Yoga Alliance Policies

Payment and Refund Registration & Tuition Fees for YTTC

Once an application for a teacher training is confirmed, the applicant will be invoiced a registration fee of £500 to be paid within 10 days. The deadline to pay Early Bird Course Fees is 5 weeks prior to the start date of training. Full Course Fees are due 4 weeks prior to training start. Students can apply in writing for a payment plan. In case of a payment plan the exact dates for the installments will be set, and full Course Fees will need to be settled after half of the course. In case of late or missing installments, Tribe Yoga Academy has the right to deny the student the continuation or access to this specific course and defer the paid fees to a later training course (see deferral policy). An applicant who is denied admission into the program is entitled to a full refund of all money paid by said applicant.

Homework late submission penalty

Please note that the home practice is an essential part of the training and that timely homework submissions are expected. An extension for homework submissions might be given, however the student needs to apply for the extension in writing at least 3 days before the submission is due.

Cancellation or withdrawal for teacher training courses

If a student wishes to cancel or withdraw from a teacher training course, the following refund policy applies: The £500 registration fee is non-refundable. Any fee paid is non-refundable and non-transferrable 30 days before the commencement of the training. If cancelled more than 30 days prior to the start of the course, students might be allowed to transfer the fee paid to a later training, however, at the discretion of Tribe Yoga Academy’s management. We reserve the right to cancel a course at any given time if enrolment numbers are not met. If a course is cancelled by Tribe Yoga Academy: A full refund of deposit will be issued. Option to defer will be granted. Tribe Yoga Academy will not be liable for any money lost to bookings.

Deferral of a teacher training course

If a trainee wishes to defer their training to a later date the following conditions apply:

  • All deferral requests must be made in writing to Tribe Yoga Academy.
  • All deferral requests will be considered and granted at the discretion of Tribe Yoga Academy management and we reserve the right to refuse deferral.
  • If a student defers the completion of the training to a later course, additional admin and study material costs may incur.
  • Deferrals are subject to availability on each course
  • A maximum of 2 deferrals and re-registrations are granted.
  • Course deferral must be made within 1.5 year of the initial booking.
  • All fees being transferred onto another course are non-refundable.

Code of Conduct

We are committed to holding high ethical standards for our yoga teachers. The purpose of the Code of Conduct is to ensure a safe and nurturing environment in which students can learn and instructors can teach. We believe that it is the responsibility of a teacher to ensure a safe environment in which our students can grow physically, mentally, and spiritually. Students are looking for guidance from teachers with authenticity, experience, and wisdom. Students are expected to honour and uphold the code of conduct during the duration of the training with Tribe Yoga Academy.
While it is not possible for school to list all possible conduct, here are those most likely to happen. Moreover, students are expected to follow additional guidance and warnings from school management, if any. Please go through the following code of conduct applicable to students participating in courses and activities at Tribe Yoga Academy.

  • No alcohol, smoking, e-cigarettes, drugs or any addictive substances are permitted inside Tribe Yoga Academy premises. We promote physical and emotional purification during the training. If you have a strong addiction for any of the vices, please try to keep it to a minimal and at a far distance from Tribe Yoga Academy premises.
  • No verbal or behavioral aggression, including passive aggression will be tolerated towards classmates, school management team and teachers at any time. This includes gossip, harassment, bullying or any other behaviour that is inappropriate or disruptive to the welfare of the program or to fellow students.
  • Students are required to attend 100% of the training hours. Late attendance will be counted as no attendance and the missed hours will be deducted from 200Hrs.
  • No using mobile phones, tablets, iPads, laptops during the training hours will be not permitted without prior permission of the teaching staff.
  • No food or beverage will be allowed during training lectures and practice hours in the training room. Sufficient breaks will be given to relax the mind and refuel the body. Only water bottles will be allowed in the training space.

Attendance Policy

The Yoga Alliance™ standards are mandatory for Tribe Yoga Academy, and a curriculum must be completed in full for trainees to obtain the certification. However, life happens. Please read our Attendance Policy carefully.

Missing Training Hours

We require 100% attendance to graduate and receive a certificate of completion from our program. Class attendance will be taken throughout the training. In the case of any emergency absences, please notify the programme director immediately. If a student has planned absences that conflict with attendance in the programme, please contact the programme director well in advance via email to discuss options. Each student is responsible for scheduling make-up time with the programme director. Students must pay an additional cost for private make-up sessions with a teacher at an hourly rate of £100. This includes the Trainer’s rate, admin fees and venue hire. Each student is expected to be at each session 5 minutes before the start time in order to set up and so that the training may start on time. If the student is late, this will result in a deduction of this session from their total contact training hours and needs to be made up for.

Withdrawal Policy

If a student wishes to withdraw from our programme for any reason, they must first contact the programme director to discuss their reasons for withdrawal. A refund is not given in this case but the option to defer to another training at the discretion of the programme director may be offered, according to our payment & refund policy.

Termination from Programme

The programme may decide to terminate any student’s participation in the programme if:
  • false information was used in the admission process that materially affects the programme
  • the student missed more than 10% of any subject category
  • the student is absent for more than 2 consecutive days without contacting the programme director
  • the student fails to make timely payments of tuition
If the programme director decides to end the student’s participation in the programme, the student is not entitled to any prior payments or fees. All prior payments and fees are non-refundable and non-transferable.

Termination from Program: Bad Conduct

No refunds will be given if the programme director removes a student from the programme for bad conduct. Bad conduct is violation of the Code of Conduct, gossip, harassment, bullying, or any other behaviour that is inappropriate or disruptive to the welfare of the programme or to fellow students.

Anti-Harassment Policy

We do not permit managers, employees, teachers, independent contractors, students, or others in the workplace to harass any other person because of age, gender (including pregnancy), race, ethnicity, culture, national origin, religion, sexual orientation, disability, socioeconomic status, genetic information, or any other basis proscribed by law. Harassment includes epithets, slurs, name calling, negative stereotyping, insults, intimidation, ridicule, threatening, intimidating or hostile acts, denigrating jokes, and display in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic. Petty slights, annoyances, and isolated minor incidents may not rise to the level of harassment. We strictly prohibit sexual misconduct in Tribe Yoga Academy. Sexual misconduct refers to any unwelcome sexual advance including requests for sexual favors, sexual touching, and verbal, visual, or physical conduct that creates a sexually hostile environment at Tribe Yoga Academy. This includes misconduct towards school staff, teachers and students. Violation within this section will be reported to concerned government authorities. Teachers shall not invite, respond to, or allow any sexual or romantic conduct with a student during the period of the teacher-student relationship. Sexual or romantic interactions that occur during the teacher-student relationship constitute sexual misconduct and are unethical. Sexual or romantic interactions detract from the goals of the teaching relationship, may exploit the vulnerability of the student, may obscure the teacher’s judgement concerning the student, may be detrimental to the student’s well-being and damage the reputation of the yoga community. Yoga teachers must maintain professional boundaries in their relationships with students so that the best interests of the students are served. The interests of the teacher are not relevant: the art of teaching yoga is focused on serving the spiritual needs of the student. The teacher-student relationship involves an imbalance of power and any appearance that this imbalance has been exploited for the sexual purposes of the teacher is unethical. Even if the relationship is initiated by the student, it must still be avoided by the teacher. If a teacher becomes romantically involved with a student, the teacher will be replaced immediately. The teacher must ensure that any behaviour in dealing with students is always professional and not open to misunderstanding or misinterpretation. If a relationship begins to develop, the teacher should seek the guidance of school management. Violation of any points mentioned in this section will result in deduction of or unpaid salary, and temporary time-out or permanent termination of the employment contract of the teacher.

Grievance Policy

We encourage anyone who has been the subject of sexual misconduct or of any other actions that violates our policies and Code of Conduct to report the incident to the programme director and management staff of Tribe Yoga Academy (henceforth referred to as the “reviewing body”).
The report should contain the following information:
⦁ Your full name
⦁ Your email and phone number
⦁ The name of the person who the grievance is against
⦁ A description of the alleged policy violation
⦁ The date and location of the policy violation
⦁ Names and contact information of any witnesses with first-hand knowledge of the situation
⦁ Any other credible evidence that is available to support the grievance
In the interest of fairness, all reports must be made by the person who has personally experienced the misconduct. We will not investigate a matter based upon a third-party report of misconduct. All reports must be made in good faith based on information the person reporting the incident reasonably believes to be accurate. We may request additional information from the person reporting the incident throughout the course of review of the report.
We will take appropriate action to ensure compliance with our policies. The reviewing body will impose any sanctions that it feels are fair, just and reasonable under all circumstances. We will not allow anyone to retaliate against any person for making a report in good faith or providing information in connection with an investigation into an alleged violation. Any information provided during a grievance review will be treated on a confidential basis.

Timeline for Reporting Violations and Complaints

If an individual wants to file a complaint about the possible unethical conduct of a teacher or other person, he or she shall file the complaint within seven (7) days after learning of the facts which may establish a potential violation. Complaints filed more than seven (7) days after the violation of the Code of Conduct occurred may be reviewed at the discretion of the reviewing body.

Dismissal or Acceptance of a Complaint

Upon the receipt of a complaint, the reviewing body will evaluate the complaint to determine if it should be dismissed or reviewed. The reviewing body may dismiss a complaint if it determines that any of the following is true:
⦁ the complaint is clearly frivolous or insubstantial
⦁ the information contained within the complaint is not credible
⦁ the complaint is not within the scope of school policies
⦁ the complaint has not been timely filed
⦁ no credible evidence could be provided which could support a finding that a policy violation has occurred
⦁ the complaint is anonymous
⦁ the alleged violation has been cured by a good faith effort of the parties involved in the complaint.

Within fourteen (14) days after the receipt of a complaint, the reviewing body will either dismiss the complaint or accept the complaint for evaluation. After it has made its decision, the reviewing body will advise the person who filed the complaint as to whether it has dismissed or accepted the complaint. If the reviewing body elects to dismiss a complaint, it shall provide the person who submitted the complaint with its reasons for dismissing the complaint.

Due Process and Procedure

We recognize that our reviewing body has an obligation to give a person accused of misconduct a reasonable level of due process. Because the person may lose his or her job and their reputation may be tarnished, the decision-making process must be fair and objective. The reviewing body will gather all of the relevant facts surrounding the matter and make a fair and objective decision based on the facts. The reviewing body may need to interview the person who reported the situation, the person who perpetrated the misconduct, and any other people who have direct knowledge about the situation. The subject of the complaint will be given written notice of the complaint. The notice shall include information sufficient enough to provide the subject with a fair opportunity to respond to the complaint.
The subject of the complaint will have fourteen (14) days from receipt of notice to submit a written response to the complaint. The reviewing body may extend the response period for additional periods upon request.
The reviewing body may consider the matters alleged in the complaint, the written responses of the subject of the complaint, and other interested parties, other relevant facts, and ethical and legal principles. The reviewing body may question the parties (and, in its discretion, third parties) and obtain such other information as it shall determine is necessary, relevant and proper. The reviewing body may conduct its own investigation into the complaint at its discretion.
If the subject of the complaint fails to respond to the notice within the fourteen (14) day period, it will constitute sufficient grounds for the reviewing body to act on the evidence in hand and impose appropriate sanctions. The reviewing body may extend the response period for additional periods upon request.

Determination of Violation

After its evaluation of all information relating to the complaint, the reviewing body will determine whether a violation of school policy has occurred. If the reviewing body determines that a violation of school policy has occurred, it may impose sanctions. The reviewing body will give the subject of the complaint written notice as to its decision on the complaint and the imposition of sanctions, if any.

Sanctions

All cases of abuse and misconduct, from inappropriate commentary to physical assault, will be judged objectively and the reviewing body will fashion a sanction that fairly and equitably addresses the situation, and giving due considerations, to all the facts. In many cases, it may be hard to uncover all of the facts, there may be conflicting facts, there may be conflicts of interest, and there may be circumstances and facts that weigh on both sides of the scales of justice.
However, the reviewing body will use sound and careful judgment in deciding what type of sanctions to impose. There are four options:
⦁ Do Nothing:- The facts do not show that the person committed the policy violation.
⦁ A Warning:- The facts show that the person’s actions were minor and that a warning is a fair sanction. The warning could be coupled with counseling.
⦁ Time Out:- The facts show that the person’s actions were serious and warrant suspending the person from the faculty for a decided amount of time. However, the actions were not so serious that they support termination of employment. After the “Time Out” period expires, the person can approach the reviewing body to ask to re-commence their teaching activities. The reviewing body then will determine as to whether the person has resolved their issues and that it is appropriate for them to return. The reviewing body should consider whether there has been a sincere apology and contrition, appropriate reparation to the injured parties, rehabilitation and heart-felt change before the person may return. This decision will be entirely at the discretion of the reviewing body.
⦁ Dismissal:- The facts show that the person’s actions were so serious that they warrant dismissing the person from the faculty. The person is dismissed, and their employment or independent contractor agreement is terminated.

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