Staff Code of conduct

1. Purpose

The purpose of this code of conduct is to provide a clear framework for the behaviour which is expected of all members of staff, whether they are employees and self-employed lecturers, of EM Normandie UK Limited (hereafter ‘EMN’ or ‘the school’).  EMN strives to create and maintain an environment for its staff and students in which honesty, integrity and respect for others is at all times actively demonstrated through personal behaviour and standards of conduct adopted by all.

2. Principles

EMN recognises the impact that the conduct of its members of staff has on the education and personal development of our students and on the reputation of EM Normandie as a whole. 

It is essential that parents, students and those professional bodies who assess EM Normandie as a whole and EM Normandie UK in particular, can be confident that we uphold high standards of academic excellence, probity and ethical behaviour and that decision making is at all times open, fair and transparent.  

This code covers some of the most important issues relating to personal conduct, and gives a framework of standards and behaviour guidelines, but it is not intended to be exhaustive.

3. Equality, Diversity and Inclusion

EMN promotes equality, inclusivity and diversity and seeks to provide an environment which is respectful, supportive and impartial for its  students and members of staff, regardless of their age, ability, sex, gender identification, marital status , race, ethnic background, culture, sexual orientation, religion or belief, socio-economic status or any other factor. We are aiming to supported and encouraged all to perform to their potential.

4. Harassment and bullying

EMN wishes to maintain an environment in which students and members of staff are able to flourish and to achieve their full potential. We are committed to ensuring that everyone is able to work or study with us without fear of harassment, bullying or intimidation. Everyone who is part of the EMN community, must strive to ensure that their own behaviour, whether intentional or unintentional, does not constitute harassment. 

EMN has a detailed ‘Anti Bullying and Harassment Policy’ and will take action against any person displaying a lack of respect for others or who behaves in a way which leaves others feel intimidated or threatened. 

Please read the ‘EMN Anti Bullying and Harassment Policy’  at www.em-normandie.co.uk

5. Health and safety

EMN seeks to provide a safe working and learning environment. Health and Safety is everyone’s responsibility, and all members of staff are required complete the Health and Safety training provided by the company and to familiarise themselves with the Health and Safety Policy and all relevant Risk Assessments. 

All activities should be carried out with the highest regard for the health and safety of employees, students, visitors and the public. 

Please read the  ‘ EMN Health and Safety Policy’ at www.em-normandie.co.uk

6. Relationships with other members of staff and students

EMN does not concern itself with the private lives of its staff unless they affect the school’s operation or its reputation.

Members of staff who are related or in a close personal relationship should not normally have a supervisory, assessing or authorising work relationship.

Members of staff must inform their line manager if they have a close personal relationship with another of EMN’s members of staff, which could be considered by others, to have an impact on their conduct at work. 

EMN does not permit any close personal relationships between an employee and a student. 

All employees must ensure that their behaviour towards students is above reproach and exercise their professional judgement to avoid situations where their behaviour could be misconstrued. 

7. Performance

EMN expects individuals to follow all reasonable rules and instructions given by those supervising or managing their activities and/or work areas.

8. Misuse of drugs and alcohol

It is a disciplinary offence to be on EMN premises and/or to carry out official duties when under the influence of alcohol or non-medically prescribed drugs. 

Please read the EMN Substance Misuse Policy at www.em-normandie.co.uk

9. Gambling

Gambling is not allowed on EMN premises unless it has to be authorised by the Principal and is limited actions such as small raffles for charitable purposes, occasional sweepstakes, etc.

10. Conduct outside work

EMN does not seek to interfere with its staff members’ conduct outside of work. However, members of staff must be aware their conduct outside work may have an impact on people’s views and opinions of the school. Disciplinary action may be taken by the school if actions by a member of staff  involve any kind of illegal, discriminatory or anti-social behaviour which could have a negative impact on the school’s reputation.

11. Dress code

EMN does not have a dress code for its members of staff who must nevertheless ensure that their dress is appropriate for the situation in which they are working and that they present a professional image at all times.

12. Academic integrity

All EMN members of staff have a duty to uphold the highest standards regarding all teaching and research undertaken for and on behalf of EMN.

13. Improper Payments and Bribes

EMN members of staff must never, with a view of gaining an advantage or influencing a decision, either offer, promise, give, request, accept or receive a financial or any other reward in return for an improper performance of their own or another person’s  duties, in any context. 

The Principal must be notified of any gifts, received by members of staff and invitations to hospitality events can only be accepted with prior authorisation from the Principal. If the Principal is the receiver, he/she must notify and seek authorisation to accept the gift or invitation from the Chair of the Board of Directors. 

The acceptance or offer of any improper payment or bribe will treated as a serious disciplinary offence. 

14. False Statements

Members of staff must not make any false statement, such as for instance in the context of expenses claims, extra hours declarations, holiday requests, etc. 

Making false statements may result in disciplinary action up to and including dismissal and/ or prosecution.

15. Prevention and detection of fraud

All EMN members of staff have a responsibility for preventing and detecting fraud, bribery,  corruption and other irregularities and to report them to the Principal, the Board of Directors or, where applicable, directly to any relevant external authorities such as the police 

16. Conflicts of interest

EMN staff members’ behaviour is expected to of the highest academical and ethical standards in all areas, especially where individuals are in positions which may have significant impact on others. 

It is important that decisions are taken fairly, openly and in a timely and transparent manner which will withstand internal and external scrutiny. Conflicts of interest must be notified to the Principal or to the Chair of the Board of Directors.

17. Data protection and access to confidential information

EMN holds and processes information about employees, students, and other data subjects for academic and administrative purposes. When handling such information, EMN and all members of staff or others who process or use any personal information, must comply with the Data Protection Principles which are set out in the Data Protection Act 1998. Any doubts or queries about data protection issues should be referred for guidance to the Information Compliance Officer. 

 Please read the EMN Data Protection Policy and EMN Recruitment Privacy Notice www.em-normandie.co.uk

18. Use of IT equipment, internet and social media

The following applies to all members of staff, whether they are on site or accessing EMN and the EMN group’s network and intranet from outside on their own devices or using EMN equipment.

Whilst we encourage the use of technology to improve our business and administrative systems and to facilitate the exchange of communication, members of staff must not, during the course of their employment: 

  • use the school’s e-mail or intranet to exchange or post inappropriate, offensive or illegal messages 
  • use EMN’s IT equipment or any of its network to create, view, transmit, store or display offensive, indecent, obscene or any illegal material
  • post inappropriate, offensive, indecent, obscene or any illegal texts or images on social media networks

Members of staff may use the school’s internet facilities for occasional personal matters but must not access social media for personal purposes during working hours.

19. Information security

EMN recognises that information and the associated processes, systems and networks are valuable assets, and that the management of personal data has important implications for individuals. Through its security policies, procedures and structures, the school will facilitate the secure and uninterrupted flow of information, both within the EMN group and in external communications. The school believes that security is an integral part of the information sharing which is essential to academic and corporate endeavour and the Information Security policy (under construction) is intended to support information security measures throughout the school.

20. Raising matters of concern (Whistleblowing)

Employees have a right and a duty to raise any concerns regarding serious malpractice or wrongdoing within the organisation. 

EMN will never sanction or penalise any member of staff who raises any such concerns in good faith. 

Please read the EMN Whistleblowing Policy at www.em-normandie.co.uk

21. Breaches of the code’s provisions

This is not a contractual document and can therefore be amended by EMN at any time. All members of staff must comply with the provisions outlined in this code and EMN’s policies and procedures – whether referred to in this document or not – available at  www.em-normandie.co.uk.  Breaches of these provisions will be taken seriously and may result in disciplinary action up to and including dismissal.