Educational Standards
GLM Behaviour Management Policy
At Greenlane Masjid Madrasah, we believe that all behaviour is communication and that it is important to find out what a child wants to say when he is misbehaving. Misbehaviour is thus not seen as merely an action that needs intervention, but as an opportunity to identify unmet needs that may lie behind a child’s action. We also believe that children are not their behaviour, so whilst we may disapprove behaviour, we never disapprove the child and we make sure that a child never feels disapproved and/or rejected when we disapprove of his behaviour and that we have enough self-awareness in order to not treat children who behave well better than children who misbehave more often. Staff ought to have emotional management skills to not let personal stress and personal circumstances negatively affect interaction with children. Teachers have a high status in children’s eyes and are thus models for children. So, children are more likely to be kind and positive to each other and the teacher when teachers communicate positively and kindly with them. Teachers need to model self-discipline and use language of acceptance rather than rejection, this is a way of showing responsibility in modelling standard and corrected behaviour to the child in a learning environment.
In our interaction with children, we aim to:
Build positive relationships with children and understand that positive relationships form the basis of healthy learning and positive behaviour.
Focus on what children do well over what they don’t do well and encourage it by recognising it, voicing it and praising it.
Clearly Inform children of what the expected positive behaviour is and embed it into the learning environment by talking about it and repeating it in various forms and ways.
Formulate expected behaviour positively rather than negatively by using do’s instead of don’ts wherever possible.
Ignore minor misbehaviours (whenever safe) of a child in a group whilst simultaneously praising the desired behaviour (proximity praise) to stimulate the misbehaving child to imitate his positively behaving peers without feeling put on the spot.
When possible, ignore minor misbehaviours, such as one-off fidgets and irritation. Behaviour that gets a lot of attention from other children (i.e., Peers reinforce the behaviour by laughing for example) or is overly persistent, should not be ignored to ensure the environment is kept pleasant for all children and works towards positive learning.
Use plenty of visual cues, such as putting finger before mouth to indicate silence or putting finger up to indicate asking for a turn to gently remind children of the desired behaviour.
Use plenty of visual cues, such as putting finger before mouth to indicate silence or putting finger up to indicate asking for a turn to gently remind children of the desired behaviour.
Give children chances to correct their behaviour by means of reminders.
Use consequences only as a last resort and only when the points are well implemented.
Whenever possible, use consequences that directly relate to the action (such as not allowing a child to play with an object he throws) to improve children’s understanding of the consequences and learning from the consequences. Remember that consequences are not implemented to punish the child, but to help a child learn and understand boundaries and accepted behaviour of the learning environment they are in.
We never:
Use corporal punishment (e.g., hitting).
Ignore unsafe misbehaviour (e.g., children throwing tantrums by banging their head on the floor, physical aggression).
Ignore verbal aggression (such as bullying, shaming, belittling, name calling or vulgar language).
Should these unsafe behaviour or verbal aggression be shown by children, it is the tutors to take the appropriate action in reporting such behaviour to management by speaking to the Designated Safeguarding Lead and inform management by filling in a Behaviour incident form.
Signed: Head Teacher - Tasneem Guddam
Date: 19/08/2023
Child Protection Code of Conduct for Staff and Volunteers
It is the policy of Green Lane Masjid to safeguard the welfare of all young people by protecting them from neglect and from physical, sexual, and emotional harm. All members of staff and volunteers have a duty to report concerns or suspicions and a right to do so in confidence and free from harassment.
Do remember that you are always a role model, inside and outside of the masjid. Set a good example for others to follow.
Do remember that you have been placed in a position of trust - do not abuse this.
Do act within appropriate boundaries, even in difficult circumstances.
Do not rely on your reputation or position to protect you.
Do remember that someone may misinterpret your actions.
Do not use inappropriate, suggestive, or threatening language, whether verbal, written or online
Treatment of others
Do treat everyone with dignity and respect in line with our Islamic values.
Do treat all young people equally – do not show favouritism.
Do respect a young person’s right to personal privacy.
Reporting
Do report all allegations, suspicions, and concerns immediately.
Do not trivialize abuse or let it go unreported.
Do report if you observe children engaging in bullying behaviour or other behaviour that may put them at risk, you must report it to the Designated Safeguarding Lead.
Do report any concerns about the welfare of a child or if you feel someone is behaving inappropriately around children, you have a duty to report your concern to the Designated Safeguarding Lead (DSL).
Our Culture & Environment
Do encourage an open and transparent culture, where people can challenge inappropriate attitudes or behaviours.
Do create an environment where young people feel safe to voice their concerns.
Do plan activities that involve more than one other person being present, or at least within sight and hearing of others (clearly visible through windows and open doors). Do not plan to be alone with a young person.
Do not allow activities that encourage bullying behaviour including initiation ceremonies, dares or forfeits.
Do make everyone aware of our safeguarding arrangements and share our Code of Conduct.
Our Culture & Environment
Do not join in physical contact games with young people.
Do prioritise the safety and wellbeing of the child.
Do not overstep the boundaries between yourself and young people by engaging in friendships or sexual relationships.
Do always act within professional boundaries - ensure all contact with children is essential to the project / activity you are working on and via professional routes i.e. emails/class dojo. You must always use GLM equipment when interacting with children as the use of personal phones or cameras is not permitted.
Do not ever give out your personal contact details, do not 'friend' or 'follow' children you are working with on social networking sites.
Do not assume sole responsibility for a child and only take on practical caring responsibilities such as taking a child to the toilet in an emergency. If a child needs care alert the parents.
Do not ever lose sight of the fact that you are always with children - behave appropriately and use appropriate language.
Child Volunteers
Do obtain parental consent before allowing a child/young person to volunteer – completed form to be handed to HR.
Do assign an adult Supervisor who will accompany the child/young person at all times while they are volunteering (this Supervisor must be DBS checked).
Do a Risk Assessment for the activity must be carried out and include the Safeguarding of the child volunteers.
Do remember they are children first, and volunteers second.
Lateness, Sickness and Absence Policy
Greenlane Madrasah recognises that employee’s attendance and punctuality maybe effected by personal circumstances. To ensure that all staff are treated in a consistent and equitable manner, this document provides the framework for dealing with such circumstances.
Absence: whether due to illness or any other circumstances is defined (for the purpose of this document) as the non-attendance of workers when they are contracted to attend.
Lateness: lateness is the attendance of an employee after the start of a contracted hour, even by a minute. Tutors/ Teaching assistants and Volunteers must all recognise that the hours dedicated to the Madrasah are agreed upon and are no more than 3 hours per day. Finding cover tutors late is always to the unfair detriment of the child. Therefore, it is the managements responsibility to deliver this service carefully by placing procedures in place to protect the consistent learning of the Muslim Child at Greenlane Madrasah.
Procedures
Absence procedures:
Any emergency sickness/absence should be reported to Head Teacher/ Co Ordinator by 7am,
by telephoning his/her mobile number (all staff should take a note of this) giving a clear
indication of the nature of the illness/absence and a likely return date. (It is the responsibility
of the staff member to ensure their absence has been received by the Headteacher- a text is
not acceptable).
The Co Ordinator should report any sickness/absence to the Headteacher by
9:00 am at latest. The Headteacher is required to make every effort to ensure cover for the
madrasah. Regular absence of more than twice in a term will affect the teacher’s position.
Absence of once per month or more will lead to a ‘position to remain discussion’ with the
Headteacher. This is to establish the reason for and the cause of the absence, to consider
whether there is anything the Headteacher or organisation can do to help and to confirm that the employee is fit to return to work.
The Co Ordinator’s Discussion should take place with the Headteacher. A more formal review will be triggered by frequent short-term absences e.g., three periods of absence in a six-month period; or after any long-term absence. Absences of one to three days will be considered as ‘short term’ absence. Absences of four days or more will be considered as ‘long term’ absence. If an explanation for absence is not forthcoming or considered to be unsatisfactory, disciplinary procedures will apply. All records relating to staff absence/sickness will be stored confidentially and securely.
Time Off for Dependants In emergencies where normal childcare arrangements break down
or where an employee is primarily or solely responsible for a child, dependent relative or
partner who becomes ill or incapable, then an employee can request up to two days leave to
organise appropriate care. This leave will be unpaid, and the request should be made to the
Headteacher as soon as a problem is identified Time off for Medical Appointments Where possible, appointments for Doctor, Dentist, Optician, Hospital etc. should be made outside of normal working hours.
Lateness Procedures:
Lateness should be reported to the ‘correct Headteacher’ responsible as soon as possible or
30mins before the start of working hours at the latest. Any emergency lateness should be
reported as soon as possible.
It is the employee’s responsibility to ensure that notification of being late reaches the
Headteacher without fail, for this reason a text message or voice message will not be
Sufficient.
Consequences of lateness:
All staff members should arrive at least 10 minutes prior to the start of their contracted hour.
Lateness of 10 minutes or more will result in a deduction of first hour of their hourly pay.
Lateness of 20 minutes or more will result in the deduction of a full hour of their hourly pay.
Date: 25/08/2023 Signed: Head Teacher – Tasneem Guddam
Children's Health and Precaution Policy
Objective: The primary goal of this policy is to maintain a healthy and safe environment for all children attending our Madrasah. By implementing specific guidelines regarding sickness and taking necessary precautions, we aim to prevent the spread of illness and ensure the well-being of both children and staff.
- Vomiting or Diarrhoea: Policy: Any child who has experienced vomiting or diarrhoea is not permitted to attend the Madrasah for a minimum of 48 hours from the last episode. Action: Parents and guardians are responsible for notifying the Madrasah immediately if their child has vomited or had diarrhoea. The child may return to the Madrasah only after 48 hours of symptom-free duration.
- Pain Management: Policy: Children experiencing pain must receive appropriate medication, such as Calpol, before attending the Madrasah. Action: Parents and guardians are required to administer the recommended pain relief medication based on the child’s needs. If a child continues to experience pain, further communication with the Madrasah is necessary to determine the appropriate course of action.
- Fever: Policy: Children with a fever are not allowed to attend the Madrasah until they are fever-free without the use of fever-reducing medication for at least 24 hours. Action: Parents and guardians must monitor their child’s temperature regularly. If a child develops a fever, they should be kept at home until the fever has subsided for a minimum of 24 hours without the use of fever-reducing medication.
- Parental Responsibility: Parents and guardians play a crucial role in the implementation of this policy. They are expected to communicate promptly with the Madrasah about their child’s health status and follow the recommended timelines for re-entry after illness.
- Communication: Parents and guardians are encouraged to communicate openly with the Madrasah staff about any health concerns their child may be experiencing. Timely and transparent communication ensures the safety and well-being of all children in the Madrasah.
- Staff Training: All staff members will be trained on the implementation of this policy, emphasizing the importance of consistent adherence to health and safety guidelines.
This policy is designed to create a healthy and secure environment for all children attending our
Madrasah. It is essential for parents, guardians, and staff to work together to maintain the wellbeing of the children in our care.
Signed: Head Teacher – Tasneem Guddam
Date: 19/01/2024
Greenlane Madrasah Disciplinary Policy and Procedure
INTRODUCTION
- It is necessary to have a minimum number of rules in the interests of the whole organisation.
- The rules set standards of performance and behaviour whilst the procedures are designed to help promote fairness and order in the treatment of individuals. It is our aim that the rules and procedures should emphasise and encourage improvement in the conduct of individuals, where they are failing to meet the required standards, and not be seen merely as a means of punishment. We [Greenlane Madrasah] reserve the right to amend these rules and procedures where appropriate.
- Every effort will be made to ensure that any action taken under this procedure is fair, with you being given the opportunity to state your case and appeal against any decision that you consider to be unjust.
- The following rules and procedures should ensure that: –
a. the correct procedure is used when requiring you to attend a disciplinary hearing;
b. you are fully aware of the standards of performance, action and behaviour required of you;
c. disciplinary action, where necessary, is taken speedily and in a fair, uniform and consistent manner;
d. you will only be disciplined after careful investigation of the facts and the opportunity to present your side of the case. On some occasions temporary suspension may be necessary in order that an uninterrupted investigation can take place. This must not be regarded as disciplinary action or a penalty of any kind;
e. other than for an “off the record” informal reprimand, you have the right to be accompanied by a fellow employee at all stages of the formal disciplinary process.
f. you will not normally be dismissed for a first breach of discipline, except in the case of gross misconduct; and
g. if you are disciplined, you will receive an explanation of the penalty imposed and you will have the right to appeal against the finding and the penalty.
DISCIPLINARY RULES
It is not practicable to specify all disciplinary rules or offences that may result in disciplinary action, as they may vary depending on the nature of the work. In addition to the specific examples of unsatisfactory conduct, misconduct and gross misconduct shown in this handbook, a breach of other specific conditions, procedures, rules etc. that are contained within this handbook or that have otherwise been made known to you, will also result in this procedure being used to deal with such matters.
RULES COVERING UNSATISFACTORY CONDUCT AND MISCONDUCT
These are examples only and not an exhaustive list)
- You will be liable to disciplinary action if you are found to have acted in any of the following ways:
- failure to abide by the general health and safety rules and procedures;
- smoking or the use of any drugs or intoxicants.
- persistent absenteeism and/or lateness;
- unsatisfactory standards or output of work;
- rudeness towards service users, members of the public or other employees, objectionable or insulting behaviour, harassment, bullying or bad language;
- failure to devote the whole of your time, attention and abilities to your role and its affairs during your normal working hours;
- failure to carry out all reasonable instructions or follow our rules and procedures;
- unauthorised use or negligent damage or loss of our property;
- failure to report immediately any damage to property or premises caused by you;
SERIOUS MISCONDUCT
- Where one of the unsatisfactory conduct or misconduct rules has been broken and if, upon investigation, it is shown to be due to your extreme carelessness or has a serious or substantial effect upon our operation or reputation; you may be issued with a final written warning in the first instance.
- You may receive a final written warning as the first course of action, if, in an alleged gross misconduct disciplinary matter, upon investigation, there is shown to be some level of mitigation resulting in it being treated as an offence just short of dismissal.
RULES COVERING GROSS MISCONDUCT
Occurrences of gross misconduct are very rare because the penalty is dismissal without notice and
without any previous warning being issued. It is not possible to provide an exhaustive list of
examples of gross misconduct. However, any behaviour or negligence resulting in a fundamental
breach of contractual terms that irrevocably destroys the trust and confidence necessary to continue the employment relationship will constitute gross misconduct.
Examples of offences that will normally be deemed as gross misconduct include serious instances of:
a. theft or fraud;
b. physical violence or bullying;
c. deliberate damage to property;
d. deliberate acts of unlawful discrimination or harassment;
e. possession, or being under the influence, of illegal drugs at work;
f. breach of health and safety rules that endangers the lives of, or may cause serious injury to,
employees or any other person;
g. maltreatment of service users;
h. failure to report an incident of abuse, or suspected abuse of a service user;
i. abandoning duty without notification or sleeping on duty;
j. acceptance of gifts & hospitality in contravention of Corruptions Acts (1906);
k. failure to give notice of any pecuniary interest of which you are aware, in a contract which has
been, or is proposed to be, entered by the organisation;
l. wilful misrepresentation at the time of appointment including:
- Previous positions held
- Qualifications held
- Falsification of date of birth
- Declaration of health
- Failure to disclose a criminal conviction/caution within the provisions of the Rehabilitation of Offenders Act;
m. wilful misrepresentation at any time during employment in connection with qualifications held;
n. deliberate disclosure of privileged confidential information to unauthorised people;
o. negligent or deliberate failure to comply with the requirements of the organisation’s policy &
procedure concerning medicines;
DISCIPLINARY RULES
- Disciplinary action taken against you will be based on the following procedure:
| Offence | First Occasion | Second Occasion | Third Occasion | Fourth Occasion |
| Unsatisfactory Conduct | Formal Verbal Warning | Written Warning | Final Written Warning | Dismissal |
| Misconduct | Written Warning | Final Written Warning | Dismissal | |
| Serious Misconduct | Final Written Warning | Dismissal | ||
| Gross Misconduct | Dismissal |
- We retain discretion in respect of the disciplinary procedures to take account of your length of service and to vary the procedures accordingly. If you have a short amount of service, you may not be in receipt of any warnings before dismissal, but you will retain the right to a disciplinary hearing and you will have the right of appeal.
- If a disciplinary penalty is imposed it will be in line with the procedure outlined above, which may encompass a formal verbal warning, written warning, final written warning, or dismissal, and full details will be given to you.
- In all cases warnings will be issued for misconduct, irrespective of the precise matters concerned, and any further breach of the rules in relation to similar or entirely independent matters of misconduct will be treated as further disciplinary matters and allow the continuation of the disciplinary process through to dismissal if the warnings are not heeded.
The operation of the disciplinary procedure contained, in the previous section, is based on the following authority for the various levels of disciplinary action. However, the list does not prevent another level of seniority, in the event of the appropriate level not being available, or suitable, progressing any action at whatever stage of the disciplinary process.
Formal verbal warning Manager/Headteacher
Written warning: Manager/Headteacher
Final written warning: Manager/Headteacher
Dismissal: Manager/ Headteacher
1. Formal verbal warning
A formal verbal warning will normally be disregarded for disciplinary purposes after a three-month period.
2. Written warning
A written warning will normally be disregarded for disciplinary purposes after a six-month period.
3. Final written warning
A final written warning will normally be disregarded for disciplinary purposes after a twelve-month period.
- If you are in a supervisory or managerial position then demotion to a lower status may be considered as an alternative to dismissal except in cases of gross misconduct.
- In exceptional circumstances, suspension from work without pay for up to five days as an alternative to dismissal (except dismissal for gross misconduct) may be considered by the person authorised to dismiss.
- Gross misconduct offences will result in dismissal without notice.
- You have the right to appeal against any disciplinary action.
- We reserve the right to allow third parties to chair any formal meetings.
CAPABILITY/DISCIPLINARY APPEAL PROCEDURE
- You have the right to lodge an appeal in respect of any capability/disciplinary action taken against you.
- If you wish to exercise this right you should apply either verbally or in writing to the person indicated in your individual Statement.
- It may be necessary for the appeal to be heard by the person who took the original action, and it is therefore important that your appeal gives details of why the penalty imposed is either too severe, inappropriate or unfair in the circumstances.
- If you are appealing on the grounds that you have not committed the offence, it may be necessary for the person conducting the appeal to have a complete re-hearing so that there can be a reappraisal of all matters before a decision is made to grant or refuse the appeal.
- You may be accompanied at the appeal hearing by a fellow employee of your choice and the result of the appeal will be made known to you in writing, normally within five working days after the hearing. This is the final stage of the appeal process.
- We reserve the right to allow third parties to attend any formal meetings.
Date: 19/09/2023
Time: 15:50
Signed: Headteacher/ Tasneem Guddam
Mobile Phone Usage Policy for Greenlane Madrasah
Objective: This policy is established to ensure a focused and conducive learning environment within Greenlane Madrasah by regulating the use of mobile phones among both teachers and students.
1.Teachers’ Mobile Phone Usage:
a. Classroom Hours: – Teachers are prohibited from using personal mobile phones during instructional hours unless it is an emergency or if it is the only means to record keeping and urgent contact with management. – Emergency calls should be made discreetly and outside the classroom to minimise disruption.
b. Professionalism: – Teachers should maintain professionalism in all mobile phone communications, refraining from inappropriate content or language and communication unrelated to work.
c. Emergency Communication: – In case of an emergency, teachers should inform the Madrasah administration and take necessary steps while minimizing disruption to the learning environment.
2. Students’ Mobile Phone Usage:
a. Classroom Hours: – Students are strictly prohibited from using mobile phones during class hours, including breaks, unless explicitly permitted by the teacher for educational purposes.
b. Storage: – Students must keep their mobile phones switched off or in silent mode and stored securely in their bags or designated areas during class hours. If students do not abide by this then teachers are required to allocate a designated storage for phones at the beginning of the lesson and return phones to the students at the end of the lesson.
c. Emergency Communication: – In case of an emergency, students should inform their teacher, who will then take appropriate action.
d. Violation Consequences: – First Offense: Verbal warning and temporary confiscation of the mobile phone. – Second Offense: Written warning, parental notification, and a meeting to discuss the issue. – Third Offense: Meeting with parents, temporary suspension of mobile phone privileges.
3. General Guidelines:
a. Educational Use: – Mobile phones may be used for educational purposes under the guidance of teachers, with prior approval.
b. Social media: – The use of social media during class hours is strictly prohibited for both teachers and students unless it is part of an educational activity.
c. Personal Responsibility: – Users (both teachers and students) are responsible for the security and proper use of their mobile phones. The Madrasah is not liable for lost or stolen devices.
Review and Amendments: This policy will be reviewed annually and amended as necessary to adapt to changes in technology or learning requirements.
Adherence to this Mobile Phone Usage Policy is crucial in maintaining a focused and respectful learning environment within Greenlane Madrasah. Your cooperation and commitment to these guidelines are greatly appreciated.
Tasneem Guddam
[Headteacher]
Date: 26/01/2024
Safegaurding Policy
SAFEGUARDING VULNERABLE GROUPS (BARRED LISTS)
The Disclosure and Barring scheme is designed to give greater protection to vulnerable groups. As a care provider, we are obliged to check that potential new workers are not on the Barred List before allowing them to work for us. We are unable to employ anyone in a care capacity who is on this list.
We also have a duty to refer any worker to the Disclosure and Barring Service where we suspect any case of abuse. The Barred Lists are now managed by the Disclosure and Barring Service.
SAFEGUARDING ADULTS AT RISK POLICY
The purpose of this policy is to outline the duty and responsibility of staff and volunteers working on behalf of the organisation in relation to safeguarding adults at risk.
All adults have the right to be safe from harm and must be able to live free from fear of abuse, neglect and exploitation.
Abuse of an adult at risk may consist of a single act or repeated acts. It may occur as a result of a failure to undertake action or appropriate care tasks. It may be an act of neglect or an omission to act, or it may occur where a vulnerable person is persuaded to enter into a financial or sexual transaction to which they have not, or cannot, consent.
Abuse can occur in any relationship and may result in significant harm to, or exploitation of, the individual. Concerns about abuse may be raised and reported to the regulatory body as a result of a single incident or repeated incidents of abuse.
Anyone who has concerns about poor care standards and neglect in a care setting may raise these within the service, with the regulatory body and/or with the social services agency.
THE ROLE OF STAFF AND VOLUNTEERS
All staff and volunteers working on behalf of the organisation have a duty to promote the welfare and safety of adults at risk. Staff and volunteers may receive disclosures of abuse and observe adults who are at risk. This policy will enable staff/volunteers to make informed and confident responses to specific adult protection issues.
It is important that adults at risk are protected from abuse. All complaints, allegations or suspicions must be taken seriously. This procedure must be followed whenever an allegation of abuse is made or when there is a suspicion that an adult at risk has been abused.
Promises of confidentiality must not be given as this may conflict with the need to ensure the safety and welfare of the individual.
A full record shall be made as soon as possible of the nature of the allegation and any other relevant information. This must include information in relation to the date, the time, the place where the alleged abuse happened, your name and the names of others present, the name of the complainant and, where different, the name of the adult who it is alleged has been abused, the nature of the alleged abuse, a description of any injuries observed, the account which has
been given of the allegation.
Any suspicion, allegation or incident of abuse must be reported to the Designated Adult Protection Lead or Senior Manager on that working day where possible.
The nominated member of staff shall telephone and report the matter to the appropriate body/agency. A written record of the date and time of the report shall be made and the report must include the name and position of the person to whom the matter is reported. The telephone report must be confirmed in writing to the relevant local authority adult social services department within 24 hours.
THE ROLE OF THE DESIGNATED ADULT AT RISK PROTECTION OFFICER
The role of the designated officer is to deal with all instances involving adult protection that arise within the organisation. They will respond to all adult at risk protection concerns and enquiries.
The designated Vulnerable Adult Protection Lead for the organisation is (name). Should you have any suspicions or concerns relating to Adult Protection, contact (name).
Training will be provided, as appropriate, to ensure that staff are aware of these procedures. Specialist training will be provided for the member of staff with vulnerable adult protection responsibilities.
Speaker Policy
For the purpose of this Speaker Policy, ‘Speaker’ refers to any person who is presenting or
disseminating information including lecturers, imams, teachers, workshop facilitators,
fundraisers at GLMCC.
This Speakers Policy is aimed at religious and non-religious materials
- Green Lane Masjid and Community Centre (GLMCC) ascribes to the methodology of the Ahl al-Hadith. As such, all speakers must respect the principles of this noble methodology. In particular, all knowledge disseminated from its platforms is in accordance with the Qur’an and Sunnah upon the understanding of the righteous predecessors.
- All speakers must uphold excellent conduct and behaviour at all times.
- Speakers must maintain respect for all persons, including attendees, participants and fellow speakers’, opinions and views, especially if they differ from their own.
- All speakers must wear appropriate clothing and attire which adheres to guidelines in the Qur’an, Sunnah and suitable to be worn in a sacred place of worship.
- Speakers must not engage in or encourage participation in any illicit or dishonest activities, or any other activities which are considered makhrooh (disliked) or haram (forbidden).
- Speakers should be allocated subjects which are appropriate to their level of knowledge
- Speakers must adhere to the topic that has been assigned to them and not digress
- No speaker is permitted to advertise or promote any deviant organisation, personality or idea
- Speakers must not raise funds including sponsorships and donations, for any individual or organisation, without prior written agreement from GLMCC.
The Hifdh/Tilawah Tutor- Role and Responsibilities
The Hifdh tutor is the living example for the child under their supervision. The Character and behaviour of one who has memorised the word of Allah, must embody the instructions and knowledge of the word of Allah to the best of their ability. Remember the words of Aisha (RA) in describing The Prophet Muhammed (Peace be upon Him): ‘His Character was the Quraan’. A Hafidh/ Hafidhah (whether they know part/half or the whole Quraan) is an example of how to behave with oneself alone, in company of others, in the situation of responsibility and in taking accountability privately and in public. A Quraan Tutor will have some knowledge of Hifdh and will therefore be:
- A representative of Allah’s guidance and Book.
- A person initiates a group whose company the Angels seek.
- A person as well as his student in a position of favouritism. ‘The best of you are those who study the Quraan and teach it’
- A person who teaches the reward of making use of time towards being elevated in the eyes of Allah swt.
- A person who the children WANT to follow by example and feel inspired by.
- A person of exceptional and great character that far exceeds normal standards of good manners.
- Good communication with the child’s parents/Guardian and swift response to queries/ emails etc. Late response due to circumstance may be no longer than 3 days.
- A person who uses their wisdom in delivering this knowledge in the best way possible
- A creator and continuer of a positive and effective hifdh environment.
| GLM Tutor CORE qualities | |||
| C- Character | O- Organisation | R- Reflection | E- Eagerness |
| · Passionate about effective teaching · Patient · Wisdom to be make the right choices and say the right things at the right time · Attentive · Dedicated to their role · Reliable in their role · An example for others in their kindness, patience, knowledge, humility and enthusiasm to learn. | · Punctual- Be on time · Professionalism · Good classroom preparation, lesson planning. · Good classroom and time management. · Has the ability to pre-assess, set targets and follow up regularly with child and parent in a positive manner. · Attends training session for development. | · Reflect on what is going well · Reflect on how to improve intention, character, classroom management and teaching style regularly. · Takes accountability before things are pointed out. · Takes accountability with management. · Takes part in group reflections and gives ideas to improve the service of the Madrassah. | · To be conscious of intention and renewing intention to teach every day. · Encourages sincerity within the classroom. · Teaches fear of Allah in utilising time. And IS an example of Taqwa in his use of time and utilising time within his hours of responsibility. · Understands he/she will be questioned for those responsible teaching. |
At Greenlane Madrassah THE CHILD is the centre of our focus. Failing the child is failing our own future. …
It is essential that time used within the classroom environment is utilised, as this is a service which greatly impacts the child, the culture of the Madrassah, the environment, and the future and generations to come. For this reason, GLM madrassah Management take responsibility in utilising the space, employing the correct tutors who can deliver this role effectively and conduct training and accountability tutor journals in order to ensure that teaching is utilised effectively.
Should CORE qualities and practices be neglected or abused, then management reserves the right to set consequences, sanctions and the possibility of disqualifying a tutor from their role.
Things to avoid during teaching hours:
- Late attendance
- Last minute failure to attend or cancellation
- Poor Lesson Planning and/ student follow up.
- Poor Classroom Management – failure to use behaviour and classroom management training strategies delivered by management.
- Breaking the behaviour management policy and code of conduct.
- Showing irresponsibility and lack of professionalism during the lesson. i.e. using the phone, taking phone calls, texting or sharing the phone with students.
- Leaving the children/classroom unattended.
- Failure to report serious concerns of student learning and behaviour to management.
I agree to adhere to these terms and conditions of Greenlane Madrassah Tutor Role and Responsibilities and aspire to follow the above to the best of my ability….
Tutor: ____________________________________________ Date_______________________________
Management: _____________________________________ Date:______________________________
The Islamic Tutor- Role and Responsibilities
The Islamic studies tutor is the living example for the child of what Islam is. The teacher must be conscious that what they embody and exemplify will speak and teach the child before what they say, as research and historical text has emphasised the importance of behaviour as the most effective way of teaching. Even though this tutor is not teaching ‘THE QURAN’ you will refer to revelation (Quran and Hadith) for reference and that is a huge responsibility. Remember the words of Aisha (RA) in describing The Prophet Muhammed (Peace be upon Him): ‘His Character was the Qur’an’.
What an Islamic studies tutor says and what they do in the presence of a child, has an impact and a ripple effect on:
- The child
- The class
- The school environment
- The home they return to.
- The future.
An Islamic Studies tutor is a representative of Allah’s revelation and guidance who:
- Initiates a group whose company the Angels seek.
- Teaches a child what is Islam is, and how it should be taught.
- Builds the identity of a Muslim from the core.
- Empowers the Muslim child to maintain the deen.
- Empowers the Muslim child to deliver it to others.
- A person who the children WANT to follow by example and feel inspired by.
- A person of exceptional and great character that far exceeds normal standards of good manners.
- Good communication with the child’s parents/Guardian and swift response to queries/ emails etc. Late response due to circumstance may be no longer than 3 days.
- A person who uses their wisdom in delivering this knowledge in the best way possible
- A creator and continuer of a positive and effective Islamic environment.
| GLM Tutor CORE qualities | |||
| C- Character | O- Organisation | R- Reflection | E- Eagerness |
| · Passionate about effective teaching · Patient · Wisdom to be make the right choices and say the right things at the right time · Attentive · Dedicated to their role · Reliable in their role · An example for others in their kindness, patience, knowledge, humility and enthusiasm to learn. | · Punctual- Be on time · Professionalism · Good classroom preparation, lesson planning. · Good classroom and time management. · Has the ability to pre-assess, set targets and follow up regularly with child and parent in a positive manner. · Attends training session for development. | · Reflect on what is going well · Reflect on how to improve intention, character, classroom management and teaching style regularly. · Takes accountability before things are pointed out. · Takes accountability with management. · Takes part in group reflections and gives ideas to improve the service of the Madrassah. | · To be conscious of intention and renewing intention to teach every day. · Encourages sincerity within the classroom. · Teaches fear of Allah in utilising time. And IS an example of Taqwa in his use of time and utilising time within his hours of responsibility. · Understands he/she will be questioned for those responsible teaching. |
At Greenlane Madrassah THE CHILD is the centre of our focus. Failing the child is failing our own future. …
It is essential that time used within the classroom environment is utilised, as this is a service which greatly impacts the child, the culture of the Madrassah, the environment, and the future and generations to come. For this reason, GLM madrassah Management take responsibility in utilising the space, employing the correct tutors who can deliver this role effectively and conduct training and accountability tutor journals in order to ensure that teaching is utilised effectively.
Should CORE qualities and practices be neglected or abused, then management reserves the right to set consequences, sanctions and the possibility of disqualifying a tutor from their role.
Things to avoid during teaching hours:
- Late attendance
- Last minute failure to attend or cancellation
- Poor Lesson Planning and/ student follow up.
- Poor Classroom Management – failure to use behaviour and classroom management training strategies delivered by management.
- Breaking the behaviour management policy and code of conduct.
- Showing irresponsibility and lack of professionalism during the lesson. i.e. using the phone, taking phone calls, texting or sharing the phone with students.
- Leaving the children/classroom unattended.
- Failure to report serious concerns of student learning and behaviour to management.
I agree to adhere to these terms and conditions of Greenlane Madrassah Tutor Role and Responsibilities and aspire to follow the above to the best of my ability….
Tutor: ____________________________________________ Date:_______________________________
Management: _____________________________________ Date: ______________________________
The Qaida Tutor - Role and Responsibilities
The Qaida tutor is the living example for the child under their supervision. He/ She is also responsible for building the foundation for the child’s pronunciation, reading as well as drive, interest and passion to learning and starting a personal journey with memorisation of the Qur’an. The Character and behaviour of the Qaida tutor must be patient, passionate and creative in delivering effectively to the child.
As a tutor at Greenlane Masjid, all tutors are representatives of the Masjid. As for those who educate at the Masjid, they should embody a better level of:
- Qualification in Qaida and Tajweed
- Patience with struggle and pace of the student
- Passion to drive and encourage the student to improve their level.
- Creativity in delivering the lessons. This is key for the age of the majority of the students who study at this level.
All GLM Tutors will have some knowledge of Quranic Sciences and will therefore be:
- A representative of Allah’s guidance and Book.
- A person initiates a group whose company the Angels seek.
- A person as well as his student in a position of favouritism. ‘The best of you are those who study the Qur’an and teach it’
- A person who teaches the reward of making use of time towards being elevated in the eyes of Allah SWT.
- A person who the children WANT to follow by example and feel inspired by.
- A person of exceptional and great character that far exceeds normal standards of good manners.
- Good communication with the child’s parents/Guardian and swift response to queries/ emails etc. Late response due to circumstance may be no longer than 3 days.
- A person who uses their wisdom in delivering this knowledge in the best way possible
- A creator and continuer of a positive and effective Quranic learning environment.
| GLM Tutor CORE qualities | |||
| C- Character | O- Organisation | R- Reflection | E- Eagerness |
| · Passionate about effective teaching · Patient · Wisdom to be make the right choices and say the right things at the right time · Attentive · Dedicated to their role · Reliable in their role · An example for others in their kindness, patience, knowledge, humility and enthusiasm to learn. | · Punctual- Be on time · Professionalism · Good classroom preparation, lesson planning. · Good classroom and time management. · Has the ability to pre-assess, set targets and follow up regularly with child and parent in a positive manner. · Attends training session for development. | · Reflect on what is going well · Reflect on how to improve intention, character, classroom management and teaching style regularly. · Takes accountability before things are pointed out. · Takes accountability with management. · Takes part in group reflections and gives ideas to improve the service of the Madrassah. | · To be conscious of intention and renewing intention to teach every day. · Encourages sincerity within the classroom. · Teaches fear of Allah in utilising time. And IS an example of Taqwa in his use of time and utilising time within his hours of responsibility. · Understands he/she will be questioned for those responsible teaching. |
At Greenlane Madrassah THE CHILD is the centre of our focus. Failing the child is failing our own future…
It is essential that time used within the classroom environment is utilised, as this is a service which greatly impacts the child, the culture of the Madrassah, the environment, and the future and generations to come. For this reason, GLM madrassah Management take responsibility in utilising the space, employing the correct tutors who can deliver this role effectively and conduct training and accountability tutor journals in order to ensure that teaching is utilised effectively.
Should CORE qualities and practices be neglected or abused, then management reserves the right to set consequences, sanctions and the possibility of disqualifying a tutor from their role.
Things to avoid during teaching hours:
- Late attendance
- Last minute failure to attend or cancellation
- Poor Lesson Planning and/ student follow up.
- Poor Classroom Management – failure to use behaviour and classroom management training strategies delivered by management.
- Breaking the behaviour management policy and code of conduct.
- Showing irresponsibility and lack of professionalism during the lesson. i.e. using the phone, taking phone calls, texting or sharing the phone with students.
- Leaving the children/classroom unattended.
- Failure to report serious concerns of student learning and behaviour to management.
I agree to adhere to these terms and conditions of Greenlane Madrassah Tutor Role and Responsibilities and aspire to follow the above to the best of my ability….
Tutor: ____________________________________________ Date_______________________________ Management: _____________________________________ Date: ______________________________
Green Lane Madrasah Enrolment and Fee Policy
A non-refundable registration fee of £30 is payable with the application.
The fees payable for this academic year are £600 for Onsite, £552 for online and £732 for Pure Hifdh. Parents have three options to pay the fees:
- Payment in full on the first day of the academic year.
- Termly instalment
| Term | Amount Due | Due Date |
| Term 1 | Onsite: £200 Online: £184 Pure Hifdh: £244 | 01/09/2024 |
| Term 2 | Onsite: £200 Online: £184 Pure Hifdh: £244 | 01/01/2025 |
| Term 3 | Onsite: £200 Online: £184 Pure Hifdh: £244 | 01/04/2025 |
- 12 monthly installments of £50 for onsite, £46 for online and £61 for pure hifdh via Teach n Go online portal.
Greenlane Madrasah Fee Payment and Student Removal Policy
At Greenlane Madrasah, we are committed to providing quality education while maintaining fair and transparent administrative practices. This policy outlines procedures for addressing unpaid fees and the resulting consequences if fees remain outstanding for an extended period.
Parents or guardians of students enrolled at Greenlane Madrasah are required to pay fees promptly according to the specified schedule. Fees contribute to educational resources, facility maintenance, and operational costs essential for maintaining high educational standards.
Fees will be charged up until the date parents officially withdraw their child from the madrasah. To ensure accurate billing and record updates, written notice of withdrawal is required.
Non-payment of fees
Non-payment of fees for 2 months or over will result in a pupil being excluded from lessons or removed from the
admissions register.
The following process will be followed to recover any outstanding fees:
Stage 1 – Text message or phone call advising parents to pay fees within 2 working days
Stage 2 – Letter sent home advising parents to pay fees within 5 working days of the date of
the letter
Stage 3 – If fees are not paid following stage 2, then the pupil will be excluded from lessons
for up to 3 days.
Stage 4 – If fees remain outstanding following exclusion from lessons, the pupil will be
removed from the madrasah’s admission register.
You can contact the madrasah admin for further information.
If a pupil is withdrawn from Madrasah, then the fees for that month will be due and payable.
Re-Enrolment Procedure:
To re-enrol a student who has been removed due to unpaid fees, parents or guardians must:
- Settle all outstanding fees in full.
- Submit a re-enrolment request to the Greenlane Madrasah administration.
Appeal Process:
Parents or guardians may appeal the removal decision due to extenuating circumstances (e.g., financial hardship) by submitting a formal appeal in writing to the Greenlane Madrasah administration and applying for sponsorship fund if necessary.
The administration will review appeals on a case-by-case basis and decide within a reasonable timeframe.
Confidentiality:
All financial matters related to fee payment and student removal will be treated with confidentiality and handled discreetly by the Greenlane Madrasah administration.
Date: 23/08/2024
Greenlane Masjid Madrasah Dress Code Policy
The purpose of this policy is to ensure that all staff and students of Greenlane Masjid Madrasah maintain a respectful and modest appearance in accordance with Islamic guidelines. This policy outlines the required attire for all individuals attending the Madrasah, to uphold the sanctity and decorum of our Muslim environment. This policy applies to all staff members, students, and visitors within the premises of Greenlane Masjid Madrasah. All individuals attending Greenlane Masjid Madrasah including staff and children are required to adhere to the following dress code:
Teachers and students must wear thobes. The thobe should be clean, non-transparent, and modest in design.
Girls and Women:
Must wear an abaya and hijab.
The abaya and hijab should be non-attractive in design, non-transparent, and cover the body modestly.
No use of perfume is permitted.
General Guidelines:
Clothing should be loose-fitting and cover the body adequately. All attire should be free from offensive language, symbols, or imagery. Attire should be neat and clean.
All staff members are expected to set an example by adhering strictly to the dress code. Unless there are dire circumstances when staff may come in modest clothing that is covering yet not strictly abaya or thobe.
Students:
Parents and guardians are responsible for ensuring their children adhere to the dress code before attending Madrasah. Students not complying with this policy will not be allowed to attend the session.
Parents will be contacted to bring appropriate attire or to take the student home. The Madrasah administration reserves the right to enforce this policy. Regular checks will be conducted to ensure compliance. Non-compliance will result in immediate action to uphold the dress code standards.
This policy will be communicated to all staff members, students, and parents at the beginning of each academic year. It will be available on the Greenlane Masjid Madrasah website and in the student handbook.
