GBEBSTAFF CONDUCT
GBEBGeneral Expectations for
Ethical Conduct
Employees shall conduct themselves in a professional manner and a manner that promotes a safe, effective and orderly work and educational environment. Employees are expected to maintain high ethical and behavioral standards in the performance of their job duties and in their relationships with other employees, students and community members. The Board adopts the following standards, which are to be applied in all situations, including those situations for which more specific criteria are found in this and other policies included in the Governing Board Policy Manual.
District employees shall:
A. Make the well-being of students the fundamental value of all decision making and action.
B. Maintain just, courteous and proper relationships with students, parents, staff members and others.
C. Fulfill job responsibilities with honesty and integrity.
D. Direct criticism of others toward improving the District. Adhering to the established chain of command and providing constructive input directly to the administrator who is responsible for improving the situation.
E. Support the principle of due process and protecting the civil and human rights of all individuals.
F. Refrain from using school contacts and privileges to promote partisan politics, sectarian religious views, or personal agendas of any kind.
G. Refrain from using the employee's position for personal gain through partisan political, social, sectarian religious, economic views, or other personal agenda or influence.
H. Pursue appropriate measures to correct any policies or regulations that are not consistent with sound educational goals.
I. Seek to improve the effectiveness of the employee's profession through research and/or continuing professional development.
J. Stress the proper use and protection of District property, equipment, and materials.
K. Honor all contracts until fulfillment or release.
L. Keep in confidence information the employee may secure during the course of employment unless disclosure serves District purposes or is required by law.
M. Reflect a professional image, which includes being neatly groomed and appropriately attired.
N. Maintain order in the school and work environment.
O. Carry out directives given to them by the Superintendent or the employee's supervisors.
P. Comply with applicable federal, state and local laws, Governing Board policies, administrative regulations and building/school rules.
An employee who uses physical force upon a student shall submit a written account of the incident to his/her supervisor within twenty-four (24) hours of the incident. The supervisor shall submit the incident report to the District Office within two (2) working days of receipt.
An employee who violates District standards or state law concerning conduct with students is subject to disciplinary action, up to and including dismissal. Other legal action may be taken as appropriate.
Misconduct
Misconduct means any act or omission contrary to the ethical and behavioral standards set forth in this policy, other District policies and administrative regulations, any applicable law or regulation (whether federal, state, or local), the employment contract, or the direction of the employee's supervisors. Employees are cautioned that they must become familiar with the requirements of other District policies that require or prohibit conduct noted in those policies, and that a failure to comply is misconduct, for which the employee is subject to disciplinary action. Below are some examples of misconduct
Misconduct includes, but is not limited to:
A. Dishonesty related to the job that does or could reasonably injure the District's interests.
B. Falsification of employment application, time records or any documentation related to employment.
C. Misuse, abuse, damage or theft of District property.
D. Failure to follow procedures for caring for District funds and tangible property, including but not limited to purchasing procedures, calling for repair of objects or systems, obtaining supplies.
E. Absence from work without authorization, excessive absences from work, failure to report to work following an authorized leave or sick leave, repeated tardiness; failure to give notice of absence.
F. Inability to perform duties because of the use of alcohol, legal or illegal drugs, unlawful activities involving drugs or contraband (possession, distribution or sale, other prohibited activities) on District premises or during work time. Employees who have a valid registry identification card issued by the Arizona Department of Health Services to allow the medical use of marijuana are subject to all regulations prohibiting use, possession, distribution, being under the influence and other activities related to drug use while on duty and while on District premises.
G. Refusal or knowing failure to perform assigned duties or failure to perform assigned duties to a generally acceptable standard.
H. Insubordination, disobedience, refusal to accept an assignment or to perform duties, refusal to follow reasonable and proper instructions given by a supervisor.
I. Carrying or possessing a weapon on school grounds unless the employee is a peace officer or has obtained specific authorization from the appropriate school administrator.
J. Immoral conduct that directly affects the employee's ability to perform his/her responsibilities and/or to enforce District policies.
K. Failure to report to one's immediate supervisor, within forty-eight (48) hours, the fact that one has been criminally charged with any offense other than a minor traffic offense.
L. Repeated or intentional failure to follow channels in processing complaints and grievances.
M. Physical or verbal abuse, bullying or harassment of, or threat of harm to other employees, students or members of the school community.
N. Physical or verbal abuse or harassment of, or threat of harm to other employees, students or members of the school community, based upon race, color, religion, sex/gender (including pregnancy), age, national origin, disability, genetic information or familial status.
O. Conduct that is destructive to a positive work or educational environment and/or to interpersonal relationships, including the use of profane, obscene or abusive language, symbols, gestures or acts.
P. Improper personal or sexual relationships with students.
Q. Conduct that obstructs, disrupts or interferes with any District activities.
R. Forceful or unauthorized entry to or occupation of District facilities, buildings, grounds, vehicles or other property.
S. Failure to comply with lawful direction of District officials, security officers, or any other law-enforcement officers acting in performance of their duties, or failure to identify oneself to such officials or officers when lawfully requested to do so.
Employee's Responsibility to Report
Disorderly and Criminal Activity
Drug-Free School Zone Violations
"Drug free school zone" means the area within three hundred (300) feet of a school or its accompanying grounds, any public property within one thousand (1,000) feet of a school or its accompanying grounds, a school bus stop or any school bus or bus contracted to transport pupils.
Pursuant to A.R.S. 13-3411, it is unlawful for a person to: 1) Intentionally be present in a drug-free school zone to sell marijuana, peyote, prescription-only drugs, dangerous drugs or narcotic drugs; 2) Possess or use marijuana, peyote, dangerous drugs or narcotic drugs in a drug-free school zone; or 3) Manufacture dangerous drugs in a drug-free school zone.
Any employee who observes a violation of the law shall immediately report the violation to a school principal or the Superintendent, who shall then immediately report the violation to a peace officer. It is a violation of the law for any school personnel or school administrator to fail to report such a violation.
Bullying
A school employee who becomes aware of or suspects a student is being bullied shall immediately notify the school administrator. School personnel shall maintain confidentiality of the reported information.
The initial notification of an alleged incident may be provided verbally. A detailed written description of the incident and any other relevant information must be provided on forms(s) made available by the school and submitted to the school administrator or other administrator within one (1) school day of the verbal report. Should the principal be the employee who observes, is informed of, or suspects a student is experiencing bullying, the principal shall document the incident or concern in writing. Failure by an employee to report a suspected case of bullying may result in disciplinary action up to suspension without pay or dismissal pursuant to Board Policies GCQF and GDQD.
Knowingly submitting a false report under this policy shall subject the employee to discipline up to and including suspension or termination of employment. Where disciplinary action is necessary pursuant to any part of this policy, relevant District policies shall be followed.
Other Suspected Crimes
As required by A.R.S. 15-341(33), the Board expects employees to immediately report to the employee's supervisor or the Superintendent any suspected crime against a person or property that: (a) Is a serious offense (b) Involves a deadly weapon or dangerous instrument or serious physical injury; or (c) Any conduct that poses a threat of death or serious physical injury to employees, students or anyone on the property of the school. An employee may report any other suspected crime. All such reports are to be communicated to the principal or Superintendent, who shall report the incident to law enforcement. Conduct that is considered to be bullying, harassment or intimidation shall be addressed according to Policy JICK.
The District is to notify the parent or guardian of each student who is involved in a suspected crime or any conduct that is described above, subject to the requirements of federal law with respect to the privacy of education records of other students.
The District shall post a reference to the policies and procedures pertaining to "Reporting Suspected Crimes or Incidents" on its website, with reference to the relevant policies and regulations and links to policy manual.
A person who violates the reporting requirements may be disciplined, including dismissed, pursuant to A.R.S. 15-341, for violating policies of the Governing Board. The personnel records will include a record on any person who is disciplined pursuant to this policy and, on request, shall make that record available to any public school, school district governing board or charter school governing body that is considering hiring that person.
Child Abuse
All employees are required to report to law enforcement when he or she learns information in the course of employment that causes the employee to reasonably believe a minor has been the victim of neglect, physical injury, abuse, child abuse, or other offenses. See Policy JLF for information concerning the procedures for such a report.
Adopted: January 15, 2020
LEGAL REF.:
A.R.S.
13-2911
13-3102
13-3111
13-3411
15-153
15-341
15-342
15-507
15-509
15-511
15-512
15-514
15-539
15-550
38-531
38-532
41-770
41-1758.03
A.A.C.
R7-2-205
CROSS REF.:
GCF - Professional Staff Hiring
GCMF - Professional Staff Duties and Responsibilities
GCO - Evaluation of Professional Staff Members
JIC - Student Conduct
JK - Student Discipline
KFA - Public Conduct on School Property