EMPLOYEE POLICIES & PROFESSIONAL TERMS

The following policies apply to all individuals employed by or associated with J and C Language School, regardless of their role or department (e.g., teaching, business development, academic coordination, content, marketing, administration, or operations).

These terms ensure clarity, consistency, and mutual accountability.
 

1. Working Hours and Compensation

Each department at J and C Language School operates on a schedule suited to its function and

the needs of students across different time zones. As the Institution caters to both domestic and

international learners, employees may be assigned rotational shifts, morning shifts, or evening

shifts depending on operational requirements. These shifts are not fixed permanently and may

change based on batch availability, student demand, or academic scheduling. Flexibility is

expected from all employees, including teachers, sales staff, coordinators, content creators, and

support teams.
 

Working hours are clearly communicated during onboarding and reflected in departmental

rosters. However, the Institution reserves the right to adjust these hours based on business

needs. In such cases, at least two weeks' notice will be provided unless an urgent situation

arises. All employees are expected to demonstrate flexibility to accommodate operational

demands such as marketing campaigns, urgent client meetings, technical issues, demo classes,

or academic reorganization. Teachers, in particular, must be available during assigned batch

timings and are not permitted to request changes mid-batch without prior approval.
 

Compensation structures vary according to the nature of the role. These may include fixed

monthly salaries, batch-based or hourly payments (commonly used for teaching staff),

commission-based earnings (typically for business development roles), or project-based

compensation (relevant for editors, designers, and freelance contributors). Compensation terms

are finalized during the onboarding process and are strictly non-negotiable once accepted. No

verbal promises or informal discussions will be considered valid unless documented and

approved in writing by the Institution.
 

Salaries and payments are disbursed on either the 10th or 20th of each month, depending on

the Institution’s payroll cycle. In the event of banking delays or document verification processes,

the concerned employee will be notified in advance. Any concerns or issues regarding

payments must be directed to the Accounts Department through official communication

channels. Employees from other departments are not authorized to handle or provide

clarifications on payment-related matters

.2. Responsibilities and Deliverables
 

All employees at J and C Language School, irrespective of their department, are expected to

perform their duties with professionalism, accountability, and in alignment with the Institution’s

standards. Every department has distinct responsibilities, and individuals must fully understand

and fulfill their role-specific tasks.
 

Teachers are responsible for conducting engaging, structured, and timely classes—either online

or offline—using platforms provided by the Institution such as the J&C application, Zoom,

Google Meet, or Google Classroom. They must prepare and upload lesson plans, assessments,

feedback, and resources in advance, manage class attendance, and submit student progress

reports as per schedule. Teachers are also expected to handle demo sessions professionally,

participate in language clubs or academic activities when required, and maintain clear,

respectful communication with students and coordinators.
 

Business Development Managers and Executives are responsible for generating and converting

leads, meeting defined sales targets, handling student queries, and managing demo schedules.

They are expected to update CRM tools, maintain lead trackers and follow-ups, and coordinate

closely with academic and operations teams to ensure smooth onboarding. Ethical sales

practices are mandatory, and misrepresentation of course details or unauthorized fee

negotiation is strictly prohibited.
 

Academic Coordinators are tasked with managing batch allocation, student onboarding, class

scheduling, and resolving student-teacher coordination issues. They must ensure the accuracy

of attendance records, student feedback reports, and batch timelines, while proactively

managing any academic disruptions.
 

Content writers, video editors, designers, and social media team members are responsible for

creating and delivering timely, high-quality educational and promotional content aligned with

J&C’s academic and branding standards. This includes reels, lesson materials, posts, ads, blog

articles, and video scripts. These employees must adhere to internal naming conventions, drive

hygiene, deadlines, and feedback implementation processes.
 

Administrative and support staff are responsible for ensuring smooth backend operations

including handling documentation, verifying student enrollments, processing payments, updating

trackers, and managing student records. They may also be tasked with logistics and

infrastructure coordination for offline sessions, events, or exams.
 

Across all departments, employees are expected to provide timely task updates to their

reporting managers, meet deadlines, and proactively communicate any delays. Refusal to

complete assigned tasks, repeated negligence, or failure to adhere to standard procedures

without valid justification may lead to disciplinary review. Additional tasks aligned with an

employee’s skill set or department may be assigned from time to time to support the Institution’s

evolving needs.

3. Attendance and Leave Policy
 

Regular attendance and disciplined work habits are essential to the smooth functioning of J and

C Language School. All employees, regardless of department, are required to adhere to their

assigned schedules and demonstrate consistency in showing up for their professional

responsibilities. Punctuality is critical across all roles—whether for teaching classes, client

follow-ups, internal meetings, or content submission deadlines. Late arrivals, missed deadlines,

or frequent absences disrupt team coordination and service quality, and will be recorded as

policy violations if not pre-approved.
 

Employees are entitled to specific categories of leave each calendar year: 12 days of annual

leave, 5 days of sick leave, and 5 days of personal leave.

All leave must be applied for in advance through the official leave tracking system, email, or department-approved method. Sick

leave can be availed with same-day notice in genuine cases, but medical proof may be

requested. Personal leave is allowed for family or personal commitments and must be approved

by the reporting manager beforehand. Unused annual leave may be converted into cash

compensation at the end of the year, while unused sick or personal leave does not carry over or

convert.
 

If an employee exceeds their allocated leave without approval, a deduction of ₹1,000 per day

will apply. Leave immediately before or after holidays, or habitual absenteeism, may lead to

denial of future leave or formal warning. In emergency situations such as medical issues,

bereavement, or unavoidable incidents, employees are expected to inform their reporting

manager at the earliest possible moment. Failure to communicate emergency leave in a timely

manner may result in the absence being marked unapproved, with corresponding salary

deduction.
 

Teachers who miss a scheduled class must arrange a compensation class at their own

convenience, without additional payment. However, the compensatory session must be

conducted only if at least 80% of the batch agrees to the new schedule. Compensation for

missed sessions is limited to a maximum of 10 instances per year unless otherwise approved.

This policy ensures continuity of learning while protecting students from inconsistent class

delivery.
 

For all departments, leave must be properly communicated and approved. Ignoring leave

procedures, taking unauthorized time off, or frequently rescheduling work without valid cause

may lead to disciplinary action, including salary deduction, written warning, or termination in

repeated cases. The Institution encourages employees to plan their time off responsibly and in

alignment with team needs and deadlines.
 

4. Code of Conduct and Professionalism
 

At J and C Language School, every employee is expected to uphold the highest standards of

professionalism, mutual respect, and institutional integrity. This applies equally to teachers,

sales executives, coordinators, content creators, designers, administrators, and freelancers.Professional behavior includes punctuality, reliability, respectful communication, and adherence

to all institutional values in both internal and external interactions.
 

Respectful conduct is non-negotiable. All team members must treat colleagues, supervisors,

students, and clients with courtesy, irrespective of their department or position. Any form of

harassment, discrimination, abusive language, or disrespectful behavior—whether in verbal,

written, or digital communication—will not be tolerated and may lead to immediate disciplinary

action, including termination.
 

Punctuality is expected at all levels. Teachers must begin classes on time, BDMs must attend

scheduled demos or meetings without delay, and all employees are responsible for submitting

tasks, joining calls, and responding to messages within the expected time frame. Repeated

lateness, unavailability during working hours, or delays in deliverables without communication

reflect poorly on the individual and disrupt operations.
 

Employees must dress and present themselves appropriately during both offline and online work

engagements. This includes business casual or professional attire for teachers, client-facing

staff, or those representing J&C on video calls or in recorded content. Even in remote work

settings, employees must ensure a neat appearance and avoid excessively casual dressing

(e.g., pajamas, sleeveless clothing) during video-based sessions or meetings.
 

Communication must be conducted professionally at all times. This includes maintaining a

respectful tone in emails, group messages, calls, and meetings. Caps lock, sarcasm,

passive-aggressive language, or emotional outbursts are considered inappropriate. Conflicts

should be addressed calmly and privately through the proper reporting hierarchy, not through

public channels or group discussions.
 

All employees are expected to follow the Institution’s chain of command and reporting structure.

Cross-communication without need, bypassing managers, or engaging in internal gossip or

blame-shifting is considered disruptive and unprofessional. Confidential matters should be

escalated discreetly and respectfully.
 

Additionally, a positive attitude, solution-oriented mindset, willingness to cooperate with other

departments, and maintaining neutrality in inter-personal disputes are essential attributes of

professional conduct at J&C. Employees are also expected to participate constructively in

meetings, respect each other’s time, and uphold the values of teamwork and accountability in

daily operations.
 

Any deviation from these expectations, especially when repeated after reminders or warnings,

will result in official action as per the Institution’s disciplinary policies. Upholding professionalism

is not just a reflection of the individual—it reflects the reputation and credibility of the entire

Institution.
 

5. Confidentiality and Data Security

Maintaining the confidentiality of information and ensuring data security are core responsibilities

of every employee at J and C Language School. All departments—whether academic, sales,

content, design, admin, or coordination—handle sensitive data, and it is essential that this

information is protected at all times, both during and after the period of employment.

Confidential information includes student records, academic materials, lead databases,

marketing strategies, pricing structures, feedback documents, internal communication, login

credentials, and all unpublished or internal-use-only content. This also includes any audio,

video, or visual content recorded for classes, promotions, or internal review purposes. Under no

circumstances should any of this information be shared, copied, distributed, or discussed with

external parties or unauthorized individuals.
 

Employees are expected to use only approved platforms and tools (e.g., J&C Google accounts,

institutional drives, designated apps) to store and manage such data. Use of personal email IDs,

unsecured storage platforms, or external drives for official content without prior permission is

strictly prohibited. All official documents must be properly named, organized, and stored within

the designated internal folders.
 

Those working remotely must ensure that their devices are password-protected, virus-free, and

not accessed by anyone else. Sensitive information must never be visible to non-staff members,

whether on-screen during video calls or physically on printed material. Employees should avoid

working on confidential tasks in public places or shared environments unless precautionary

measures are taken.
 

Teachers and content teams must never share student materials—such as PDFs, recordings, or

assignments—outside the official student groups or platforms. BDMs and administrative staff

must not disclose fee structures, lead lists, or internal sales strategies to students or third

parties. Content and creative staff must not repurpose J&C designs or scripts for other brands,

freelance work, or personal use.
 

Any breach of confidentiality—intentional or accidental—must be reported immediately to the

management. Deliberate sharing of internal information with competitors, personal coaching

platforms, or unauthorized trainers will result in termination and may attract legal action.

Similarly, careless storage or mishandling of passwords, class links, recordings, or personal

student data may lead to suspension, investigation, or compensation recovery.
 

Employees who exit the Institution must delete all stored institutional data from their devices and

surrender access to shared folders, email accounts, content drives, CRM tools, or any other

platform used during their tenure. Using any of this material after exit—whether for teaching,

marketing, or reference—is strictly forbidden and will be treated as a breach of contract.

The confidentiality and security of our data is essential not only for legal compliance but also for

the trust our students and teams place in us. Every employee is expected to handle it with the

highest level of integrity and professionalism.

6. Use of Tools and Technology
 

At J and C Language School, technology plays a central role in delivering services, managing

academic operations, and executing marketing and administrative functions. All

employees—whether in teaching, content creation, business development, coordination, or

support roles—are expected to use institutional tools responsibly, effectively, and in alignment

with their departmental workflows.
 

Every employee must ensure that they have access to a fully functioning device (such as a

laptop or desktop) with a stable internet connection. This is especially important for remote or

hybrid roles. Personal devices used for official work must be secure, updated, and protected

with strong passwords. Software, operating systems, and apps should be kept current to avoid

compatibility issues or downtime during critical tasks.
 

Teachers must be proficient in using platforms like Zoom, Google Meet, Google Classroom, and

the J&C application. They are responsible for ensuring that class links are functional,

assignments are submitted properly, and recordings (if required) are uploaded to the designated

folders. Consistent issues such as device failure, poor audio quality, or repeated disruptions due

to technical negligence may result in official warnings or deductions if they impact the student

experience.
 

Business Development Executives are expected to use CRM tools, Google Sheets, follow-up

trackers, WhatsApp Business, and email templates effectively. Lead updates must be entered

daily without delay, and client follow-ups must be recorded accurately to ensure smooth

conversions and team coordination.
 

Content writers, designers, and video editors must use professional tools such as Canva, Adobe

Suite, CapCut, Meta Business Suite, or equivalent platforms depending on their role. All files

must follow proper naming conventions and be stored in approved drive folders. Files should not

be kept in personal folders or local systems unless explicitly permitted. Backup and

collaboration must be maintained at all times to avoid loss of progress or miscommunication

between team members.
 

Administrative staff and coordinators must use tools like Google Drive, student onboarding

trackers, digital forms, internal dashboards, and J&C communication systems efficiently.

Accuracy in student ID creation, payment verification, and class scheduling heavily depends on

proper tool usage.
 

Employees are expected to maintain professionalism in their digital environment. For remote

staff, video and microphone equipment must function smoothly, and virtual backgrounds should

be neutral and distraction-free. Attending official meetings from noisy locations or lying down

during calls is considered inappropriate. Any repeated disregard for virtual professionalism will

be escalated to department heads.All institutional platforms—including apps, email IDs, content drives, Zoom accounts, or CRM access—remain the property of J&C. Unauthorized sharing of login credentials, downloading of proprietary materials, or transferring access to others is strictly prohibited. Upon resignation or

termination, access to these platforms will be revoked, and employees must ensure they do not

retain or replicate any part of the system or its contents.
 

Effective use of technology is not optional—it is a fundamental part of delivering the quality and

consistency that J&C stands for. Employees are expected to adapt, self-train, and seek

guidance whenever needed to fulfill this standard.
 

7. Termination and Exit Policy
 

J and C Language School expects every employee to maintain commitment, consistency, and

professionalism throughout their tenure. However, in certain situations, the termination of

employment or collaboration may become necessary. This section outlines the circumstances

and procedures related to termination and voluntary exits for all employees, including full-time

staff, part-time associates, freelancers, and contractors.
 

The Institution reserves the right to terminate employment immediately, without prior notice, in

cases of serious misconduct. This includes but is not limited to breach of confidentiality, data

theft, repeated policy violations, academic or professional negligence, harassment, or any

action that brings disrepute to the Institution. Similarly, abandonment of duty—such as being

absent for three consecutive working days without prior communication—will be considered a

voluntary exit, and the individual may be removed from all roles and platforms without

compensation.
 

Teachers who leave a batch midway without completing their teaching commitment, business

development executives who repeatedly fail to meet targets without valid justification, and

content or admin staff who consistently miss deadlines despite warnings may also face

termination. In such cases, payment for pending work, future assignments, or upcoming

schedules will not be processed.
 

If an employee wishes to resign voluntarily, they must serve a minimum notice period of 14 days

and submit a formal resignation via email. During this notice period, the employee must

complete all assigned work, hand over responsibilities properly, and return institutional property

or access credentials. For teachers, this includes completing the batch. For sales staff, it

includes updating CRM and lead data. For content or admin staff, it includes submitting all

pending tasks, drive folders, and reports. Employees who leave without notice or proper

handover may forfeit their final payment, and the Institution reserves the right to deny

re-engagement in the future.
 

Exit formalities include returning any devices or materials provided by the Institution, signing off

from email or platform accounts, and submitting feedback (if requested). Clearance from the

reporting manager and relevant department must be obtained before final dues are processed.Final settlement, if applicable, will be released within 30 days after successful completion of the

exit process.
 

In cases of performance-related termination, employees may first be issued verbal or written

warnings. If no improvement is observed within the given timeframe, formal termination may

follow. However, in cases involving unethical behavior, data breaches, or policy violations,

immediate removal without a prior warning is at the sole discretion of the Institution.
 

J and C Language School believes in maintaining a respectful and professional exit process.

Employees who leave responsibly, complete their duties, and cooperate during the transition will

be considered positively for future references or opportunities. On the other hand, employees

who exit in violation of their obligations may face permanent disassociation from J&C, and legal

action may be pursued in cases of serious harm to the Institution.
 

8. Intellectual Property and Material Ownership
 

All content, resources, and materials created by employees during their tenure at J and C

Language School are considered the intellectual property of the Institution. This includes, but is

not limited to, lesson plans, worksheets, video lectures, class recordings, social media posts, ad

creatives, email templates, blog articles, promotional videos, internal documentation, academic

presentations, and any material developed using J&C’s tools or under its direction.
 

Employees from all departments—whether academic, marketing, sales, design, content

creation, or administration—must understand that the resources they create while working for

J&C are developed under the Institution’s brand and infrastructure. As such, these materials are

not to be reused, repurposed, or distributed externally without prior written permission from the

management. This applies both during the period of employment and after an individual has left

the Institution.
 

Teachers may not use lesson plans, assignments, grammar notes, or recorded class videos for

personal coaching, external courses, or freelance teaching assignments. Likewise, designers

and editors may not include J&C proprietary visuals or branded templates in their personal

portfolios, unless permission is explicitly granted. Business development and administrative staff

are also prohibited from exporting or sharing databases, lead trackers, or internal workflows for

any purpose outside J&C.
 

All official content must be uploaded and maintained within the assigned drives and folders.

Personal storage or unauthorized transfer of J&C data—whether via USB, external storage, or

third-party platforms—is not allowed under any circumstance. Upon resignation or termination,

employees must return or delete all J&C materials from their devices and confirm removal as

part of the exit formalities.
 

Employees featured in promotional material, such as video reels, testimonials, or class

recordings, understand that the Institution retains full rights over the use of this content. TheInstitution may use such material for internal training, external marketing, or academic purposes

without additional permission or compensation, provided it does not misrepresent the employee.

If an employee wishes to include J&C-created work in their portfolio or for external reference,

they must obtain prior written approval from the Institution specifying what may be used, where

it will be shared, and how it will be credited. Any unauthorized use of materials, especially on

competing platforms, will result in disciplinary action, including possible legal escalation.
 

J and C Language School values the contributions of its team and recognizes the creative effort

behind each output. However, protecting the uniqueness, integrity, and brand of the Institution

requires strict control over intellectual property. All employees are therefore expected to uphold

this policy with seriousness and professionalism.
 

9. Non-Compete and External Commitments
 

To maintain the integrity, reputation, and competitive standing of J and C Language School, all

employees, freelancers, and associates are required to follow strict non-compete and external

commitment policies during and after their engagement with the Institution. These rules are in

place to prevent conflicts of interest, unauthorized distribution of proprietary content, and dilution

of J&C’s brand and services.
 

While actively working with J&C, employees are not permitted to teach at, consult for, or

collaborate with any other language training institute, coaching platform, or educational

organization that offers similar services, without obtaining prior written approval from the

management. This includes offering freelance tutoring, live sessions, or video courses in the

same language or domain that J&C covers—whether publicly or privately, and whether paid or

unpaid. Teachers, in particular, are not allowed to offer private sessions to J&C students outside

official batches. Similarly, business development professionals, content creators, and academic

coordinators may not share or use J&C’s strategies, structures, or content in any other

professional setting.
 

After leaving the Institution, all employees are bound by a six-month non-compete clause.

During this period, they are not allowed to work with, offer services to, or teach at any direct

competitor of J&C—whether as a full-time employee, part-time trainer, freelancer, consultant, or

partner. A direct competitor is defined as any institute, platform, or individual offering French,

German, Spanish, or English language training (or other services provided by J&C) through live

classes, recorded content, or digital products. This clause ensures the protection of J&C’s

confidential content, student relationships, course structures, and internal workflows.
 

In addition, if an employee wishes to pursue external freelance or side projects that do not

directly compete with J&C’s offerings, they must first disclose the details to their reporting

manager and seek written approval. These details must include the nature of the work, the

duration, the platform being used, and a written assurance that it will not interfere with their

responsibilities at J&C. Permission may be granted if there is no overlap with J&C’s operations

or student base, and if the project does not affect the employee’s performance or availability.

Employees are strictly prohibited from approaching or accepting direct payment from J&C

students for personal classes, tutoring, or services outside of official Institutional channels.

Doing so constitutes a breach of trust and may lead to immediate termination, legal action, and

forfeiture of any pending compensation. Furthermore, employees may not use the J&C name,

student data, testimonials, class recordings, or branding to promote their own ventures or

freelance offerings during or after their employment.

The non-compete and external engagement policies are not meant to restrict employee growth

but to ensure fairness, protect intellectual property, and preserve the Institution’s identity. Any

violation of these terms may result in immediate disciplinary action and legal recourse where

necessary.
 

10. Health, Safety, and Work Environment
 

J and C Language School is committed to creating and maintaining a professional, respectful,

and safe working environment—both physically and virtually. Whether employees work from an

office, remotely, or in a hybrid setting, they are expected to take responsibility for their

workspace, conduct, and overall contribution to a healthy and productive atmosphere.

For those working from a physical location, such as an office or classroom, personal hygiene,

cleanliness, and appropriate dress are mandatory. Shared spaces must be respected and kept

organized at all times. Employees must not bring hazardous items or valuable personal

belongings to work that could pose a safety risk or result in loss. Any injury, damage, or safety

concern must be reported immediately to the administration so that it can be resolved promptly

and responsibly.
 

Mental well-being is equally important. The Institution encourages employees to speak up about

stress, workload imbalance, or burnout. If an employee is feeling overwhelmed or unable to

meet deadlines, they are expected to communicate with their reporting manager to discuss

rescheduling or reallocation. Passive behavior such as withholding communication, blaming

others, or withdrawing from responsibilities is discouraged and considered unprofessional. The

Institution may arrange one-on-one conversations, weekly check-ins, or group support sessions

when necessary to foster a positive environment.
 

For remote employees, a professional and distraction-free workspace must be maintained.

Attending meetings or classes from noisy, dimly lit, or casual spaces (e.g., while lying in bed,

sitting in cafés, or driving) is strictly prohibited. Employees must use neutral virtual backgrounds,

if needed, and ensure a functioning camera, microphone, and internet connection at all times.

Virtual decorum includes being punctual, muting when not speaking, and maintaining respectful

on-camera behavior during all professional calls and classes.
 

Institution-issued equipment such as microphones, laptops, tablets, or tripods must be used

exclusively for J&C-related tasks and returned in proper condition upon termination or role

change. Any damage, misuse, or failure to return such equipment will result in deductions orlegal recovery as appropriate. Employees using personal devices must keep them secure, free

from malware, and inaccessible to non-staff individuals.
 

If an employee observes inappropriate behavior, safety concerns, or unethical practices by

colleagues or students—whether offline or online—they must report it immediately through the

designated channels. Confidentiality will be maintained, and the Institution will take appropriate

action. Public gossip or venting such matters on social platforms or internal groups is not

acceptable.
 

All employees share equal responsibility in building a workplace that is clean, safe, supportive,

and focused on growth. Whether attending online sessions or working on campus, a positive,

distraction-free environment is essential to maintaining the high standards and professional

identity of J and C Language School.
 

11. Performance Reviews and Professional Development
 

At J and C Language School, performance evaluation is not just a tool for accountability but a

foundation for individual growth, institutional improvement, and long-term success. All

employees—whether teachers, business development executives, content creators,

administrative staff, coordinators, or freelancers—are subject to periodic performance reviews

designed to assess effectiveness, professionalism, and alignment with J&C’s values.
 

Each department has specific metrics by which performance is measured. For teachers, this

includes student feedback, class engagement, punctuality, timely submission of lesson plans

and feedback, and adherence to curriculum guidelines. For business development teams,

metrics such as lead response time, conversion rates, CRM updates, and follow-up consistency

are closely monitored. Content creators and designers are evaluated on their creativity,

turnaround time, adherence to brand standards, and alignment with marketing goals. Similarly,

administrative and coordination staff are assessed on task accuracy, responsiveness, internal

communication, and ability to manage student issues efficiently.
 

Formal reviews are generally conducted every 3 to 6 months, depending on the role and

department. However, informal evaluations such as student surveys, supervisor observations, or

monthly task reviews may occur more frequently. These evaluations may influence future

responsibilities, eligibility for bonuses, or eligibility for internal promotions and leadership roles.

Employees who consistently perform well and receive positive feedback may be recognized with

increased responsibilities, invitations to contribute to key projects, or enhanced trust in

decision-making roles. On the other hand, employees whose performance falls below

expectations may receive verbal or written feedback, be asked to submit improvement plans, or

face reassignment, warnings, or in rare cases, termination—especially when no progress is

shown after repeated reminders.
 

In addition to formal performance tracking, J&C actively encourages continuous professional

development. This may include internal training workshops, knowledge-sharing sessions,access to new tools, or external learning opportunities. Teachers may be required to attend app

training or pedagogy sessions, while creative and marketing staff are expected to stay

up-to-date with trends, tools, and platform changes. Business development and admin teams

may receive updated SOPs, pitch training, or CRM usage guides.
 

Participation in these training opportunities is sometimes optional and sometimes mandatory,

based on the role. Either way, the Institution views upskilling as a shared responsibility between

employee and employer. Employees are encouraged to take initiative, request feedback, seek

clarity, and participate in skill-building whenever possible.
 

Overall, performance reviews and professional development at J&C are designed not to

intimidate but to elevate each employee. Open communication, a willingness to improve, and a

growth mindset are highly valued traits. Employees who actively seek feedback and strive to

improve are always supported, while those who remain static despite guidance may be

reassigned or replaced in the interest of the Institution’s long-term vision.
 

12. Internal Communication and Reporting Protocols
 

Efficient internal communication is vital to the smooth functioning of J and C Language School.

All employees, regardless of their department, are expected to follow structured communication

protocols to ensure that information is shared clearly, professionally, and within the appropriate

chain of command. These protocols help minimize confusion, ensure accountability, and

maintain a high standard of professionalism across teams.
 

All official communication must take place through designated platforms approved by the

Institution. These include J&C-assigned Gmail accounts, WhatsApp business groups (for

department-specific coordination), shared Google Drive folders, and systems such as CRMs,

trackers, or dashboards, depending on the role. Employees should not use personal email

addresses or casual messaging platforms to discuss official matters unless explicitly authorized

to do so.
 

Response time is a critical component of communication at J&C. Employees are expected to

reply to internal emails, messages, or assigned tasks within 24 working hours unless they are

on approved leave. Urgent communication, such as time-sensitive updates or escalations, must

be acknowledged and acted upon on the same day. Repeated delays in response, especially

without any explanation, may lead to a formal warning or performance review.
 

Each employee must clearly understand and follow their reporting hierarchy. Issues, updates, or

concerns must first be addressed to their direct reporting head. If a matter remains unresolved,

it can be escalated to the department head or senior management. Skipping reporting levels or

attempting to involve unrelated team members in internal issues without justification is

considered unprofessional and may lead to unnecessary conflict or miscommunication.
 

Meeting etiquette is a part of internal communication. Employees must be punctual for team

meetings, performance reviews, or training sessions, whether online or offline. When attendingvirtual meetings, the camera should be turned on unless exempted, and participants should

dress appropriately and maintain a respectful demeanor. Employees are expected to contribute

constructively, take notes if needed, and follow up on assigned action items without delay.

Planned absences from meetings should be communicated in advance, with clear reasons

provided.
 

Departmental WhatsApp groups must remain professional at all times. These groups are

intended for coordination, material sharing, task reminders, and quick updates—not for casual

banter, memes, or personal discussions. Teachers are expected not to cross-communicate

within groups meant for academic updates. All communication must be respectful, relevant, and

easy to understand, with proper grammar and tone.
 

Written communication, including emails, reports, and chat messages, must be courteous, clear,

and free from errors. Sarcastic remarks, messages in all capital letters (which can be interpreted

as shouting), or emotionally charged statements are not acceptable. Differences in opinion

should be addressed calmly through one-on-one communication or escalated formally if

needed.
 

All employees are encouraged to practice proactive communication—report delays, seek

clarification, submit updates, and acknowledge received instructions. Silence, lack of response,

or ambiguous replies create workflow gaps and are not acceptable. Following these

communication and reporting guidelines ensures smoother operations, better collaboration, and

stronger accountability across the Institution.
 

13. Code of Ethics and Institutional Representation
 

Every employee at J and C Language School is a representative of the Institution’s values,

professionalism, and public image. Whether interacting with students, colleagues, leads,

vendors, or online communities, employees are expected to uphold a strong ethical code and

maintain the Institution’s credibility through responsible communication, conduct, and

behavior—both inside and outside of work.
 

All employees must behave ethically in every aspect of their role. Teachers must avoid

favoritism, biased treatment, or casual behavior during sessions. They are expected to maintain

a respectful teacher-student boundary and provide equal attention to all learners. Business

development executives must adhere to honest sales practices—making realistic promises,

disclosing correct pricing, and never exaggerating offerings for the sake of conversions. Content

and marketing teams must ensure that posts, ads, or messaging do not use misleading claims,

false urgency, or misrepresent the services being offered. Every employee must act in a way

that reinforces the trust and quality that J&C stands for.
 

In all forms of external communication—whether with students, parents, prospective clients, or

partners—employees must speak accurately and positively about the Institution. If you are

unsure about a policy, pricing detail, or timeline, always consult your reporting manager rather

than giving speculative answers. Negative remarks about internal systems, colleagues, ordecision-makers—especially in front of clients or students—are unacceptable and will be treated as a breach of trust.
 

Employees are strictly prohibited from using J&C’s name, logo, or branding for personal projects

or freelance marketing without written permission. Likewise, promoting personal services, side

projects, or external courses to J&C students is strictly forbidden. Employees must not solicit

students for private sessions, redirect them to personal platforms, or use Institutional WhatsApp

groups, class links, or email lists for individual gain.
 

Social media conduct is also an important aspect of ethical representation. Employees must not

post defamatory comments, leaks, screenshots, or personal grievances about J&C on platforms

such as Instagram, YouTube, Twitter, Quora, or LinkedIn. Any content that could harm the

Institution’s reputation—even if posted from personal accounts—will be taken seriously.

Employees featured in official videos or promotional content must understand that the Institution

retains the right to publish and reuse that content for marketing purposes.
 

Employees must also avoid conflicts of interest. Offering similar services outside J&C,

recommending paid tools or platforms for personal commission, or referring students to other

institutions for personal benefit without disclosure will be considered unethical. If there is ever

doubt about whether an action might violate ethical standards, employees should consult their

reporting head before proceeding.
 

Professionalism, integrity, and discretion are not optional—they are fundamental to every

employee’s role, regardless of department. The Institution reserves the right to take disciplinary

or legal action against any conduct that harms its reputation, breaches trust, or violates this

ethical code. Ethical representation is what builds long-term credibility—and every employee is

responsible for protecting it.
 

14. Legal Compliance and Dispute Resolution
 

J and C Language School is committed to operating within a clear legal and ethical framework.

All employees, consultants, and freelancers are required to comply with applicable Indian laws

as well as the Institution’s internal policies. This includes labor laws, data protection regulations,

intellectual property rights, electronic communication standards, and institutional rules regarding

conduct, confidentiality, and responsibilities.
 

All employees must understand that any act of data theft, misuse of confidential information,

plagiarism, unauthorized sharing of internal content, or damage to institutional

reputation—whether intentional or accidental—will be considered a serious violation. Such

actions may result in immediate termination and legal action, including but not limited to claims

for damages, recovery of losses, and restriction from future employment opportunities within the

education industry. Sharing internal student data, screenshots of private communication, pricing

documents, or class recordings with external parties without explicit written consent is strictly

prohibited and is a punishable offense.In the event of grievances—such as workload concerns, payment issues, interdepartmental conflicts, or procedural misunderstandings—employees are required to follow the proper

redressal process. The first step is to raise the concern with their immediate reporting head

through email or scheduled discussion. If unresolved, the matter may be escalated to the

department head or administrative team. For sensitive issues involving confidentiality or

workplace behavior, employees may directly contact the Institution’s leadership or HR

representative (if designated). J&C ensures that all formal concerns will be acknowledged within

three working days and addressed in good faith within a reasonable period.
 

Employees are strictly discouraged from using public forums, reviews, or social media platforms

to voice internal complaints, manipulate outcomes, or defame the Institution. Threats of negative

publicity, social media campaigns, or legal notices for the purpose of demanding personal

favors—such as waivers, refunds, or flexible terms—will be considered misconduct and handled

with legal seriousness. All concerns must be resolved through the formal grievance process,

and both parties are expected to act respectfully and professionally at all times.
 

If any dispute arises that cannot be resolved internally, the Institution may offer to settle the

matter through mutual arbitration or legal mediation. All employees, upon joining J&C, agree

that any legal proceedings—if unavoidable—shall be subject to the exclusive jurisdiction of the

courts located in New Delhi, India. This clause applies to all contractual matters, employment

terms, content usage rights, and post-exit obligations.
 

By continuing employment or association with J and C Language School, all individuals agree to

abide by these legal terms, waive any informal claims or demands made through public

pressure, and commit to resolving issues through appropriate institutional or legal channels. The

Institution reserves the right to withhold payments, remove platform access, or initiate formal

legal steps in case of non-compliance or harm caused to the organization


 

SECTION 6 – ACCURACY OF BILLING AND ACCOUNT INFORMATION
 

We reserve the right to refuse any order you place with us. We may, in our sole discretion, limit or cancel quantities purchased per person, per household or per order. These restrictions may include orders placed by or under the same customer account, the same credit card, and/or orders that use the same billing and/or shipping address. In the event that we make a change to or cancel an order, we may attempt to notify you by contacting the e-mail and/or billing address/phone number provided at the time the order was made. We reserve the right to limit or prohibit orders that, in our sole judgment, appear to be placed by dealers, resellers or distributors.

You agree to provide current, complete and accurate purchase and account information for all purchases made at our Website / Institution. You agree to promptly update your account and other information, including your email address and credit card numbers and expiration dates, so that we can complete your transactions and contact you as needed.

For more detail, please review our Returns Policy.

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SECTION 7 – OPTIONAL TOOLS

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We may provide you with access to third-party tools over which we neither monitor nor have any control nor input.

You acknowledge and agree that we provide access to such tools ”as is” and “as available” without any warranties, representations or conditions of any kind and without any endorsement.

We shall have no liability whatsoever arising from or relating to your use of optional third-party tools.

Any use by you of optional tools offered through the site is entirely at your own risk and discretion and you should ensure that you are familiar with and approve of the terms on which tools are provided by the relevant third-party provider(s).

We may also, in the future, offer new services and/or features through the website (including, the release of new tools and resources). Such new features and/or services shall also be subject to these Terms of Service.

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SECTION 8 – THIRD-PARTY LINKS

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Certain content, products and services available via our Service may include materials from third-parties.

Third-party links on this site may direct you to third-party websites that are not affiliated with us. We are not responsible for examining or evaluating the content or accuracy and we do not warrant and will not have any liability or responsibility for any third-party materials or websites, or for any other materials, products, or services of third-parties.

We are not liable for any harm or damages related to the purchase or use of goods, services, resources, content, or any other transactions made in connection with any third-party websites. Please review carefully the third-party’s policies and practices and make sure you understand them before you engage in any transaction. Complaints, claims, concerns, or questions regarding third-party products should be directed to the third-party.

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SECTION 9 – USER COMMENTS, FEEDBACK AND OTHER SUBMISSIONS

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If, at our request, you send certain specific submissions (for example contest entries) or without a request from us you send creative ideas, suggestions, proposals, plans, or other materials, whether online, by email, by postal mail, or otherwise (collectively, ‘comments’), you agree that we may, at any time, without restriction, edit, copy, publish, distribute, translate and otherwise use in any medium any comments that you forward to us. We are and shall be under no obligation (1) to maintain any comments in confidence; (2) to pay compensation for any comments; or (3) to respond to any comments.

We may, but have no obligation to, monitor, edit or remove content that we determine in our sole discretion are unlawful, offensive, threatening, libelous, defamatory, pornographic, obscene or otherwise objectionable or violates any party’s intellectual property or these Terms of Service.

You agree that your comments will not violate any right of any third-party, including copyright, trademark, privacy, personality or other personal or proprietary right. You further agree that your comments will not contain libelous or otherwise unlawful, abusive or obscene material, or contain any computer virus or other malware that could in any way affect the operation of the Service or any related website. You may not use a false e-mail address, pretend to be someone other than yourself, or otherwise mislead us or third-parties as to the origin of any comments. You are solely responsible for any comments you make and their accuracy. We take no responsibility and assume no liability for any comments posted by you or any third-party.

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SECTION 10 – PERSONAL INFORMATION

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Your submission of personal information through the Website / Institution is governed by our Privacy Policy.

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SECTION 11 – ERRORS, INACCURACIES AND OMISSIONS

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Occasionally there may be information on our site or in the Service that contains typographical errors, inaccuracies or omissions that may relate to product descriptions, pricing, promotions, offers, product shipping charges, transit times and availability. We reserve the right to correct any errors, inaccuracies or omissions, and to change or update information or cancel orders if any information in the Service or on any related website is inaccurate at any time without prior notice (including after you have submitted your order).

We undertake no obligation to update, amend or clarify information in the Service or on any related website, including without limitation, pricing information, except as required by law. No specified update or refresh date applied in the Service or on any related website, should be taken to indicate that all information in the Service or on any related website has been modified or updated.

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SECTION 12 – PROHIBITED USES

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In addition to other prohibitions as set forth in the Terms of Service, you are prohibited from using the site or its content: (a) for any unlawful purpose; (b) to solicit others to perform or participate in any unlawful acts; (c) to violate any international, federal, provincial or state regulations, rules, laws, or local ordinances; (d) to infringe upon or violate our intellectual property rights or the intellectual property rights of others; (e) to harass, abuse, insult, harm, defame, slander, disparage, intimidate, or discriminate based on gender, sexual orientation, religion, ethnicity, race, age, national origin, or disability; (f) to submit false or misleading information; (g) to upload or transmit viruses or any other type of malicious code that will or may be used in any way that will affect the functionality or operation of the Service or of any related website, other websites, or the Internet; (h) to collect or track the personal information of others; (i) to spam, phish, pharm, pretext, spider, crawl, or scrape; (j) for any obscene or immoral purpose; or (k) to interfere with or circumvent the security features of the Service or any related website, other websites, or the Internet. We reserve the right to terminate your use of the Service or any related website for violating any of the prohibited uses.

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SECTION 13 – DISCLAIMER OF WARRANTIES; LIMITATION OF LIABILITY

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We do not guarantee, represent or warrant that your use of our service will be uninterrupted, timely, secure or error-free.

We do not warrant that the results that may be obtained from the use of the service will be accurate or reliable.

You agree that from time to time we may remove the service for indefinite periods of time or cancel the service at any time, without notice to you.

You expressly agree that your use of, or inability to use, the service is at your sole risk. The service and all products and services delivered to you through the service are (except as expressly stated by us) provided ‘as is’ and ‘as available’ for your use, without any representation, warranties or conditions of any kind, either express or implied, including all implied warranties or conditions of merchantability, merchantable quality, fitness for a particular purpose, durability, title, and non-infringement.

In no case shall J and C Language School, our directors, officers, employees, affiliates, agents, contractors, interns, suppliers, service providers or licensors be liable for any injury, loss, claim, or any direct, indirect, incidental, punitive, special, or consequential damages of any kind, including, without limitation lost profits, lost revenue, lost savings, loss of data, replacement costs, or any similar damages, whether based in contract, tort (including negligence), strict liability or otherwise, arising from your use of any of the service or any products procured using the service, or for any other claim related in any way to your use of the service or any product, including, but not limited to, any errors or omissions in any content, or any loss or damage of any kind incurred as a result of the use of the service or any content (or product) posted, transmitted, or otherwise made available via the service, even if advised of their possibility. Because some states or jurisdictions do not allow the exclusion or the limitation of liability for consequential or incidental damages, in such states or jurisdictions, our liability shall be limited to the maximum extent permitted by law.

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SECTION 14 – INDEMNIFICATION

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You agree to indemnify, defend and hold harmless J and C Language School and our parent, subsidiaries, affiliates, partners, officers, directors, agents, contractors, licensors, service providers, subcontractors, suppliers, interns and employees, harmless from any claim or demand, including reasonable attorneys’ fees, made by any third-party due to or arising out of your breach of these Terms of Service or the documents they incorporate by reference, or your violation of any law or the rights of a third-party.

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SECTION 15 – SEVERABILITY

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In the event that any provision of these Terms of Service is determined to be unlawful, void or unenforceable, such provision shall nonetheless be enforceable to the fullest extent permitted by applicable law, and the unenforceable portion shall be deemed to be severed from these Terms of Service, such determination shall not affect the validity and enforceability of any other remaining provisions.

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SECTION 16 – TERMINATION

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The obligations and liabilities of the parties incurred prior to the termination date shall survive the termination of this agreement for all purposes.

These Terms of Service are effective unless and until terminated by either you or us. You may terminate these Terms of Service at any time by notifying us that you no longer wish to use our Services, or when you cease using our site.

If in our sole judgment you fail, or we suspect that you have failed, to comply with any term or provision of these Terms of Service, we also may terminate this agreement at any time without notice and you will remain liable for all amounts due up to and including the date of termination; and/or accordingly may deny you access to our Services (or any part thereof).

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SECTION 17 – ENTIRE AGREEMENT

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The failure of us to exercise or enforce any right or provision of these Terms of Service shall not constitute a waiver of such right or provision.

These Terms of Service and any policies or operating rules posted by us on this site or in respect to The Service constitutes the entire agreement and understanding between you and us and govern your use of the Service, superseding any prior or contemporaneous agreements, communications and proposals, whether oral or written, between you and us (including, but not limited to, any prior versions of the Terms of Service).

Any ambiguities in the interpretation of these Terms of Service shall not be construed against the drafting party.

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SECTION 18 – GOVERNING LAW

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These Terms of Service and any separate agreements whereby we provide you Services shall be governed by and construed in accordance with the laws of India and jurisdiction of Delhi High Court.

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SECTION 19 – CHANGES TO TERMS OF SERVICE

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You can review the most current version of the Terms of Service at any time at this page.

We reserve the right, at our sole discretion, to update, change or replace any part of these Terms of Service by posting updates and changes to our website. It is your responsibility to check our website periodically for changes. Your continued use of or access to our website or the Service following the posting of any changes to these Terms of Service constitutes acceptance of those changes.

SECTION 20 – CONTACT INFORMATION
 

Questions about the Terms of Service should be sent to us at info@jandclanguageschool.org
 

Address: 27 PG Block, Janakpuri, New Delhi, Delhi 110058