Purpose

  • Broaden the learning opportunities for students of all ACAMIS member schools in a total program of education, especially in sports competitions and arts and culture;
  • Advance the professional development of staff of member schools;
  • Facilitate communication and cooperative action among member schools;
  • Promote understanding and international friendship through the activities of member schools;
  • Cooperate with other organisations and individuals pursuing similar purposes as ACAMIS.


Ethical Practices

  • ACAMIS is a membership organization that is inclusive in all of its operations regardless of race, color, religion, ethnicity, ancestry, marital status, gender or sexual orientation.
  • ACAMIS supports the opportunity for transgender students to participate and compete in athletics and all other activities. Our values are grounded in a concern for each student’s unique needs and an appreciation of the importance of feeling that one belongs. Our association therefore prioritizes the active inclusion of all students at all levels of sport and activities, including transgender students. ACAMIS acknowledges that transgender and nonbinary students face unique challenges with respect to feelings of belonging and identity that are different to those of their cisgender peers. We believe that restricting their participation in inter-school events only exacerbates a sense of isolation and affects self- image. Our clear expectation is that all students are treated   equally and with dignity and respect. 
  • ACAMIS is committed to maintaining a professional and collegial work environment in which all individuals are treated with dignity and respect. Each individual has the right to work in a professional atmosphere which prohibits discriminatory practices, including sexual harassment. Sexual harassment, whether verbal, physical or arising from work assignments out of the office, at ACAMIS sponsored functions and events, or elsewhere, is unacceptable and will not be tolerated.


ACAMIS Ethical Employment and Enrolment Practices

Teacher recruitment and enrolment development are the lifeblood of international schools. During times of uncertainty, deteriorating conditions can erode the basic principles that maintain the integrity of a school’s practices and the professional respect of neighboring schools. With an increased number of concerns brought to the ACAMIS Board’s attention about these two issues, ACAMIS has compiled a set of guidelines for our members that encourage the continuation of high professional standards. Non-member schools will also benefit from following these practices. Any school that has been impacted by breaches of these principles immediately recognizes their value. Schools that deviate from them may solve an immediate problem but will soon find themselves with a long-term problem of loss of institutional integrity to the detriment of their relationships with other schools in the region. These guidelines help to remind us that integrity is vital to the reputation of a school.

Integrity:

1.  Schools should meticulously carry out the promises and contracts made with any person, school, organization, or the general public.

2.  Schools should carefully avoid misleading or ambiguous statements about their work, situation, or status.

3.  Schools should respect normally accepted conventions regarding confidentiality in accordance with host country employment law.

4.  Schools should respect the intellectual property of other organizations.

Employment
Staff Recruitment

1.  A school should not directly solicit teachers from another school unless they confirmed that person’s contract status or eligibility. People do have the right to visit and to consider employment in a school other than the one in which they are currently employed without notifying the current employer. If a teacher contacts a school, the school should be allowed to interview, but should not make any offer until the contract status is clarified.

2.  A school has a right to hold preliminary discussions about possible employment with a faculty member/administrator/staff employed in another school without notifying that person’s school as long as no offer is made to commence during the time period in which that person is already contracted.  This may be referred to as a preliminary interview to determine status.

3.  If it is determined that the prospective teacher is under contract for the period intended by the new school, (which includes a binding offer/agreement with the current school), no interview should be held.

4.  Contracts should be respected. No school should knowingly attempt to influence a person to break an existing contract. Teachers applying to start a new position before their current contract expires should not be hired. This is commonly called “breaking contract” and should not be condoned unless through negotiation with the current employer.

5.  No school should penalize a person who wishes to further a career and follows standard procedures. If a teacher has declined an offer of a contract extension and elects to move on, it is reasonable that the school support the teacher and/or also transfer their visa/work permit to another city or province if requested (where possible), and even if moving to a school in the same city.

6.  Contracts with faculty members/administrators should include a clause in which prospective employees certify that they are not bound by any other employment contract.

7.  Schools should include a clause in all employment contracts which states that upholding the safeguarding of children is a requirement of all employees. References should always be checked including a courtesy call to the Head of the school where the teacher is employed to determine if the teacher remains under contract or is in good standing. If an applicant has been in country for some years, the security checks could have been bypassed.

8.  It is important to remember that a written contract is for the protection of both parties and that employment provisions apply equally to both parties. The inviolability of the two-way nature of a contract has eroded somewhat over time with either some employees or employers thinking the contract is mostly relevant to them rather than to both parties. Contracts remain legally valid in most countries and violations by either party can be successfully pursued at little cost in court, which usually honors the terms of the agreement.

9.  Ensure that all staff charged with recruitment of staff and students are aware of these points and provide training about the ethics of recruitment.

Transfer and enrollment of students

1.  Schools should recognize the right of a student and his/her parents to visit and consider schools other than that which the student is presently attending, as is the right of such other schools to hold preliminary discussions about possible admission without notifying the school of current attendance. However, a school should not itself knowingly initiate an attempt to enroll a student currently enrolled elsewhere.

2.  When a student is transferring from one school to another, irrespective of whether either school is an ACAMIS member, and the first school notifies the receiving school that some financial obligation due to the former remains outstanding, the receiving school should delay admission of the student until a satisfactory arrangement to settle prior accounts has been agreed upon.

3.  Schools should consider their most important obligation in enrolling a new student to be the welfare of that student. Financial assistance or any other advantage not regularly accorded to all students should not be offered in such a way as to influence the enrolment decision improperly.

Suggestions for managing suspected breaches of ACAMIS Ethical Employment and Enrolment Practices

1.  While we are always interested in knowing about conflicts with these issues and can offer advice, ACAMIS is not an adjudicator and will not intervene nor serve in judgement on anyone’s behalf.

2.  The best means of resolution is to speak directly with the offending school Head to first present what is known and to seek the facts. It is possible that a Head is not aware of actions taken by other staff charged with recruitment. Then point out the transgression and refer to the Ethical Guidelines.

3.  If, after hearing the other school’s view of the issue, there is no resolution, the other school will at least be informed and be more inclined to follow the guidelines next time.

4.  If the loss of a teacher is due to a breach of contract and you really wish to retain the teacher, inform the other Head that you intend to take the issue to court, where contracts are usually upheld, and that this may be both embarrassing and costly for the offending school.

5.  It is also good to remember that the staff member seeking other employment may be mentally prepared to make the change and, if forced to remain, may be a disgruntled for the remainder of the contract.

6.  It is advisable to include explicit penalties in contracts to discourage departures before the contract ends.

June 2, 2022.



Conflict of Interest Policy Resolution

WHEREAS, it has been and is the policy of the Board of Directors that Directors should at all times act in a manner consistent with their fiduciary responsibilities to The Association of China and Mongolia International Schools, Inc. (hereinafter “Corporation”) and should exercise particular care that no detriment to the Corporation would result from conflicts between their interests and those of the Corporation; and 

WHEREAS, for purposes of this policy a Director is considered to have a conflict of interest when the individual, or any of his or her immediate family (i.e., spouse, parents, siblings or children) or Associates (i.e., any person or organization with which the Director is associated or serves as a director, officer, managing partner, employee or Director, or has a financial interest sufficient to enable him or her to exercise control or to influence policy significantly) either (1) has an existing or potential financial or other interest which impairs or might reasonably appear to impair, the individual's independence of judgment in the discharge of responsibilities to the Corporation, or (2) may receive a material financial or other benefit from knowledge of information confidential to the Corporation; and 

WHEREAS, in furtherance of the foregoing objective, it has been the practice of the Board of Directors to minimize and avoid, where possible, business relationships between the Corporation and any Director or organization in which any Director has a significant interest; and 

WHEREAS, the Board of Directors desires to document its policy and practice with respect to conflicts of interest.

NOW, THEREFORE, BE IT RESOLVED, that the proper officers of the Corporation adopt the The Association of China and Mongolia International Schools, Inc. Conflict of Interest Policy, as the Conflict of Interest Policy of this corporation.

November 3, 2020.