The policies and procedures outlined in this handbook are considered complementary to the provisions of the applicable labor regulations.

• Applicability: These policies apply to all permanent school employees (both confirmed and probationary staff).
• Special Contracts: Employees hired under specific contracts are subject to the terms outlined in their employment agreements concerning their appointment, salaries, leave, resignations, and termination of services. Additionally, throughout their employment period, they must adhere to the duties, instructions issued by their supervisors, and other work-related provisions stated in this handbook, as long as they do not explicitly conflict with the terms of their employment.
• Integration with Employment Contracts: The policies, procedures, and amendments contained in this handbook, along with decisions issued by the administrative council regarding employees, are considered an integral part of the contract between the school and the employee.
• Right to Amendments: The administrative council reserves the right to amend the provisions of this handbook at any time. This includes adding, removing, or altering any articles, powers, or rights listed in it, in line with the school’s evolving systems and applicable government laws and regulations.

• Contract Signing: Employment contracts are signed between the two parties (the General Manager and the employee), ensuring that the terms are clear and mutually agreed upon. Two copies of the contract are prepared, with one copy provided to each party after signing.
• Job Title and Description: Employees are informed of their job title, job description, and the authorities granted to them.
• Employee Records:
  • A file is maintained for each employee by the Human Resources Department.
  • These files are audited by HR, and access to employee information is restricted to authorized personnel.
  • If any changes occur regarding the employee’s personal information or circumstances, the employee is required to inform HR of these updates.
  • All employees must submit the required supporting documents before starting their duties.

he need for employees (teachers and administrative staff) is determined by the executive management. Upon approval by the Board of Directors, recruitment is carried out according to the following process:

1. Job Announcement:

   • Positions are advertised on the school’s social media platforms, specifying requirements, qualifications, and a code for each specialization.
   • Applications are submitted through an electronic form sent to the school’s official email.

2. Direct School Visit:

   • Applicants can visit the school directly to fill out a physical employment application form personally.

3. Application Review:

   • Applications are thoroughly reviewed, and shortlisted candidates are invited for an interview conducted by the management. Candidates are also required to deliver a demonstration lesson.

4. Offer and Orientation:

   • Candidates who pass the interview successfully receive a job offer from the executive management. The role, assigned department, and salary details are explained to them.

5. Acceptance and Probationary Period:

   • Upon acceptance, the candidate signs the employment contract and undergoes a two-month probationary period.
   • Successful completion of the probationary period results in confirmation as a permanent employee.
   • During the first month, the employee must prepare for the academic year and submit all required documents and supporting materials.

• Compliance with Contract Terms:
  The first party (the employer) must adhere to the terms of the contract regarding the financial and legal entitlements of the second party (the employee).

• Contract Termination:
  Termination of the contract can only occur if either party breaches its terms.

• Work Permit Approval:

  • Employees who successfully complete the probationary period will be informed and the process to issue a work permit will be initiated.
  • If the required documents for the work permit are incomplete or rejected by the Ministry of Education, the school is not responsible for this outcome.

• Resignation:

  • Employees must inform the management of their resignation in writing or via email before leaving and provide a sufficient notice period.
  • Sudden resignation for unreasonable causes will result in the deduction of one month’s salary.

• Problem-Solving:

  • The employer must work to resolve any issues faced by the employee and consider their suggestions regarding the school.

• Salary Payment:
  Salaries and wages are to be paid between the 5th and 10th of each month.

• Transportation Cards:
  The school will assist in obtaining transportation cards for employees through the Ministry of Education (subject to approval).

• Experience and Employment Certificates:
  Employees will receive experience certificates or work continuation letters at the end of their contracts.

• Training and Development:
  The school will provide training and development courses to enhance the employee’s performance.

• End-of-Service Compensation:
  Employees are entitled to receive severance pay (end-of-service compensation).

• Support the School’s Vision:
  Employees must work continuously to achieve the school’s vision, mission, and objectives.

• Fostering a Cooperative Environment:
  Create a suitable educational atmosphere for teamwork, respect supervisors and colleagues, and contribute to a comfortable and supportive environment that serves the school’s interests.

• Active Participation:
  Attend meetings, training sessions, and participate actively in school activities.

• Curriculum Planning:
  Prepare a detailed work plan for curricula and align activities accordingly, submitting the plan to the educational administration.

• Daily Preparation:
  Ensure effective daily lesson preparation, including scientific planning and required worksheets for each topic.

• Assessments and Reporting:
  Conduct necessary tests and assessments during the educational process, upload results to the automated system, and track student progress.

• Student Assignments:
  Assign students educational projects and extracurricular activities to enhance their mastery of the material.

• Monthly Reporting:
  Submit a monthly report on work performance and student progress.

• Commitment to Excellence:
  Perform duties with precision, strive for excellence, and continuously work on improving performance.

• Prioritizing the School’s Interests:
  Always prioritize the school’s interests over personal tasks.

• Protecting the School’s Interests:
  Avoid actions that could harm the school or its reputation.

• Work Ethics:
  Exhibit honesty, respect, initiative, and professionalism in the workplace.

• Dress Code:
  Adhere to the school uniform provided, as it reflects the school’s identity.

• Confidentiality:
  Maintain the confidentiality of the school’s internal matters.

• Preserving School Property:
  Safeguard all entrusted items such as furniture, computers, tools, and teaching aids.

• Additional Duties:
  Fulfill any additional tasks assigned by the direct supervisor.

• Supervisory Responsibilities:
  Adhere to daily duty rosters and schedules.

• Parent Communication:
  Engage with parents through official administrative channels and during designated times.

• Work Ownership:
  All tasks assigned to employees, including designs, programs, or artwork, remain the exclusive property of the school during the contract term

• Negligence:
  Failing to complete assigned tasks within the designated timeframes.

• Unjustified Absence or Lateness:
  Being absent from school without a valid reason or prior notification to the direct supervisor, or arriving late.

• Unprofessional Behavior:
  Engaging in behaviors that are inappropriate for the teaching profession.

• Physical Harm:
  The use of physical punishment or violence is strictly prohibited.

• Smoking Ban:
  Smoking is completely prohibited within the school premises.

• Unauthorized Sharing:
  Publishing or sharing school activities on social media without prior approval from the direct supervisor or the media department is forbidden.

• Unauthorized Activities with Students:
  Organizing activities with students outside school hours without the administration’s knowledge.

• Unauthorized Communication Groups:
  Creating WhatsApp or other communication groups for parents or students without the school administration’s consent.

• Political or Ethnic Division:
  Engaging in political or ethnic partisanship is not allowed.

• Spreading Disruption:
  Disrupting the school’s environment by spreading rumors or engaging in other harmful behaviors.

The school’s working hours are set according to Turkish labor laws, with a standard of 40 hours per week. The school administration reserves the right to adjust the hours as needed.

Additional Information

• Weekly Rest Days:
  Each employee is entitled to two weekly rest days as per their job description. However, in exceptional circumstances, the school may require staff to work on rest days depending on the needs of the phase.

• Ramadan Hours:
  Working hours are reduced by one hour during Ramadan.

Attendance:

• All staff members must adhere to the official working hours, from the start to the end of the workday.
• The school monitors attendance and departure using methods it deems appropriate (e.g., fingerprint systems or attendance sheets).
• If an employee is unable to report to work on time, they must notify their direct supervisor and inform the HR department within three hours of the official start of the workday, providing a valid excuse. Failure to do so will result in the employee being considered absent and subject to disciplinary action.

Leaving During Working Hours:

• Employees may not leave the workplace during working hours without official permission following the school’s approved leave procedure, whether for official or personal reasons.
• Leave requests must be submitted to the employee’s direct supervisor at least three hours before the proposed leave time and filed with the HR department.
• Personal leave is a privilege, not a right, and supervisors may deny requests based on work requirements.
• Any approved absence during official working hours for personal matters will be deducted from the employee’s annual leave balance.
• Personal leaves are logged immediately in the employee’s leave record. If the employee has no remaining leave balance, the leave is considered unpaid

Salary

There is a salary scale for employees based on their professional specialization, academic qualifications, and teaching experience. As agreed upon by both parties (the school director and the employee), the employee is entitled to their salary starting from their first day of work.

Allowances

Allowances refer to amounts granted to employees as fixed sums or percentages of their salary in exchange for additional duties. Some allowances are one-time payments, while others are monthly additions to the salary (such as allowances for bus supervision or extra duties outside working hours). If the work conditions require the employee to perform additional tasks, extra payment will be made according to the specified rate.

• For additional work, a written assignment must be signed by the direct supervisor before the employee starts the extra work.
• Employees are not allowed to refuse additional work outside of official working hours, although exceptions may be made in emergency situations based on the supervisor’s recommendation.

Overtime Pay:

• Overtime pay is calculated at 150% of the regular hourly rate if the work is performed during public holidays, official breaks, or weekends, as well as for additional lesson hours.

Allowances and Annual Increases

• Annual Allowance: Employees are entitled to an annual increase starting each new academic year, based on their direct supervisor’s evaluations. The increase ranges from 2% to 9% of the employee’s total salary.
• Half-Month Salary: Teaching staff are entitled to half a month’s salary during the seventh and eighth months if they are contracted for the new school year.
• Full-Month Salary: Administrative staff are entitled to a full month’s salary during the seventh and eighth months, provided they are still employed at that time.

Bonuses

Employees are eligible for incentive bonuses, which are divided into two categories:

• Non-financial Bonuses: (e.g., a letter of appreciation or a certificate placed on the honor board along with a small symbolic reward).
• Financial Bonuses: These are one-time financial rewards given for specific reasons, such as professional distinction, dedication to academic performance, humanitarian initiatives, or participation in school activities.
• The administration may grant general bonuses to all employees on special occasions (e.g., a group trip or a financial bonus not exceeding 5% of an employee’s salary).

Compensation

At the end of their contract, employees are entitled to compensation amounting to half a month’s salary for each academic year worked.

Important Note:
If teaching transitions from in-person to online, the additional allowance added to the overall salary will be deducted

If an employee fails to fulfill their duties or obligations, they will be subject to disciplinary actions after hearing their explanation and verifying the violation. The sequence of disciplinary actions is as follows:

1. Warning
2. Written Warning
3. Written Warning with Salary Deduction
4. Termination of Employment Contract

If the employee files a grievance regarding any action taken against them, or if there is a complaint about their direct supervisor or colleagues, the issue must be submitted in writing to the Human Resources department. The HR will then escalate the matter to the relevant authority for review. The employee has the right to contact the director if a response is delayed for more than a week.

Article 12: Leaves

Public Holidays (Turkish Ministry of National Education Holidays)

The administration has the right to shorten the mid-term break holidays as deemed necessary for the school’s needs.

Official Holidays and Celebrations

Employees are entitled to leave during public holidays and special occasions.

Sick Leave

• A short-term sick leave of up to three days is allowed during the contract period, provided it does not interfere with work. If the leave exceeds three days, a medical certificate from a hospital is required to justify the absence. These days will be deducted from the employee’s monthly salary.
• If no medical certificate is provided, the absence will be treated as an unauthorized leave.

Casual Leave

• Employees are entitled to three days of casual leave during the contract period, provided the leave does not interfere with the school’s operations. Any additional leave days will be deducted from the employee’s salary.

Annual Leave

• Teachers: Entitled to one full month of annual leave in July. They are required to prepare for the new academic year and attend training sessions in August.
• Administrative Staff: Entitled to 14 days of annual leave in the first year, and 20 days in the second year, to be taken throughout the year.

Bereavement Leave

• Seven days for the death of a spouse.
• Three days for the death of immediate family members (parents, children, siblings).
• One day for the death of extended family members (relatives).

Marriage Leave

Employees are entitled to 5 days of full paid leave for their marriage. The leave can be extended by an additional 3 days at half pay.

Unpaid Leave

• The school has the right to approve or deny a written request for unpaid leave and determine its duration based on the needs of the school.
• During unpaid leave, the employee loses their right to salary, bonuses, allowances, rewards, and other benefits.
• The school may require the employee to work during public holidays if necessary and will pay 150% of the regular wage or grant compensatory leave in lieu, except for the mid-term break if shortened, which will be unpaid.

Exceeding Leave Limits

If the employee exceeds the allowed leave, the corresponding days will be deducted from their salary, provided the leave is justified. Additionally, late arrivals will be recorded and deducted from the employee’s salary based on the number of late hours

Since the teacher is the second pillar of education after the family, and the essential means of transferring knowledge and education to the learner’s mind and heart, having noble ethics is both a duty and a developmental, religious, and human necessity for the teacher.

There are two important aspects to consider:

1. Ethical Foundations of the Teacher:
   It is impossible to imagine a teacher without ethics. How can we expect students to absorb and embody positive values if their teacher lacks them?

2. Building a Sound Educational Relationship:
   A healthy educational relationship between the teacher and students cannot be built in the absence of the teacher as a role model, embodying the ethics of knowledge.

The following are the key ethical principles we encourage teachers to adopt and embody:

• Sincerity and God-consciousness in teaching.
• Honesty, integrity, and uprightness in their professional conduct.
• Commitment to the ethics of dialogue and prioritizing it in discussions with students, avoiding any form of oppression or coercion.
• Patience, tolerance, and deliberation in dealing with students.
• Respect and humility, without any form of humiliation.
• Mastery of teaching, through proper preparation and continuous development of skills and abilities.

• Thorough knowledge of work-related instructions.
• Proficiency in using computers and relevant applications in the workplace.
• Effective communication and interpersonal skills for interacting with others.
• Humanitarian initiatives and a proactive approach.
• Planning and organizational skills to ensure smooth work processes.
• Follow-up, evaluation, and development to ensure continuous improvement.
• Teamwork and collaboration.
• Ability to adapt to work-related pressures and maintain performance.

The employee will be evaluated by their direct supervisor and team members based on the following assessments:

• Academic and cognitive performance.
• Development of student performance.
• Diversification of teaching methods.
• Commitment and adherence to regulations.
• Completion of tasks.
• Initiatives and teamwork.
• Focus on achieving the school’s goals and mission.
• Interpersonal relationships with others.