Page 3 - Staff Code of Conduct 2020 12.28 a.m. 17th January 2021

Availability: This policy is provided to staff on confirmation of their appointment and is available, on
request, from the School Office.

Monitoring and review: This policy is subject to continuous monitoring, refinement and audit by the
Headmaster. The Board of Management will undertake a full annual review of this policy and procedures,
inclusive of its implementation and the efficiency with which the related duties have been discharged.

This review will be formally documented in writing. Any deficiencies or weaknesses recognized in
arrangements or procedures will be remedied immediately and without delay. All staff will be informed
of the updated/reviewed policy and it is made available to them in either a hard copy or electronically.

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Signed Reviewed: 17 January 2021

Mr. Timothy Ralph Cooper Ms. Arwenun Klibua

Headmaster Executive Director(On behalf of the Board of Management)

This policy was last reviewed and agreed by the Board of Management of the school in January 2021
and will next be reviewed no later than January 2022 or earlier if significant changes to the systems and
arrangements take place, or if legislation, regulatory requirements or best practice guidelines so require.

Definitions used in this Code of Conduct are as follows:
• ‘Fundamental British values’ includes ‘democracy, the rule of law, individual liberty and mutual

respect and tolerance of different faiths and beliefs’.
• ‘Parents’ is intended to include carers, guardians and other adults acting in loco parentis.
• ‘Students’ is used throughout the standards, but should be taken to include references to children of
all ages who are taught by qualified teachers, including those in post-16 education.
• ‘School’ means whatever educational and boarding accommodation setting the standards are

applied in.
• ‘Staff’ means all adults, paid or unpaid working in our school – inclusive of volunteers.
• ‘Additional Needs’ is the term used at RBIS Bangkok for ‘Special educational needs and Disabilities’
• ‘Statutory frameworks’ includes all legal requirements, including but not limited to the requirement

to promote equal opportunities and to provide reasonable adjustments for those with disabilities, as
provided for in the Equality Act 2010.

Preamble: Teachers make the education of their students their first concern and are accountable for
achieving the highest possible standards in work and conduct. Teachers act with honesty and integrity;
have strong subject knowledge, keep their knowledge and skills as teachers up-to-date and are self-
critical; forge positive professional relationships; and work with parents in the best interests of their
students.

Discussion of the procedures set out in this document forms a vital part of our induction procedures.
We make it clear in induction and other training, and in guidance provided for staff, that they have a
responsibility to speak up about safeguarding and welfare matters within the School and to external
agencies where necessary. This is one part of our establishing a positive safeguarding culture in the
School. The model code of conduct provides guidance for teachers and other members of staff when
faced with handling any issue relating to child abuse. It is not intended to be a substitute for proper

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Rasami British International School is committed to safeguarding and promoting the welfare of students
and expects all staff and volunteers to share this commitment. It is our aim that all students fulfil their potential.