities and to contribute to the inter-house
programmes.
3.3
All employees are required to undertake all reasonable responsibilities as defined by the
Principal or assigned Deputy. Teachers are also required to participate fully whenever the
School is involved in the wider community, Parent Teacher Association activities, social,
educational and sporting events organised for pupils. Teachers will be notified prior to the
start of the school year which events they are expected to attend.
4.
Working Timetable (Teaching Staff Only)
4.1
The school year follows the pattern adopted by most leading independent British day
schools.
4.2
The ordinary teaching week runs, in correspondence with the Saudi Arabian working week,
from Sunday to Thursday. The employee may be required to fulfil extra-curricular
commitments and participate in other aspects of school life over the weekend (Thursday
and/or Friday).
5.
Probationary Period
5.1
The employee will be subject to a 90 day probationary period exclusive of Eid al-Fitr,Eid alAdha and any other sick leave period. This will commence from their first working day in the
School. At any time during this period, the Principal may terminate their contract in writing.
In such circumstances the employee will be entitled to pay to their last working day service.
46
5.2
Successful completion of the employee’s probationary period will be confirmed in writing by
the Principal.
6.
Contract Renewal
6.1
School contracts for locally employed staff are for 1 year. The employment contract may be
renewed thereafter for further periods of one year if both of the contracted parties agree.
6.2
Those employees who commence their contract after the beginning of the School year will be
contracted only to the end of that current School year.
6.3
Renewal of contracts is at the sole discretion of the School and will be based on an
assessment as to whether individuals have fulfilled their obligations and met the School’s
expectations. Failure to do so may result in a decision not to offer a further contract.
Examples include but are not limited by;
a.
b.
c.
d.
e.
f.
g.
h.
Fulfilment of formal leadership responsibilities, where appropriate
Fulfilment of Expectations of a Teacher/Tutor/HoD-HoY and job description
Enthusiastic commitment to extra-curricular and inter-house activities program
Ability to accept the constraints of life in Saudi Arabia willingly
Acting as an ambassador for the School and its values
Ensuring that you and members of your family behave in a culturally appropriate fashion
at all times
Committing fully to supporting the vision and mission
Contributing extensively to a positive school climate and staff morale
7.
Completion of Contract
7.1
The obligations for completion within the terms of the employee’s contract are as follows:
a.
b.
7.2
Completion of an initial contract. We recognise that locally hired staff may move at short
notice because of their spouse’s contractual obligations. If an employee decides not to
renew their contract, but are not leaving the kingdom, they will be expected to give
notice of their intention by 30 November in the year preceding the expiry of your
contract. If their spouse’s contract ends during an academic year, we would require
written confirmation of that from his/her employer, and that the employee would give at
least 4 working weeks (i.e. term time) notice of their intended departure.
Confirmation from the Principal that the employee has fulfilled all other professional
obligations (reports, hand-over notes, etc).
The employee will be in breach of their contract should any of the following apply:
a.
They fail to complete the contractual period.
b.
They fail to give 4 working weeks (i.e. term time) notice of their departure, or, if they are
not renewing their contract, but are remaining in Riyadh, they do not indicate their
intention to leave by 30 November, of the year preceding the expiry of their contract.
c.
They fail to report for duty during term time.
d.
They fail to satisfy the Principal over their professional obligations prior to departure.
47
e.
They are found guilty of gross misconduct following a disciplinary hearing in line with the
School’s Disciplinary Policy.
7.3
If notice obligations are not met in full, the School reserves the discretionary right to withhold
End of Service Benefits for the current, incomplete contractual year.
8.
Termination of Contract
The School may give the employee notice of termination of contract in writing at any time during
their contract of employment and this will comprise a 4 working week (i.e. term time) notice period.
The reason(s) for the termination will be clearly outlined. If the School does not wish the employee
to work their notice period or part of it, they reserve the right to pay the employee in lieu. In such
cases, the employee will be paid their basic salary and any Positions of Responsibility allowances
for the full notice period or the remainder of the notice period only.
9. Remuneration
9.1
All monthly salary and allowance calculations are based on 365 contractual days, with total
payments divided into twelve equal parts, paid monthly in Saudi Arabian Riyals in arrears.
The employee’s salary payment for the July and August will be paid with their June salary.
9.2
The employee’s initial Summary of Contract and Letter of Offer will specify their annual
remuneration, consisting of a basic salary and any other allowances, including Positions of
Responsibility.
9.3
The School reserves the right to review the allocation of Positions of Responsibility on an
annual basis.
9.4
Deductions from salary for authorised unpaid absence will be made at the end of each month
on the basis of 1/365 of annual salary per day of absence. Please note that unpaid leave of
absence also affects the employee’s End of Service Benefit (EOSB).
9.5 Absence for part of a working day may be authorised by a Senior Leadership Team member.
Absence that has not been approved will incur the automatic deduction of one full day’s pay
i.e. 1/365 of annual salary.
9.6
The employee is required to open a local Saudi Arabian bank account and to pass full details
to the School for the payment of salaries and other sums. They are advised to open an
account with the Saudi Arabian British Bank (SABB), to which the School is currently
affiliated, but they are free to choose any other bank If they do so, however, they will be
liable for any additional charges the School might incur for using a non SABB account.
10.
End of Service Benefit (EOSB) Entitlement and Final Monthly Salary
10.1 EOSB
This will be calculated based on the cumulative number of days worked, taking into account any
unpaid days of absence. Any cumulative shortfall between actual days worked and total
contracted days will be applied at the end of their service as a pro rata reduction in your final year.
48
Any incomplete years that an employee has worked prior to September 2006 will be considered
complete, i.e. ‘topped up’. Unpaid leave during term time, whenever taken, can never be made up
and will reduce the employee’s final year EOSB at whatever rate applies at the time.
10.2 Final Monthly Salary (FMS)
This will comprise of the employee’s final year basic monthly salary which will take into account
any allowances that they may be in receipt off, including any Position of Responsibility allowances.
10.3 EOSB will be paid according to their length of service as follows;
11.
Length of Service
Entitlement
Up to 5 Years:
0.5 x FMS for each completed year and pro rata, if applicable, for the
final year.
Over 5 Years:
0.5 x FMS for each of the first 5 completed years and 1.0 x FMS for
each completed year over 5 years, pro rata if applicable for the final
year.
Taxation
11.1 Under current Saudi Arabian legislation the employee is not liable for local income tax.
Should this change please be aware that the employee rather than the School, will be liable if
income tax is introduced.
11.2 It is the employee’s personal responsibility to settle any liability for personal taxation outside
of Saudi Arabia.
12.
Allowances
Professional Development Allowance (PDA)
The School encourages staff to continue their professional development. It will cover the cost of
attending courses which it requires staff to attend. Requests for funding for other courses (or
alternative forms of professional development) will be considered on an individual basis and will be
at the discretion of the Principal. CPD funding will be based on the extent to which courses align
with Performance Management targets and/or the school’s Strategic Plan. If it was felt
appropriate, the School might contribute, on a negotiated basis, towards the cost of a course, the
cost of flights and visas to attend it, and a per diem maintenance allowance for its duration.
13.
Leave
13.1 Standard Leave
Leave when the School is closed will normally be granted and will be agreed at the beginning of
the School year. However, under exceptional circumstances, the Principal may require the
employee to work during school holidays.
Extended Leadership Team, Senior Leadership Team and Administration staff are required to
commence work up to two working weeks before the first teaching day of the new academic year
on a date that is set each year by the Principal.
Teaching staff are required to commence work up to one working week before the first teaching
day of the new academic year on a date that is set each year by the Principal.
49
13.2 Sick Leave
An employee who is proven to be sick is entitled to paid sick leave. A medical certificate signed
by a registered medical practitioner must be presented for all personal and parental
absences in excess of two consecutive working days. In the unfortunate instance of a serious
health problem, the School would seek to act as humanely as it could, bearing in mind all the
factors pertaining to the particular case.
The employee may be absent for up to two working days at a time in the event of a dependant
child being ill. In the case of serious illness, or enforced absence due to Government directives,
further periods of absence may be requested by application to the Principal or assigned Deputy.
Absence due to sickness should be notified to a member of the Senior Leadership Team
(SLT) no later than 6:30am on the day of absence so that alternative arrangements may be
made. If the employee attends work but leaves the School before 11:00am, this will count as
a full day’s sick leave.
13.3 Maternity Leave
Maternity Leave granted to a female employee will span the period of four calendar weeks prior to
the expected delivery date until six calendar weeks after the actual birth.
If maternity leave applies, you will not be permitted to work in the School between the
commencement and completion of the maternity leave period. Note that the calculation of
maternity leave is based on calendar days, irrespective of weekends or holidays.
a.
Maternity leave should be initiated with a written request to the Principal, at least three
months before the expected date of delivery. The request must indicate the date that
their eave will begin and the date that they expect to return to work.
b.
A statement from a medical practitioner, verifying pregnancy and indicating the expected
date of delivery, must be attached.
c.
They will be entitled to half pay during maternity leave provided they have been
employed by the School for at least one year prior to the date maternity leave
commences, and full pay provided they have been employed by the School for three
years prior to the leave commencing. Failure to return to work after maternity leave will
result in the employee losing the entitlement to maternity pay.
d.
Maternity leave, whether paid or unpaid, will be ignored (i.e. not deducted) in the
calculation of End of Service Benefits (EOSB), provided they return to work as
expected. If they fail to do so, the final day of service for EOSB purposes will be the
date maternity leave commenced.
13.4 Compassionate Leave
Up to five days paid leave may be granted in matters of a compassionate nature, i.e. serious
illness or bereavement in the immediate family (spouse, children, parents and parents of spouse) if
authorised by the Principal. Applications should be made and confirmed in writing. Extensions to
compassionate leave must be approved by the Principal and will be treated as authorised unpaid
leave.
50
13.5 Professional Development/Workday Leave
Leave may be granted for attendance on an approved training course. Depending on the level of
benefit to the School, this leave may be paid or unpaid or a combination, at the Principal’s
discretion.
13.6
Part Day Leave of Absence
Absence for part of a working day may be authorised by a SLT member. If such absence has
not been approved, this will incur the automatic deduction of one full day’s pay
13.7 Personal Leave of Absence
In exceptional circumstances, and at the Principal’s discretion, unpaid leave of absence during
term time may be granted. In common with all unpaid leave, personal leave of absence will be
deducted in the calculation of EOSB.
14.
Business Travel
The school will pay or reimburse the employee, on presentation of original receipts, for all preapproved reasonable business expenses incurred in respect of out-of-town assignments or
attendance on School-requested staff development courses.
15.
Medical
15.1 Before being accepted for employment with the School, the prospective employee will be
required to provide a medical certificate confirming their fitness to work in Saudi Arabia.
15.2 Occupational accidents must be reported immediately to the School Nurse.
16.
Insurance
16.1 Personal Effects
Personal effects are covered up to SR 3,000 whilst on school premises.
16.2 Personal Accident Insurance
Staff are covered up to SR100,000 in respect of Personal Accident.
16.3 School Vehicle Insurance
The School Vehicle Insurance covers employees travelling in school vehicles.
16.4 General Liability
Comprehensive cover against third party liability for all School staff is provided.
Note: Policy documents in respect of the above cover are held by the HR Manager.
17.
Discipline
The employee is subject to the School’s Disciplinary Policy and Procedure. It is their responsibility
to read and understand this Policy.
51
18.
Confidentiality of Information
The employee should regard all sensitive and confidential matters affecting the running of the
School as strictly confidential. They must not use or disclose to any person any sensitive or
confidential information relating to the School, its staff, pupils or its business without the prior
approval of the Principal.
19.
Responsible Use of School Internet and Email
The employee is subject to the School’s Email and Internet Use Policy. It is their responsibility to
read and understand this Policy.
20.
Hostilities & Internal Security
20.1
If Saudi Arabia becomes involved in hostilities, declared or otherwise, or the security
situation deteriorates significantly, the School may, subject to advice from the British
Foreign and Commonwealth Office, authorise the evacuation of school employees and/or
close the School.
20.2
Should the School close temporarily, the employee would be expected to return as soon as
possible under their existing contract upon its reopening.
20.3
Should the School close permanently, the provisions in paragraph 8 would apply
20.4
Should the School remain open or close temporarily but the employee elects to leave
for personal reasons, without giving due notice, the provisions of paragraph 7 would apply.
21.
Calendar
The Gregorian calendar shall be applicable and prevail.
22.
Miscellaneous
22.1 Smoking
The School is a no smoking zone. Employees are not permitted to smoke on the school premises
or immediate vicinity at any time during the school day.
22.2 Private Paid Working
The Principal’s permission must be sought prior to embarking on any private work and the Principal
may revoke permission at any time. Use of the School premises for private paid working will be
subject to the conditions as set out in the policy on the use of the School premises after school
hours.
22.3 Saudi Arabian Law, Culture and Customs
The employee is subject to Saudi Arabian Law and must pay due respect to the civil and religious
institutions and customs of the Kingdom of Saudi Arabia. They must not take part in political
activity in the Kingdom or in any activity prejudicial to the School’s interests.
22.4 School Policies
On arrival the employee will be required to read and to make themselves familiar with all School
policies in particular those relevant to their appointment (e.g. for teachers - Behaviour and
52
Discipline Policy, Child Protection, Bullying and Physical Intervention). Details of those policies are
contained on the School’s intranet and in the School Staff Handbook which will be issued on
arrival. When signing below the employee is indicating their acceptance of this requirement.
Please sign and return this section with your signed Summary of Contract.
I have read and understand the contents of this Conditions of Service document and accept the
terms contained in my Summary of Contract. I have also read and understood the Policies and
Procedures as referred to in this document.
Name: _______________________________
Signed: ______________________________
Date: ________________
53
APPENDIX 4
BISR PAY STRUCTURE 2013-2014
Overseas Hire Teachers
Administration Pay Scales
2013-2014
2013-2014
TU
Spine Point
M1
M2
M3
M4
M5
M6
Annual Salary
130,823
141,168
152,518
164,250
177,194
191,205
Overseas
Allowance
39,247
42,350
45,755
49,275
53,158
57,362
Total
170,070
183,518
198,274
213,525
230,353
248,567
Teaching Assistants
Local Hire Teachers
2013-2014
Spine Point
Annual Salary
Unqualified Teachers
TA1
67,910
TA2
69,063
TA3
70,214
TA4
71,365
TA5
72,516
TA6
73,666
TA7
74,819
TA8
75,967
TA9
77,486
TA10
79,605
TA11
80,615
TA12
82,226
Local Hire Teachers
Unqualified Teachers
2013-2014
Spine Point
M1
M2
M3
M4
M5
M6
Annual Salary
130,823
141,168
152,518
164,250
177,194
191,205
Spine Point
UQT1
UQT2
UQT3
2013-2014
UQT5
UQT6
Annual Salary
95,851
107,001
118,152
129,296
140,453
151,597
54
Spine
Point
16C
16B
16A
16
15C
15B
15A
15
14C
14B
14A
14
13C
13B
13A
13
12D
12C
12B
12A
12
11C
11B
11A
11
10C
10B
10A
10
9C
9B
9A
9
8C
8B
8A
8
Annual
Salary
175,134
172,559
169,983
164,832
162,257
159,681
157,106
154,530
151,955
149,379
146,804
144,228
141,653
139,077
136,502
133,926
132,619
131,351
128,775
126,200
123,624
121,049
118,473
115,898
113,322
110,747
108,171
105,596
103,020
100,445
97,869
95,294
92,718
90,143
87,567
84,992
82,416
Annual Salary
(Extended
Day)
206,769
203,729
200,688
194,607
191,566
188,525
185,484
182,444
179,403
176,362
173,321
170,281
167,240
164,199
161,159
158,118
156,574
155,077
152,036
148,996
145,955
142,914
139,873
136,833
133,792
130,751
127,711
124,670
121,629
118,588
115,548
112,507
109,466
106,425
103,385
100,344
97,303
Overseas Hire Leadership Pay Scales
Spine
Point
L1
L1A
L1B
L1C
L2
L2A
L2B
L2C
L3
L3A
L3B
L3C
L4
L4A
L4B
L4C
L5
L5A
L5B
L5C
L6
L6A
L6B
L6C
L7
L7A
L7B
L7C
L8
L8A
L8B
L8C
L9
L9A
L9B
L9C
L10
L10A
L10B
L10C
2013-2014
Overseas
Annual Salary
Allowance
220,366
66,110
224,773
67,432
229,269
68,781
233,854
70,156
238,532
71,560
243,302
72,991
248,168
74,450
253,131
75,939
258,194
77,458
263,359
79,008
268,626
80,588
273,998
82,199
279,478
83,843
285,067
85,520
290,769
87,231
296,583
88,975
302,515
90,755
308,566
92,570
314,737
94,421
321,032
96,309
327,452
98,236
334,002
100,201
340,682
102,205
347,496
104,249
354,445
106,334
361,535
108,460
368,765
110,630
376,140
112,842
383,663
115,099
391,337
117,401
399,163
119,749
407,146
122,144
415,289
124,587
423,595
127,079
432,067
129,620
440,708
132,213
449,523
134,857
458,513
137,554
467,683
140,305
477,036
143,111
Local Hire Leadership Pay Scales
2013-2014
Total
286,476
292,206
298,050
304,011
310,091
316,293
322,619
329,071
335,653
342,366
349,213
356,197
363,322
370,588
378,000
385,559
393,270
401,136
409,158
417,341
425,688
434,203
442,887
451,744
460,779
469,995
479,395
488,982
498,761
508,738
518,912
529,290
539,875
550,674
561,687
572,921
584,380
596,067
607,987
620,147
55
Spine
Point
L1
L1A
L1B
L1C
L2
L2A
L2B
L2C
L3
L3A
L3B
L3C
L4
L4A
L4B
L4C
L5
L5A
L5B
L5C
L6
L6A
L6B
L6C
L7
L7A
L7B
L7C
L8
L8A
L8B
L8C
L9
L9A
L9B
L9C
L10
L10A
L10B
L10C
Annual Salary
220,366
224,773
229,269
233,854
238,532
243,302
248,168
253,131
258,194
263,359
268,626
273,998
279,478
285,067
290,769
296,583
302,515
308,566
314,737
321,032
327,452
334,002
340,682
347,496
354,445
361,535
368,765
376,140
383,663
391,337
399,163
407,146
415,289
423,595
432,067
440,708
449,523
458,513
467,683
477,036
APPENDIX 5
DEATH IN SERVICE
DEATH IN SERVICE – POLICY AND PROCEDURE
DEATH OF A SPONSORED EMPLOYEE / DEPENDANT
Following the death of a sponsored employee/dependant, the Principal will nominate an
appropriate member of Staff to act as the 'Incident Co-ordinator’. He/She will be the focal point for
all forms of communication and able to commence a series of administrative actions regarding the
deceased. If the Next of Kin (NoK) wish to have the body repatriated to the Country of Domicile
(CoD), the Incident Co-ordinator will be the focus of all issues of communication regarding the
deceased, including the following:
•
•
•
•
•
•
•
•
Notification of death - Police and Hospital
Funeral and Transportation Arrangements - Hospital, Airline and Funeral Director
Death Report and Mortuary Services - Hospital
Release of body from KSA - Local Governors Office
Saudi Death Certificate - Ministry of Health
Country of Domicile Death Certificate and associated documentation Embassy/Consulate
Exit Only Visa - Passport Department
KSA Departure - Airline, Passport Department and Funeral Director
National
The Saudi Liaison Officer will play a major part in the process by contacting the authorities
identified in this document to:
•
•
•
•
Process the formal death notification
Confirm the documentation required from the School by each of the applicable authorities and
what, when and how we will receive the documentation they will provide
Confirm the sequence in which each authority should be contacted and what documentation
they will require to have been completed prior to their being able to complete their action
To effect this it is recommended that he visit the following Government and Civil authorities as
the earliest opportunity:
- Hospital (Ministry of Health)
- Police (Ministry of Interior)
- Passport Department
- Office of the Local Governor (Emir)
- Airline
56
DOCUMENT COPIES
During the process there will be a requirement to provide various Government and Civil authorities
with copies of the deceased's Passport and Iqama.
As such you are recommended to make approximately 15 copies at the outset to ensure that the
process is not delayed due to a copy not being available.
Also during the process it is recommend that every time a document is produced a copy is kept, in
chronological order, along with the Diary of Events. This documentation will form part of the final
report which may then prove to be a useful reference tool for others who may be required to act as
an Incident Co-ordinator/Liaison Officer in the future.
DOCUMENT TRANSLATIONS
As a majority of the documentation received from Government and Civil authorities will be
produced in Arabic, there will be a requirement to have it translated into English, for which you
should make the necessary arrangements at an earlier stage.
DOCUMENT NOTARISATION
There will also be a requirement for certain documents to be notarised by the National
Embassy/Consulate.
1.
DEATH NOT IN A HOSPITAL
Where the death does not physically occur in a hospital, the following actions should be taken: During normal working hours, the Principal, the Bursar and HR Manager should be informed
immediately.
Outside normal working hours the Principal, Bursar and HR Manager should be informed
immediately.
The KSA Civil Police should also be contacted without delay by School Liaison Officer. They will
generally wish to be satisfied there are no suspicious circumstances. The body should not be
touched, disturbed or even covered until the KSA Civil Police have arrived at the scene.
Once the KSA Police are satisfied there are no suspicious circumstances, they will arrange for the
body to be moved to a local mortuary. On arrival at the mortuary, a qualified Medical Practitioner
will confirm the cause of death and issue an independent medical report relating to the cause of
death.
2.
DEATH IN HOSPITAL
If the death occurs whilst undergoing medical care in a hospital, there is no requirement to inform
the local police. A medical report confirming cause of death will be Issued by the Doctor
responsible for the patient at the time of death. The report, addressed to the KSA Civil Police, is to
substantiate the facts shown In the Death Certificate issued by the local Doctor. The hospital will
then make the necessary arrangements to transfer the body to the mortuary.
57
3.
WELFARE - CONTACT WITH NEXT OF KIN (NOK)
Once the facts surrounding the deceased have been formally confirmed, the Incident Co-ordinator
should arrange to contact (NoK details are recorded by HR Department) the nominated NoK via
the Police Authority in the deceased's Country of Domicile (CoD), if the employee was
unaccompanied in KSA. Once the NoK have been informed of the death, a follow up call should be
made by the Principal/Incident Co-ordinator to offer the school’s condolences, assistance and
support.
Under no circumstances should the Incident Co-ordinator inform the family directly if the employee
was unaccompanied. It must only be done by the Police in the deceased's CoD. When making
follow up contact with the NoK, check whether there is a close relative (who may be less affected
by the loss than the immediate family) who can act (if preferred by the family) as liaison between
the family and the School. Where the deceased's NoK are in-Kingdom, the notification should be
directly with the most suitable person e.g. if the deceased is the husband, then the wife should be
notified directly by the Principal or his nominated representative.
NOK Instructions
The Co-ordinator will advise them that he/she is the point of contact for all actions surrounding the
death and repatriation of the deceased from KSA.
The Co-ordinator will provide advice and guidance on the repatriation process
The Co-ordinator will seek written disposal instructions for the deceased and his personal
effects
It is important not to commit to any timescale that cannot be guaranteed and equally important to
ensure that any advice and guidance provided is correct as it will effectively be taken as a formal
commitment by the school.
As such, HR should ensure that they are aware of all the benefits the deceased will be entitled to,
i.e. salary, leave, allowances etc, which are covered in general terms in this document, but in detail
in the School's employment Terms & Conditions and HR policy documents.
Where necessary, advice and guidance should, be sought from the HR staff.
4.
MINISTRY OF INTERIOR OFFICE OF THE LOCAL GOVERNOR (EMIR)
In order to be authorised to move the body and transfer personal effects, the School Liaison Officer
will need to raise a letter to the Governor and attach the Confirmation of NoK Letter (which will be
generated by the School and must be translated Into Arabic). The local Governor's office will then
Issue three letters authorising movement of the body and personal effects to the following
organisations:
Airline Cargo Airway Bill confirmation that they will be transporting the deceased out of KSA
Hospital Death Report
Deceased's Passport and Iqama
Letter from school confirming that the Saudi Liaison Officer is acting on behalf of the School
The Governor's Office will produce a letter authorising release of the deceased's body to the
following authorities:
Local Civil Police Department
Customs and Immigration Department (for a visa)
Airline Cargo Department
Directorate of Health Affairs
58
Hospital, i.e. holding the deceased's body
Governor of Mecca (only if burial at Jeddah has been approved)
It will further state:
'If this death is not due to criminal activity, if consent from his country's consulate to transport the
corpse and personal effects is received, we have no objection to release the deceased to the
identified address in his Country of Domicile'.
This effectively means that the release is authorised ONLY if all other authorities do NOT have any
cause to delay the repatriation.
5.
KSA CIVIL POLICE
On receipt of the Governor's letter, the School Liaison Officer will take it to the KSA Civil Police,
who in turn will issue the authority for the hospital to release the medical report.
6.
MINISTRY OF HEALTH
The Saudi Liaison Officer should take the Governor's letter and the Civil Police Report to the
Mortuary to collect the medical report. He should then proceed to the Ministry of Health (MoH) to
collect the official MoH Death Certificate.
7.
CUSTOMS AND IMMIGRATION
If the deceased is to be buried outside of KSA, an exit only visa will need to be applied to the
passport for repatriation of the body. If the deceased owned a motor vehicle or motorbike, this will
have to be sold and ownership transferred before an exit only visa can be issued.
8.
DECEASED EMPLOYEE'S PERSONAL EFFECTS
Due to the strict inheritance laws In force in KSA, the official KSA Civil Police instructions on the
disposal of personal effects require that they be handed over and forwarded through the Saudi
Authorities (known as "The House of Funds") to the British Embassy, Riyadh, who will dispatch
them to the NoK. The British Embassy considers the return of Personal Effects to be an employer's
responsibility; therefore the School will provide "The House of Funds" with a copy of the Letter of
Administration obtained from a Probate Court with an accompanying sworn and signed document
from the NoK. This will give Power of Attorney to the Incident Co-ordinator to act locally on their
behalf and accept the personal effects for dispatch to the CoD at school expense. Certain
elements of these requirements may be waived at the discretion of the Saudi Authorities.
Once catalogued, the Incident Co-ordinator will be advised by the NoKINoK's
representative I Solicitor on the disposal of the personal effects. The Liaison Officer will be
required to complete a Customs Declaration Form for the country that the personal effects
are being sent to. The Incident Co-ordinator should liaise with the relevant Embassy when
disposing of the personal effects.
Courier services such as DHL/SNAS will not accept certain items i.e. jewelry, watches and
credit cards, these have to be hand carried back to the NoK.
9.
COUNTRY OF DOMICILE DEATH REGISTRATION
It is necessary to register formally the death in KSA with the appropriate National Embassy or
Consulate in KSA in accordance with their advised procedures, for which it is recommended to
check the appropriate website.
59
In the case of a British National this is via www.ukinsaudiarabia.fco.gov.uk.
This will enable you to download the Embassy documents “Death of a British National in Saudi
Arabia” and Form BMD 002/07 “Application to Register an Overseas Death” [Sample of these
forms are attached as Appendix A]
Form BMD 002/07 will need to be completed and will require the following supporting
documentation:
The original Civil Death Certificate issued by the local authorities, which has been translated
into English
The original Hospital Medical (Death) Report, which has been translated into English
The original Civil Police Report, which has been translated into English
Evidence of the deceased's claim to British Nationality, i.e. full Birth Certificate or Certificate of
Naturalisation or Registration as a British National
Full British passport (not mandatory). It is recommended that where possible the original is
submitted as part of the process
Sending an individual direct to the National Embassy/Consulate and processing the registration
personally which is an option if time is short, albeit with the additional costs involved.
As some of the documentation required to be submitted to the Embassy/Consulate won't be
available within the first few days of the process, it may take up to a week before you are in a
position to complete this action.
It is recommended to make contact with the Consular Section of the Embassy/Consulate in
advance of the formal registration process, so that you can coordinate its submission to ensure
that it is processed quickly.
10.
BURIAL IN-KINGDOM (CHRISTIAN CEMETERY, JEDDAH)
If the NoK request to have the body buried in KSA, an Incident Co-ordinator will liaise directly with
the British Consul, Jeddah, to make the necessary arrangements.
11.
EMBALMING
Embalming facilities are currently available in mortuaries located In Riyadh. If the body needs to be
transferred by air In-Kingdom, prior to embalming, it should be packed with dry ice and transported
in accordance with local Saudi Arabian Airlines Regulations.
A Certificate should be obtained from the local Directorate of Health Affairs declaring that the 'Body
is free from Contagious Disease'.
The Embalming Certificate will probably include the 'Body is free from Contagious Disease' and if it
does a separate Certificate will not be issued.
12.
PRE-FLIGHT ARRANGEMENTS
The Co-ordinator should arrange flight details with an airline to transfer the coffin to the CoD. Six
sets of documentation as detailed (See No. 13) will need to be made for distribution to the:
Immigration Officer, In-Kingdom Airport
Customs Officer In-Kingdom Airport
Consignee at Airport of destination
60
(This should include an original Embassy Death Certificate, which should be sealed in an envelope
and attached to the airway bill).
The Airline will provide a confirmation of the flight booking and will also advise the HR what
paperwork is required prior to dispatching the coffin on the flight. The Air Cargo being used will
need to see the passport with an Exit only Visa applied prior to clearing the body for International
travel. The Incident Co-ordinator should make arrangements with the Medical Centre or Mortuary
to convey the coffin from the mortuary to the relevant airport.
13.
MORTUARY - REPATRIATION Of THE BODY
On receipt of flight details, the Incident Co-ordinator is to liaise with the Mortician and arrange for
the body to be collected. The body will be prepared by the Mortician to meet the requirements for
international travel. The Incident Co-ordinator is to make sure that the Mortician has a coffin in
which to transport the body. The Mortician will provide an embalming certificate in English and
Arabic. Within 6 hours of the body being embalmed it must be flown from the KSA.
Six files will need to complied, containing the following:
Death Certificate (English and Arabic)
Ministry of Health Death Certificate (English and Arabic)
Police Report Civil (English and Arabic)
Photocopy of Passport (Complete copy)
Embalming Certificate (English and Arabic)
Inventory of Personal Effects - (English and Arabic)
Saudi Medical Report - (English and Arabic)
Embassy letter of No Objection to Move the Body (English and Arabic)
Certificate for the coffin to be sealed without the presence of Embassy Staff (English and
Arabic)
14.
FLIGHT ARRANGEMENTS
On receipt of the embalming certificate and coffin, the Incident Co-ordinator is to arrange with the
Mortician to collect the coffin and take it to the airport. All paperwork associated with the
repatriation should be taken to the airport. Air Cargo will confirm with the Funeral Directors in the
CoD that they will meet and collect the coffin.
15.
COLLECTION OF THE COFFIN FROM THE AIRPORT AT THE COUNTRY OF DOMICILE
The Incident Co-ordinator will inform the Funeral Directors of the repatriation flight details and
airway bill number and forward all relevant documentation to enable the deceased to be collected
from the appropriate airport in the CoD. The Funeral Directors should be told to send all invoices
for costs incurred, with their bank details, to the Co-ordinator who will arrange for payment through
Finance.
School paid costs are limited to collection of the body from the airport and delivery to the Funeral
Director's establishment. Payment does not extend to actual funeral, burial costs or any other
costs. A representative from the School should escort the family (if applicable) / coffin back to the
Country of Domicile and subject to time restraints and the wishes of the family should also attend
the funeral.
Where the coffin is routed via another country i.e. final destination Republic of Ireland via London
Heathrow, an International Undertake must be appointed to trans-ship the coffin at London. The
Funeral Director in the country of interment should arrange for this to happen.
61
16.
FUNERAL ARRANGEMENTS
The Co-ordinator should identify from the dependant NOK details of the Funeral Director and make
contact with them to confirm that:
They have been appointed by the family to undertake this service
They are approved to receive Human Remains at the receiving international Airport, or that
they will be appointing an approved Service Provider to undertake this task on their behalf
This point is important as without an authorised Agent to receive Human Remains at the internal
Airport, an Airline will not accept any human remains for transportation.
Once confirmation has been received, the details will be forwarded to the Airline selected for
transportation out of KSA.
Generally speaking Human Remains are transported by air to the International gateway of the
receiving Country of Domicile and the by road to the address of the Funeral Director.
The Incident Co-ordinator will arrange for the Funeral Directors to purchase a floral wreath on
behalf of the School. Payment for the wreath should be included in the invoice from the Funeral
Directors for transporting the coffin from the airport.
The Incident Co-ordinator should maintain contact with the NoK by telephone on a regular basis
(up to 8-10 weeks following the repatriation of the body) to ensure all the necessary arrangements
and school obligations have been met.
62
APPENDIX 6
GRIEVANCE POLICY AND PROCEDURE
Grievance Policy and Procedure
A grievance is a complaint or area of significant disagreement or concern against another
colleague or group of colleagues. It may lead to a sense of injustice or resentment on the part of
the person who feels he or she has been wronged in some way.
Grievances which have not been addressed and resolved may lead to a debilitating reduction in a
colleague’s morale and performance. It may therefore impact on the quality of the education
process itself.
In general it is best for professional relationships if the grievance can be resolved amicably through
normal formal and informal management procedures within the school. However if these fail then
the following procedure should be adopted.
Procedure
This procedure has 4 steps:
1.
Written Statement
The grievance must be set out in writing using the Grievance Report Form attached to this
policy and sent to the Head of Secondary, Head of Primary or as appropriate. The objective
is to obtain an equitable solution to the grievance at the lowest administrative level. The
grievance will be dealt with in strict confidence.
If the grievance is against the Principal, the Grievance Report Form should be sent to the
Chair of the HR Committee. Thereafter the standard process below will be followed.
2.
Meeting [Level 1]
The grievance will be looked into in a fair and unbiased way.
A meeting will be arranged at a convenient time and will include the Human Resources
Manager, the Person to which the complaint was addressed, the person against whom the
grievance has been made and the grievant [both have the right to bring a “companion” if
desired].
63
The meeting will go through the issues that have been raised and provide an opportunity to
contribute and comment on the issues. The main purpose of the meeting is to establish the
facts and find a way to resolve the problem.
Notes of the meeting will be provided along with copies of any information given by other
people. The outcome of the meeting will be communicated in writing to both parties within 7
days.
3.
Appeal Hearing [Level 2]
If the decision is not satisfactory, or the procedure followed was seriously flawed, an appeal to
the Principal can be requested.
The appeal must be submitted in writing within 5 days of receiving the written outcome of
Level 1
The process of the appeal will be similar to the Level 1 procedure. The Human Resources
Manager will be in attendance at all meetings.
The appeal will be heard within 14 days of receiving the written request for an appeal.
The outcome of the meeting will be communicated in writing to both parties within 7 days.
4.
Final Appeal [Level 3]
•
If you are not satisfied with the outcome of Level 1 or 2, you can appeal to the Chairman of the
Board of Governors. This must be sent in writing within 5 days of receiving the written
outcome of Level 2.
A selected committee of The Board of Governors will hold a meeting similar to those held at
Level 1 and 2.
The outcome of the meeting/s will be communicated by The Board of Governors to both
parties within 14 days.
•
•
5.
•
•
Additional Information
A grievance can be withdrawn at any level without prejudice and all associated paperwork will
be removed from personnel files and destroyed.
Copies of the outcomes and any decisions made at each level will be kept on the files of both
parties.
64
APPENDIX 7
HEALTH AND SAFETY
Health and Safety Policy
General Guidelines
The school regards the promotion of Health and Safety measures as a mutual objective for all
management, staff and pupils at all levels (including the sub-contractors) who use the School
premises. It is the school’s policy, so far as is reasonably practicable, to:
Establish and maintain a safe and healthy environment throughout the school;
Establish and maintain safe working procedures among staff and pupils;
Maintain all areas under the control of the school in a condition that is safe and without risk to
health and to provide and maintain means of access to and egress from that place of work that
are safe and without risk;
Formulate effective procedures for use in case of fire and for evacuating the school premises;
Teach safety as part of pupil’s duties where appropriate.
Roles and Responsibilities
The Principal will:
Monitor the effectiveness of the safety policy and the safe working practices described within it
and shall revise and amend it, as necessary, on a regular basis
Ensure an emergency evacuation procedure exists and arrange for periodic practice
evacuation drills (normally once per term) to take place and for the results of these to be
recorded
Make arrangements for informing staff and pupils of relevant safety procedures. Other users
of the school will be appropriately informed
Ensure that regular safety inspections are undertaken (all school premises and property to be
inspected once a term)
Ensure that there are appropriate procedures in place to ensure safety with regard to traffic at
the start and finish of the school day. These procedures must be communicated to parents,
and be reviewed once a term
Establish a health and safety committee which will meet regularly to review the measures
taken to ensure the health and safety of all employees and pupils
Monitor, within the limits of their expertise, the activities of contractors on site, as far as is
reasonably practicable
65
The Bursar, acting in the role of Health and Safety Officer will:
Assist the Principal in the implementation, monitoring and development of the safety policy
within the school
Monitor general advice on safety matters
Co-ordinate arrangements for the design and implementation of safe working practices within
the school
Investigate any specific health and safety problems identified within the school and take or
recommend remedial action
Order that a method of working ceases on health and safety grounds on a temporary basis
subject to further consideration
Assist in carrying out regular safety inspections of the school and its activities and make
recommendations on methods of resolving any problems identified
Ensure that staff with control of resources give due regard to safety
Arrange for the withdrawal, repair or replacement of any item of furniture, fitting or equipment
identified as being unsafe
Review emergency evacuation procedures annually and conduct evacuation drills twice a term
Chair the Health and Safety Committee
Implement a programme of departmental inspections which are carried out once a term
The Bursar will be assisted by the Facilities Manager and the designated Assistant Health & Safety
Officer.
All Staff will:
All staff are responsible for the health and safety arrangements in relation to staff, pupils and
volunteer helpers under their supervision. In particular, they will monitor their own work activities
and take all reasonable steps to:
Exercise effective supervision over all those for whom they are responsible, including pupils
Be aware of, and implement safe working practices and set a good example. Identify actual
and potential hazards and introduce procedures to minimise the possibility of mishap
Ensure that any equipment or tools used are appropriate to that use and meet accepted safety
standards
Provide warning notices and signs as appropriate
Provide appropriate protective clothing and safety equipment as necessary and ensure that
these are used as required
Minimise the occasions when an individual is required to work in isolation, particularly in a
hazardous situation or on a hazardous process
Where school vehicles or vehicles contracted by the school are used to transport children to
and from school functions, staff should ensure that child restraints and seats appropriate to the
age of the children concerned are used
Note : When any member of staff considers that corrective action is necessary but that action lies
outside the scope of their authority, they should refer the problem to their Supervisor or the
Bursar.
All Employees have a responsibility to:
Take reasonable care for the health and safety of themselves and of any person who might be
affected by their acts or omissions at work
Make themselves aware of all safety rules, procedures and safe working practices applicable
to their posts. When in doubt, it is their duty to seek immediate clarification
Ensure that tools and equipment are in good condition and report any defects
66
Use protective clothing and safety equipment provided and ensure that these are kept in good
condition
Ensure that offices, general accommodation and vehicles are kept tidy
Ensure that any accidents, whether or not an injury occurs, are reported to the Senior Nurse in
the School Clinic
Support newly appointed employees who could be particularly vulnerable to any risk and it must be
ensured that line managers draw to their attention at an early stage to all relevant health and safety
matters.
Students will:
All students are expected, within their expertise and ability, to:
Exercise personal responsibility for the safety of themselves and their fellow pupils
Observe standards of dress consistent with safety and/or hygiene
Observe all the safety rules of the school and, in particular, the instructions of the teaching
staff in the event of an emergency
Use and not wilfully misuse, neglect or interfere with things provided for safety purposes
Note: The Principal will make pupils aware of these responsibilities through direct instruction by
staff members and, where appropriate, through signs and notices.
Visitors
Regular visitors and other users of the premises (e.g. contractors and delivery men) are expected,
as far as reasonably possible, to observe and implement the safety rules of the school.
Lettings:
Where the facilities are being used by an external agency the school must ensure that:
The means of access and egress are safe for the use of hirers and that all plant and
equipment made available to and used by the hirers is safe
Fire escape routes and exits are clearly marked for the benefit of unfamiliar users of the
building, particularly during the hours of darkness
Hirers of the building are briefed about the location of the telephone, fire escape routes, fire
alarms and fire fighting equipment. Notices regarding emergency procedures should be
prominently displayed
Hirers using any facility provided by the school are familiar with its safe use
Arrangements are made for checking the security and condition of the premises used after
vacation by the hirer
Health and Safety Committee
The Health and Safety Committee is to meet termly to review the measures taken to ensure the
health and safety at work of all employees and pupils. It is chaired by the Bursar/Health and
Safety Officer and consists of Safety Representatives from the Clinic, Science, DT and PE
departments as well as the following areas:
Outside play areas
A & E areas
B & F areas
C & G areas
D & H areas
J Area
67
Health and Safety Inspections
The objectives of health and safety inspections are to:
Identify and record potential or actual hazards in the school
Identify any hazards which require immediate attention and correction
Ensure that existing procedures are in place and adequate
Recommend corrective action where applicable/necessary
The health and safety inspections - which are to be fact finding, not fault finding in their nature - will
be conducted once a term and will usually be undertaken by a team comprising the Health and
Safety Officer, the Area Representative and Facilities Management Representative.
Fire Prevention Equipment
The designated Health and Safety Officer is to monitor regularly the condition of all fire prevention
equipment. This includes the regular visual inspection of fire extinguishers and the fire alarm
system.
Accident and Reporting Procedures
In the event of an accident, medical assistance is available from the Clinic
Arrangements for first aid for sports, desert and other school trips are the responsibility of the
supervising staff
The person responsible for administering the accident reporting procedure, including the
maintenance of the school accident book, is the Senior Nurse
It is the responsibility of the Senior Nurse to report back to the Bursar the circumstances
surrounding any accidents, in order to consider the implementation of remedial action
Health and Safety Report
The Principal will include Health and Safety as an item in his termly report to the Board of
Governors.
Health and Safety Policy Review
The Bursar is responsible for reviewing this policy document on an annual basis.
Enclosure
Health & Safety Inspection Form
Health & Safety Inspection Check List
(Appendix A)
(Appendix B)
68
Appendix A
British International School – Riyadh
Health and Safety Inspection Form
Location
Date
Time
Date
Time
Inspected By
Health & Safety
Area Representative
Ser
No.
Corrective
Action/Comments
Observation
Task Completion Date
Remarks ______________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
Review and Approved By
____________________
Bursar
69
Appendix B
British International School - Riyadh
Inspection Check List
MOST COMMON HAZARDS
Obstructed fire doors
Fire doors propped open
Obstructed electrical panels and storage in electrical rooms
Obstructed aisles and corridors
Inappropriate storage of combustible or flammable materials
Slip and trip hazards
Electrical hazards
Guards removed in mechanical and fan rooms and not replaced
70
British International School - Riyadh
Inspection Check List
OFFICES
Are floor surface clean, dry and free from debris?
Are carpets well secured and free from worn or frayed spots?
Are aisles and doorways free of objects to permit unobstructed visibility and/or exit?
Are file cabinet and storage closets placed so that drawers and doors do not open into
aisles?
Are emergency exits marked and free from obstructions?
Is there an Emergency Evacuation Plan and do workers know where it is located?
Are there regular fire evacuation practices?
Are glass doors clearly identified?
Are phone lines, electrical cords and extension cords secured under desks or along
baseboards?
Are Keyboards and monitors placed directly in front of the operator?
Are keyboard trays adjustable?
Are Secretarial chairs adjustable, both in height and back and on 5 point rolling castors?
Do chairs have sturdy rungs and legs?
Are heavy items, e.g. paper, stored on lower and middle shelves of storage cabinets?
Is there a set of steps or a ladder available to reach the top shelves?
Are all chemicals labelled, e.g. photocopying toner etc?
Are gloves available for use with the chemicals?
Is regular maintenance provided for the photocopier, printer etc? Are records kept?
Do paper cutters have guards in place and is the torsion spring adjusted to hold blade up
when released?
Are office staff familiar with emergency procedures and reporting of accidents?
Are fire extinguishers available? Are the inspection tags attached with date of monthly
inspection noted?
Are gloves available for administering first aid and handling chemicals?
71
British International School - Riyadh
Inspection Check List
MAINTENANCE/JANITORIAL
Is there ventilation where flammable liquids are stored or dispensed?
Is there ventilation where concentrated chemicals are poured and mixed with water?
Are exit doors free of obstructions?
Are exit doors kept unlocked from the inside when the building is occupied?
Are halls and stairwells kept free from combustible materials (e.g. furniture and recycling
material)?
Is there emergency lighting where no natural light is available, e.g. storage rooms, fan, boiler
and mechanical rooms etc.
Are all exit lights illuminated by either natural or artificial light?
Is personal protective equipment available for dispensing concentrated hazardous chemicals
(e.g. gloves, goggles, aprons etc)?
Inspect ladders, steps, platform, scaffolding and vacuum cleaners.
Is equipment in good condition?
Is hearing protection available and worn?
Is eye protection available and worn?
Are electrical cords in good condition, e.g. no taping, bare wires at plug?
Are all guards in place on power tools and fixed equipment with moving parts?
Are steps in good condition?
Is all cleaning equipment, e.g. mops, buckets, wringers, “Wet Floor” signs, in good condition?
Are corridors and stairwells clear of stored items?
Are “WET” floors adequately signed?
Are stair treads and risers in good condition?
Is the entire site level? Potholes on travelled surfaces should be identified and repaired.
Is the exterior lighting functioning and adequate?
Are playgrounds regularly inspected and are records kept?
72
British International School - Riyadh
Inspection Check List
STANDARD CLASSROOM
Fire Safety:
Are legible fire exit and route signs in appropriate locations?
Is there an Emergency Evacuation Plan and is the teacher aware of the content and location
of the Plan?
Are ceilings or exit doors free of combustible material such as artwork, posters, paper etc?
As a guideline, no more than 20% of the total wall surface (include boards, cupboards,
windows, etc) to be covered with combustible materials.
Where there is an EXIT door, is there a clear path through the classroom furniture? As a rule
of thumb, the width of the clear path should be the same as the width of the door (s).
Electrical
Are electrical outlets, cover plates and wall switches secure and undamaged?
Are extension cords three wire, in good condition and used for temporary purposes only?
General
Do windows open easily and stay open according to their design?
Is air quality, temperature and ventilation acceptable to meet applicable standards?
Are ventilation and heating ducts kept unobstructed by books, paper etc?
Are the ceiling, walls and floor free from water leaks?
Are floor tiles or carpeting securely fastened to reduce trip hazards?
Are floor free from slips, trips and fall hazards?
Are audio-visual screens and maps securely suspended using fittings designed for the
purpose?
Are shelves or shelving units firmly anchored to the wall? Storage of all items should follow
the following guide: heavy objects on low shelves, light objects on high shelves and
breakable objects such as glass items on low shelves.
Are steps or small ladders available for accessing stored items from high shelves?
Is storage on top of wall-mounted cupboards limited to lightweight objects such as empty
boxes?
Do paper cutters have guards in place and is the torsion spring adjusted to hold blade up
when released?
Are steps and porch surfaces in good repair with suitable anti-slip materials on the surfaces?
Are guardrails and hand railings installed and secure?
Is exterior lighting operating and adequate?
73
British International School - Riyadh
Inspection Check List
PE AND MULTI-PURPOSE HALLS
Do storage areas where volleyball net posts, handball nets etc are stored have suitable
restraints to prevent tipping and falling?
Do storage areas for large objects have suitable guards over the lighting to ensure the bulbs
are not broken when moving large objects in and out?
Does the gym/sports hall have secure guards over any lighting to ensure it cannot be
damaged by normal gym activities?
Is all fixed equipment (e.g. ropes, climbing racks and basketball backstops) inspected
regularly? Are records kept?
In the multi-purpose sports hall are there accessible fire extinguishers (CO or dry chemical
type) wall-mounted in appropriate locations such as in stage wings?
Is overhead lighting above the stage, or supplying the stage, wired permanently, i.e. not
using extension cords?
Do overhead floodlights or spotlights have safety chains or wires securing them to the
overhead frame?
Are stage steps in good condition, particularly on the stair edge to eliminate trip hazards: If
there is a metal or plastic nosing on the steps, it should be check to ensure it is secure?
Do backstage steps have a guardrail and handrail?
Are tables and chairs arranged to provide clear aisles for emergency exit?
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British International School - Riyadh
Inspection Check List
ART AND DT
The floor beneath the kiln should be of a material that does not present a fire hazard such as;
concrete, ceramic tiles, paving slabs or fireproof board.
The kiln should be placed at least 30cm (12”) away from any wall to allow free air movement
around the kiln.
Sufficient space should be allowed for maintenance access to the back of front loading kilns.
The roof /ceiling should be at least 1m (39”) above the kiln, a greater distance may be
required if the ceiling is built of combustible materials. A combustible ceiling can be protected
with heat–resistant board fixed with a 5cm (2”) gap between board and ceiling.
Are ON/OFF switches on major power tools shielded or recessed to prevent an accidental
start?
Is storage (including tool storage) safely organized, heavy objects on low shelves, light
objects on high shelves and breakable objects such as glass items on low shelves to reduce
potential for breakage?
Are all power tools and equipment equipped with guards to prevent access to the cutting
blade or pinch point?
Are metal lathes kept free of waste build up; is waste stock broken in small pieces?
Are eye wash facilities available where corrosive liquids are handled?
Are flammable materials such as solvents, solvent based paints, solvent based cements etc
kept in original containers with legible labels? Small quantities should be encouraged and
bulk quantities decanted into safety cans with workplace labels.
If solvent paints are used, is local exhaust ventilation provided?
Are chemical resistant gloves provided for clean-up using solvent?
If acid etching, photo etching and silk-screen printing with solvent based inks are used, is
there local exhaust ventilation?
Are appropriate gloves, aprons and chemical goggles available for working with acids?
Are acids spill kits available?
Is an eyewash station available with the location clearly marked and is it regularly tested?
Is pre-mixed clay available for use to reduce risk of dust inhalation?
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British International School - Riyadh
Inspection Check List
ART AND DT – Continued
Are clean-up techniques using wet sponging or mopping in place?
Are dust masks available for use when mixing plaster?
Are approved safety glasses or goggles available for use in woodworking?
Are guards installed and used with all power tools used in woodworking?
Are local exhaust ventilation and dust masks available if dye powders are mixed?
Is solvent based or water based dye being used? If solvent based, local exhaust ventilation is
required.
Are appropriate eye protection and gloves available for tie-dying process?
Are all major and minor kitchen appliances in good condition and maintained on a regular
basis?
Are pot holders/mitts accessible in cooking technology area?
Is a fire extinguisher secured to wall with an inspection tag indicating visual inspection within
the last month?
Is the area around and above stoves or stove hoods kept free from combustible materials?
Are all containers clearly labelled?
Are knives stored safely in racks or knife blocks?
Are food preparation and cutting surfaces maintained to prevent contamination?
Are sewing machines mechanically fit with power cords and plugs in good repair?
Are the machines and cords arranged so as not to create a trip hazard?
Are all wall mounted shelves securely fastened to the wall?
Are computer cables secured to prevent a tripping hazard?
Are monitors either placed with back to the wall (perimeter set up) or back-to-back to ensure
that the operator is a safe distance from the rear of the monitor?
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APPENDIX 8
BISR Overseas Hire Accommodation Policy Document
1.
Policy Purpose & Description
The aim of this policy is to provide the framework governing the provision and allocation of
accommodation to eligible BISR employees.
It is the policy of BISR to provide adequate accommodation to all eligible employees either by
allocating an apartment or villa, or a cash allowance. The school shall make every effort to ensure
that all employees who opt for an apartment or villa are provided with a unit of appropriate
standards.
2.
Accommodation Eligibility
All BISR overseas hire employees are eligible for an accommodation allowance. A employee’s
status is as defined in their contract.
3.
Standards of Accommodation
a)
The school shall endeavour to provide accommodation, having regard to availability, cost,
norms of construction in Riyadh, and regard for the BISR image and status within the
community.
Accommodation allocation shall be shaped by the availability of eligible accommodation.
Provision of different accommodation due to non-availability may occur from time to time.
The accommodation provided by BISR shall be of comfortable standards and shall be fully
maintained and fitted with all basic equipment to provide adequate sanitation & hygiene
facilities.
The following facilities and services shall be provided and paid for by BISR:
i) Furniture, Fixtures and Fittings (FF&E)
ii) Electricity
iii) Heating and Air conditioning
iv) Water
v) Fire Fighting and Fire Detection Equipment
b)
c)
d)
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4.
Discretion and Privacy
a)
Accommodation assigned to a member of staff is deemed to be for his or her sole personal
use. He or she should be afforded privacy which would normally be associated with his or
her own home.
Staff members and their families, in the case of employees on married status contracts of
employment and living in BISR provided accommodation, are required to be discreet in their
behaviour, to demonstrate due regard for local customs and to respect the privacy of their
neighbours. This includes adhering to those requirements which may be specified by the
Compound Manager. Behaviour which may cause harm to the reputation of BISR, shall be
deemed to constitute gross misconduct and the employee concerned shall be subject to such
disciplinary action as contained within the BISR Disciplinary Policy.
BISR shall endeavour not to disturb or inconvenience employees in their accommodation.
However, in the best interests of optimising accommodation costs, employees may be
required to relocate as and when deemed necessary by the school.
Accommodation provided by the school shall be for the use of school employees only.
Employees are not allowed to sublet BISR accommodation.
b)
c)
d)
5.
Selection and Allocation of Accommodation
a)
BISR shall endeavour to provide suitable serviced accommodation in keeping with the norms
set out in this policy. Accommodation shall be located on secure, managed compounds.
In selecting compounds for employees who qualify for the provision of such accommodation,
the following criteria shall be taken into account.
i) Safety and Security
ii) Cost to BISR
iii) The geographical location relative to the school
iv) Availability of central maintenance services
v) Facilities for staff members to relax and enjoy leisure time in a good social environment
with neighbours of similar nationality or cultural background
The Facilities Manager shall ensure that accommodation is allocated appropriately, with valid
justification as per the policy.
b)
c)
6.
Sharing Accommodation
Two same-gender employees may share a unit of accommodation as long as their contracts of
employment are concurrent. An employee with a dependent child may not share with another
employee.
7.
Accommodation Availability
Accommodation shall be allocated depending upon the availability at that time. When a suitable
unit of accommodation becomes available at a later date, the school reserves the right to reallocate accommodation as per the above criteria.
8.
Accommodation allowance in cash
An employee and their dependent may choose to live off-compound after the first year of being in
Saudi Arabia. An allowance equivalent to three months basic salary for each BISR-employed
occupant will be paid. The teacher(s) will be responsible for utilities, rent, furnishings, insurance
and transport to and from BISR.
78
Employees wishing to switch from accommodation allowance in kind and in cash or vice versa
must submit their request to the Facilities and Resources Manager before the end of March in
order for the request to be considered with effective of the next academic year.
Accommodation will be allocated when the annual overseas recruitment process is complete.
9.
Insurance
Household contents, other than these belonging to the compound in which the unit of
accommodation is located, are insured under the BISR insurance policies to the value of SR10,000
per household (this provision is in place at the time of the preparation of this document this may
change from time to time) for those living in compound accommodation.
8.
Accommodation Eligibility
Compound accommodation allocation is subject to availability. If two staff members have
equal eligibility, allocation will be based on length on service at BISR. If the allocation is
still equal, the date of signing contract will determine priority.
Accommodation will be assigned on the basis of the following criteria:
A single teacher, with no dependent children
A one bedroom apartment
Two same gender overseas-hire teachers
A two bedroom apartment
A married couple with no dependent children regardless of A two bedroom apartment subject to
whether one or both are employed at the school
availability following the allocation of
units to teachers with children.
Single teacher with one child
Two bedroom apartment
Married couple with one child
Two bedroom apartment
Married couple or single teacher with two or more children
Two bedroom apartment or villa
Villa allocation for teachers with two or more children:
As the school is able to lease a limited number of villas, the following point criteria will determine
allocation:
2
6
4
2
2
6
6
points per child
points if the couple are both teachers employed at BISR
points if one of the couple is employed in a non-teaching role at BISR
points to a couple with a non-working spouse
points for each year of service
points for mixed gender children
points if mixed gender and one child is over 12
If a member of staff leaves, and subsequently re-employed at BISR, point accrued for length of
service during the first contract are not carried over.
79
SLT are provided with either two or three bedroom accommodation according to the number of
resident dependents.
9.
Inventories
a)
On being assigned accommodation each employee will be required to sign the compound
inventory for furniture, fixtures and fittings.
Employees are responsible for replacing any item of the inventory which is lost or damaged,
other than through normal wear & tear.
The accommodation shall be equipped by BISR in accordance with those items specified in
Appendix 1 (attached).
Employees are responsible for replacing any item of the inventory which is returnable to
BISR and which is lost or damaged, other than through normal wear & tear.
b)
c)
d)
10.
Telephones
Compound accommodation allocated to BISR staff will be equipped with telephone land lines at no
cost to the employee. However, the cost of calls remains the responsibility of the employee to
whom that unit of accommodation is assigned.
11.
Reasonability
Accommodation which has been entrusted to an employee for his or her use, will be maintained in
good condition and it is the responsibility of that employee to ensure that it is returned in the
condition in which it was received, allowing for normal wear & tear.
80
INVENTORY (HOUSEHOLD ITEMS)
Provided by the Compound and Returnable:
Sr No.
1
2
3
4
5
6
7
8
9
10
Description
Fridge
Cooker
Microwave
Television
Sheets (Set of 1 x bed)
Pillow cases (set 1 x bed)
Pillow (2 x bed)
Duvet
Washing machine
Household furniture
Quantity
1
1
1
1
1
1
1
1
1
Full set
Provided by BISR:
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
Baby Cot** (if applicable)
Baby High Chair** (if applicable)
Broom
Can Opener
Carving Board
Cheese grater
Clothes hangers
Clothes drying rack
Coffee mugs
Cutlery
Dinner Service
Dish Cloth
Dustpan & Brush
Electric Iron
Electric Kettle
Electric Toaster
Food mixer **
Frying Pan
Glasses
Ironing Board
Kitchen knives
Kitchen Tool Set
Measuring Jug
Mop, Handle & Small Mop Bucket
Potato Peeler
Power Plugs (Convertors 2-3 Pins KSA)
Pyrex/casserole dish
Refuse Bin
Saucepans
Sink Tidy
Storage bowls
Tea towels
Toilet Brush
81
1
1
1
1
1
1
6
1
6
1 set
1 set
1
1
1
1
1
1
1 set
6
1
1 set
1
1
1
1
4
1
1
1 set
1
1
2
1
34
Towels (Bath & a smaller one)
35
Vacuum Cleaner**
36
Water Cooler**
**Returnable Items
Food Items Provided on Arrival:
Sr No.
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Description
Coffee
Tea
Mineral water
Sugar
Bread
Milk
Jam
Cheese
Cornflakes
Orange juice
Eggs
Margarine
Washing up liquid
Bin bags
Toilet tissue
82
1 pp
1
1