Workplace Rules & Regulations

• Employees must report to work on time according to their contract, timetable, roster or lawful instruction from management.
• Late coming is not allowed unless there is a valid reason and management is informed before the starting time where reasonably possible.
• Employees must remain at their workstations during working hours and may not leave campus, class, reception, workshop or assigned duty area without permission.
• Employees must sign attendance registers, clock in, complete KPI check-ins or follow any attendance system required by AIET.
• Falsifying attendance records, signing for another employee, asking another employee to sign on your behalf, or misrepresenting working hours is serious misconduct.
• Repeated lateness, early departure or failure to report to duty may lead to disciplinary action.

Leave

• Leave must be applied for in advance and approved before the employee stays away from work, except in genuine emergencies.
• Applying for leave does not automatically mean leave is approved. Approval must be confirmed by management.
• Annual leave, sick leave, family responsibility leave, maternity leave, parental leave and other statutory leave will be handled according to the BCEA and the employee’s contract.
• Employees may not abuse leave or use false reasons to obtain leave.
• Failure to provide proof where proof is reasonably required may result in the absence being treated as unauthorised absence.

Public Holidays and Institutional Holidays

• Only official South African public holidays, formally approved institutional holidays, or closure days communicated by management will be recognised.
• Employees may not decide on their own that a day is a holiday.
• If AIET has not declared a day as a holiday, employees must report to work as normal unless they have approved leave.
• Work on an official public holiday will be handled according to the BCEA and any applicable agreement.

• Sick leave must only be used when the employee is genuinely too ill to work.
• Employees must notify management as soon as reasonably possible if they are sick and unable to report for duty.
• AIET may require a valid medical certificate where required or permitted by law, including where the employee is absent for more than two consecutive days or repeatedly absent.
• A medical certificate must be original or properly verifiable and must indicate the date, employee details, healthcare provider details and period of incapacity.
• AIET may verify a medical certificate where there is a reasonable concern about authenticity, accuracy or misuse.
• Fake, altered, fraudulent or misleading medical certificates, clinic letters or sick notes are serious misconduct and may lead to dismissal after a fair disciplinary process.

Trust is essential in an education and training institution. Dishonesty harms learners, parents, staff, regulators and the institution.

Strictly Prohibited Conduct

• Fake medical certificates, clinic letters, funeral letters, death claims or emergency claims.
• Forged signatures, false authorisations, fake qualifications or false experience.
• False attendance records, false overtime claims or false reimbursement claims.
• Theft, unauthorised possession, misuse of institutional funds or taking institutional property without permission.
• Lying during investigations, disciplinary processes, compliance submissions or regulator interactions.
• Misrepresenting AIET to students, parents, regulators, service providers or the public.

• Employees must behave professionally and respectfully towards students, parents, management, colleagues, visitors and stakeholders.
• Shouting, insults, threats, intimidation, gossip, bullying, victimisation, discrimination, harassment or disrespectful conduct will not be tolerated.
• Employees must not fight, threaten violence, carry weapons or engage in aggressive behaviour on institutional premises.
• Employees must follow reasonable and lawful instructions from management.
• Employees must not disrupt classes, reception, workshops, meetings, site visits, exams or institutional operations.
• Employees must not abuse their position, exploit students, solicit money from students without authorisation, or create unauthorised arrangements with students or parents.

• Employees must communicate clearly and timeously with management regarding attendance, duties, students, parents, incidents and operational matters.
• Important workplace matters must be communicated through approved channels such as official WhatsApp groups, email, phone calls, staff meetings, KPI reports or written records.
• Employees must not ignore reasonable work-related calls, emails or messages during working hours without a valid reason.
• Employees must not spread false information about AIET, management, staff, students or operations.
• Employees must not provide unauthorised information to students, parents, regulators or external parties without approval.
• Complaints must be reported internally through management or the appointed supervisor before escalation, except where law requires otherwise.

• Employees must perform their duties honestly, diligently, competently and to the required standard.
• Lecturers and facilitators must attend classes, prepare lessons, follow timetables, keep learner records, complete attendance registers and submit academic documents on time.
• Administrative staff must perform reception, filing, compliance, student support, finance support, document control and communication duties properly.
• Workshop and practical staff must maintain safety standards, tools, equipment, learner supervision and practical registers.
• Poor performance may result in counselling, support, performance improvement measures, disciplinary action or incapacity procedures where appropriate.

• Employees must keep institutional, student, staff, parent, financial, accreditation and compliance information confidential.
• ID copies, medical certificates, disciplinary records, learner results, student files, assessment records, contracts and institutional passwords must not be shared without authorisation.
• Employees may not take screenshots, forward documents, copy databases, export learner lists or disclose personal information unless authorised for a lawful institutional purpose.
• Personal information must be stored securely and used only for its intended purpose.
• Breach of confidentiality or POPIA-related misconduct may lead to disciplinary action and may be reported to the relevant authority where required.

• Employees must follow all health and safety rules and take reasonable care of their own safety and the safety of students, colleagues and visitors.
• Unsafe conditions, injuries, incidents, hazards or risks must be reported immediately.
• Employees must not misuse tools, machinery, electrical items, workshop equipment, PPE, fire equipment, keys, uniforms, computers or institutional assets.
• Employees may not allow unsupervised learners to use machinery, electrical systems, chemicals or tools where supervision is required.
• Loss, damage, negligence or misuse of institutional property must be reported immediately.
• Theft, unauthorised use, deliberate damage or gross negligence may lead to dismissal after a fair process.

Alcohol, Drugs and Intoxication

• Employees may not report for duty under the influence of alcohol, drugs or any substance that affects their ability to work safely.
• Possession, use, distribution or sale of illegal substances at work is strictly prohibited.
• If management reasonably suspects intoxication, the employee may be removed from duty for safety reasons and disciplinary action may follow.

Dress and Appearance

• Employees must dress neatly, professionally and appropriately for their role.
• Where uniforms, PPE or protective clothing are required, employees must wear them as instructed.

Conflict of Interest

• Employees must not place personal interests above the interests of AIET.
• Employees must not accept bribes, gifts or favours that may influence institutional decisions.
• Employees must not use AIET students, resources, information, working hours, branding or premises for unauthorised private business.

Social Media and Public Image

• Employees must not post content that damages AIET’s reputation or exposes internal matters.
• Employees must not post student information, staff information, internal disputes, confidential documents or regulator communications on social media.
• Only authorised representatives may speak publicly on behalf of AIET.

• AIET prohibits all forms of harassment, discrimination, bullying, intimidation and victimisation.
• This includes conduct based on race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth or any other prohibited ground.
• Employees who experience or witness harassment must report it to management, HR, the campus manager or another authorised person.
• AIET may investigate complaints and take corrective action, including protection from retaliation where appropriate.
• False malicious complaints may also be treated as misconduct after a fair process.

AIET will apply discipline fairly, consistently and according to the seriousness of the offence, the employee’s circumstances, the evidence and the impact on the institution.

Serious Misconduct That May Lead to Dismissal

• Fraud, dishonesty, theft or fake documents.
• Violence, fighting, threats, intimidation or abuse.
• Gross insubordination or refusal to follow lawful instructions.
• Serious absenteeism, absconding or abandonment of work.
• Reporting for duty under the influence of alcohol or drugs.
• Harassment, discrimination, bullying or victimisation.
• Serious breach of confidentiality or POPIA obligations.
• Serious negligence, damage to property or endangering students/staff.
• Conduct that brings AIET into serious disrepute.

• Unauthorised absence, absence without approved leave or time not worked may be treated as unpaid time according to the law, contract and circumstances.
• Where an employee is absent without proof, without valid reason or without proper permission, AIET may impose an appropriate disciplinary sanction after a fair process. This may include suspension from duty for up to two weeks, no-work-no-pay for days not worked, and/or further disciplinary action depending on the seriousness and history of the conduct.
• Salary deductions for losses, damage, shortages, debt or other amounts will only be made where authorised by law, written agreement, court order, statutory requirement or another lawful basis.
• Suspension may be used where necessary to protect learners, staff, records, property, investigations or the institution’s operations.
• Suspension pending investigation does not automatically mean guilt has been established.
• Any unpaid suspension will only be applied where there is a lawful basis or agreement permitting it.