This Employee Policy outlines the terms, conditions, and code of conduct for all teaching and non-teaching staff members of The Sunday Guitar School. It ensures smooth operations, a positive work environment, and mutual respect among all team members.

• The first two months of employment shall be treated as an Observation Period.
   
• During this period, employees will work under supervision and evaluation.
   
• The School reserves the right to terminate employment without notice or explanation if the employee violates any policy or fails to meet performance standards.
   
• Salary during this period may be withheld and will be released after successful completion of the Observation Period, at the discretion of the HR Department.

• All staff must report to duty on time and maintain proper attendance.
   
• Late reporting, absenteeism, or early leaving without prior approval may lead to deduction from salary or disciplinary action.
   
• “No Work, No Pay” policy will be strictly followed.

• Paid leave is subject to approval by HR and Management based on performance and tenure.
   
• Any unauthorized leave or absence will be treated as leave without pay.
   
• Prior written permission is required for all planned leaves. Emergency leaves must be reported at the earliest possible time.

• Employees wishing to resign must provide a minimum of 60 days’ advance written notice.
   
• Failure to serve the notice period may result in forfeiture of pending salary or experience certificate.
   
• The School reserves the right to relieve an employee earlier, at its discretion.

• All resigned employees must immediately return all school belongings, including office keys, ID cards, documents, or any other items issued by the school. Failure to do so will make the employee fully responsible for any disputes, damages, thefts, or other losses that may occur in the office premises.

All employees must:

• Maintain professionalism, discipline, and punctuality.
   
• Respect students, parents, colleagues, and management at all times.
   
• Not engage in any form of misconduct, argument, or behavior that harms the school’s image.
   
• Avoid sharing any internal information, contact lists, or teaching materials without permission.
   
• Use polite and positive communication in all student and parent interactions.

Employees must maintain strict confidentiality regarding school operations, data, student details, and internal communications.
Any form of data sharing, duplication, or misuse of school property or intellectual material is a serious violation and may lead to termination or legal action.

All instruments, devices, documents, and other assets provided by the School remain its property.
Employees must handle them with care and return them in proper condition upon resignation or termination.

Periodic performance reviews will be conducted to assess:

• Teaching quality or job efficiency
   
• Discipline and punctuality
   
• Student/parent feedback
   
• Team cooperation and contribution to school goals
   

Performance will directly impact future pay, bonuses, or promotions.

The following behaviors may lead to warning, suspension, or termination:

• Misconduct or insubordination
   
• Negligence of duty
   
• Violation of school rules
   
• Any act that affects the school’s reputation
   
• Repeated lateness or absenteeism
   
• Unauthorized handling of school finances or property

All employees must maintain a neat, decent, and professional appearance.
Teachers are expected to dress suitably for a music education environment.

Employees shall not post or share any content that:

• Mentions or misrepresents the school publicly
   
• Discloses internal matters or student information
   
• Damages the image or goodwill of The Sunday Guitar School
   

Employees must not engage in other jobs, tuition, or freelance work that conflicts with their duties at the School without written permission from management.

a) The first two (2) months of employment shall be considered as an Observation Period. During this time, the employee will perform assigned duties under supervision and evaluation.
b) The school reserves the right to terminate employment without prior notice during this period in case of non-performance, misconduct, or violation of school policies.
c) The first salary may be processed after the successful completion of the Observation Period, subject to the discretion and approval of the HR Department.

a) The school follows a strict “No Work, No Pay” policy.
b) Paid leaves are subject to HR approval and depend on performance, tenure, and organizational requirements. Unauthorized leaves may result in salary deductions or disciplinary action.

a) Employees wishing to resign must provide a minimum of 60 days written notice in advance.
b) During the notice period, all salary and payouts will remain on hold and will be released only as part of the final settlement after successful completion of the notice period and clearance from the HR department.
c) The employee remains under observation during the notice period.
d) If an employee leaves the job without submitting written notice or without completing the notice period, they may be required to pay back up to two months of salary as a penalty, subject to HR’s discretion and the severity of the policy violation.

a) Any damage or loss caused to school property, instruments, or equipment during duty hours due to negligence or misuse shall be recoverable from the employee.
b) Mishandling, sharing, or leaking of confidential data, including customer details, educational materials, or official documents, is strictly prohibited and will be treated as a serious breach of trust. Such actions are punishable under applicable laws and may result in immediate termination and legal proceedings.

All employees are expected to maintain professionalism, punctuality, and discipline. Violation of any policy or misconduct may lead to disciplinary action, suspension, or termination as deemed appropriate by the management and HR Department.

Note:
All policies mentioned herein are subject to change or revision by the HR Department or School Management without prior notice.