Part A: Policy

Policy Statement

The School expects the highest standards of personal and professional conduct from all Employees.

As such, the School requires all Employees to act in a manner which reflects the value and ethos of the School.

Employees must ensure that their behaviour and actions:

• are consistent with their position as a role model to pupils/students

• are compatible with working with young people and in a School setting

Employees must act with:

• integrity

• honesty

• ethical and respectful working practices towards pupils/students, colleagues, parents/carers, and other members of the School community

All Employees have a responsibility to:

• observe appropriate professional boundaries

• act at all times in a manner which safeguards and promotes the welfare of pupils/students

Employees must disclose any relevant information which may impact on their job role or suitability to work with young people or in a School setting.

The School requires Employees to:

• adhere to all School policies

• observe the highest standards of business/financial practice

Each Employee has an individual responsibility to act in a manner which upholds the School’s reputation.

Employees are accountable for their actions and conduct and should seek advice from their Line Manager/Principal/Headteacher if unsure of appropriate actions.

Employees should be aware that a failure to comply with this Code of Conduct could result in disciplinary action being considered. A serious breach could potentially result in dismissal.

This policy explains the School’s expectations regarding Employee conduct in the following areas:

• Professional conduct

• Safeguarding Pupils/Students

• Use of ICT & Social Media

• Business conduct

Scope

This Policy applies to all current Employees of Greater Manchester Independent School (GMIS). This Policy also applies to all volunteers/supply and agency workers engaged by the School.

Reference to ‘Employees’ in this document includes all volunteers/supply and agency workers. It does not include Governors, for whom separate arrangements apply.

Reference to the management role of the Executive Headteacher in this policy may include her identified nominee. In the case of the Executive Headteacher, this management function is undertaken by the Chair of Governors.

This policy should be read in conjunction with the School’s Discipline Policy.

Adoption Arrangements and Date

This policy was adopted by GMIS in December 2024 and supersedes any previous Code of Conduct.

This policy will be reviewed each year or earlier if required.

Responsibilities of the School

• Explain the Code of Conduct to Employees

• Signpost Employees to relevant policies, documents, and guidelines

• Provide additional advice and guidance to Employees

• Coach, support, and provide feedback to Employees on their performance

• Take appropriate action at the earliest opportunity to address breaches

Responsibilities of the Employee

• Read, understand, and comply with the Code of Conduct at all times

• Use this code alongside other relevant School policies and professional codes

• Seek guidance from the Executive Headteacher/Line Manager if unclear

• Alert the Executive Headteacher at the earliest opportunity regarding potential breaches

Reference to Other Sources of Information

This Code of Conduct is not exhaustive and should be read in conjunction with associated policies.

Employees must ensure compliance with:

• Part 1 of Keeping Children Safe in Education (KCSIE) (July 2025)

• KCSIE Section Two – Concerns that do not meet the harm threshold

This guidance is available via:
https://www.gov.uk/government/publications/keeping-children-safe-in-education–2

Additionally, staff employed under Teachers’ Terms and Conditions of Employment must adhere to:

• Teachers’ Standards 2012, Part 2 – Personal and Professional Conduct

Teachers’ Standards available online via:
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/665522/Teachers_standard_information.pdf

Employees should also have due regard to other professional codes and policies relevant to their specific role.

End of Part A

Part B: Professional Conduct

General

Employees must:

• Demonstrate consistently high standards of personal and professional conduct

• Work diligently and conscientiously

• Respect managerial authority

• Adhere to School policies and procedures

• Maintain high levels of attendance and punctuality

Honesty and Integrity

Employees must:

• Maintain high standards of honesty and integrity

• Not provide false/misleading information

• Not destroy or alter information without authorisation

• Not misrepresent the School or their position

• Not engage in bribery or corrupt practices

• Report misconduct or safeguarding concerns immediately

Setting an Example

Employees must act as role models by:

• Refraining from offensive/discriminatory language or actions

• Respecting the customs, practices, culture, and beliefs of others

• Creating a fair and inclusive work environment

• Observing appropriate boundaries

• Maintaining high standards of personal presentation and punctuality

• Avoiding undermining fundamental British values

Employees unsure about appropriate behaviour should seek guidance.

Confidentiality

Employees must:

• Protect confidential and sensitive information

• Comply with the General Data Protection Regulation (2018)

• Not share confidential information inappropriately or for personal gain

• Keep confidential data secure and password-protected

Employees unsure about confidentiality should seek guidance.

Working Relationships & Relationships with Stakeholders/Community

Employees must:

• Maintain positive and professional relationships

• Treat everyone with dignity and respect

• Avoid bullying, harassment, discrimination, or abuse

• Comply with equality policies

• Address grievances appropriately

Conduct Outside of the Workplace

Employees must maintain public confidence by not engaging in conduct that:

• Affects their suitability to work with children or in a School setting

• Impacts the School’s reputation

• Undermines trust in their role

Criminal offences involving violence, illegal drugs, or sexual misconduct are particularly serious.

Duty to Disclose

Employees must disclose circumstances affecting their suitability for the role, including:

• Police investigations, criminal charges, cautions

• Referrals or investigations by regulatory authorities

• Inclusion on DBS barred lists

• Relevant disciplinary actions from secondary employment

Childcare (Disqualification) Regulations 2009

Employees involved in childcare provision must disclose immediately if disqualified under these regulations.

Further guidance:
https://www.gov.uk/government/publications/disqualification-under-the-childcare-act-2006

Secondary Employment

Employees must obtain consent for additional paid/unpaid employment.

Dress and Presentation

GMIS does not seek to inhibit individual choice in relation to your appearance. However, as an educational institution our dress code needs to reflect the professional standards required when working with young and their families. A dress code also protects employees in potentially difficult situations when inappropriate* clothing may compromise professional standing with adolescents and other adults.

All employees should wear formal clothing and have a smart, professional appearance.

Employees should be clean and presentable, ensuring personal hygiene and grooming are properly attended to prior to starting and during the workday.

Any jewellery worn should not be excessive or unconventional. Earrings, if worn, should not be obtrusive. No badges carrying political, promotional or other slogans are acceptable.

*Inappropriate clothing would include: short skirts, vest or thin strapped tops, jeans or jeggings, cargo pants, gilets (both short and long), shorts, flip flops/sliders, trainers, beachwear, leggings, sundresses and low cut tops.

Employees taking part in sporting lessons/activities or practical activities e.g. Forest School should wear appropriate clothing in line with the above restrictions.

If you have any queries about what is or is not appropriate speak with your line manager.

Smoking, Drugs, and Alcohol

The School is a non-smoking environment; Employees must not consume alcohol/drugs at work.

Health and Safety at Work

Employees must comply with health and safety obligations.

Contact with the Media

Employees must not contact media without prior approval.

Whistleblowing

Employees may raise operational concerns via the Whistleblowing Policy.

Misconduct

Failure to follow this Code of Conduct may result in disciplinary action.