GBEBSTAFF CONDUCT
GBEBGeneral Expectations Regarding
Employee Conduct
It is an expectation of Gilbert Public Schools that employees conduct themselves in a professional manner at all times.
Employees are expected to be aware that Governing Board policies and administrative regulations exist, and they are bound by the same.
Employee Ethics
Employees are expected to maintain high ethical standards in the performance of their job duties and in their relationships with other employees, students, and community members. Examples of the standards to which employees are expected to adhere include, but are not necessarily limited to, the following:
A. Assure the safety and well-being of the students.
B. Make decisions based on the best interests of students.
C. Demonstrate positive and appropriate relationships with students, parents, staff members, and others.
D. Fulfill job responsibilities with honesty and integrity.
E. Direct criticisms or concerns to their direct supervisor.
F. Support the principle of due process and protect the civil and human rights of all individuals.
G. Refrain from using school contacts and privileges to promote partisan politics, sectarian religious views, or propaganda of any kind. Avoid using position for personal gain through political, social, religious, economic, or other influence.
H. Pursue appropriate measures to influence change in any laws, policies, or regulations that are not consistent with sound educational goals.
I. Pursue professional development of the employee's profession through research and/or continuing professional development.
J. Demonstrate the proper use and protection of District property, equipment, and materials.
K. Fulfill all contractual obligations through term or until released.
L. Maintain confidential information during the course of employment unless disclosure serves District purposes or is required by law.
M. Strive for the maintenance of efficiency and knowledge of developments in the employee's field of work.
N. Obey local, state and national laws and does not knowingly join or support organizations that advocate, directly or indirectly, the overthrow of the government.
O. Implement the Governing Board's policies and administrative rules and regulations.
Employee Conduct with Students
Employee/student relationships shall reflect mutual respect and shall support the dignity of the entire profession and educational process. Employees shall relate to students in a manner that maintains social and moral patterns of behavior consistent with community standards and acceptable professional conduct.
Employees are expected to exercise general supervision over the conduct of students while the students are on campus; including before and after school.
Relationships between employees and students that include courtship, dating, romantic involvement or sexual contact are prohibited. These behaviors clearly deviate from ethical and professional standards and are cause for dismissal and other appropriate legal action.
Drug-Free School Zone Reporting
Responsibilities
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 or this policy shall immediately report the violation to their direct supervisor, who shall then immediately report the violation to law enforcement.
Examples of Misconduct
Misconduct means any act or omission by an employee that constitutes a breach of the employee's duties or obligations pursuant to federal or state law, District policy or administrative regulations, or the employee's contract with the District. Misconduct also means any act or omission that adversely affects the District, its employees, or its students. It includes, but is not limited to:
A. Use of alcohol or illegal drugs, or under the influence, on District premises or when reporting to work, absences caused by use of alcohol or illegal drugs, or inability to perform employment due to such use.
B. Possession, under the influence of, distribution, or sale of drugs, drug paraphernalia, alcohol, or other contraband.
C. Possession, under the influence of, or use of any substance used to alter a psychological or physiological state.
D. Dishonesty, material falsification of the employment application or other written documents relating to obtaining and maintaining employment.
E. Falsification of time records or work records.
F. Theft or misappropriation of District property. Damage or threat of damage to District property. Misuse or abuse of school property or materials.
G. Untruthfulness related to the job that would injure or jeopardize the District's interest.
H. Absence from work without authorization, excessive absences from work, failure to report to work following an authorized leave or repeated tardiness.
I. Refusal or failure to perform assigned duties to a generally acceptable standard.
J. Insubordination, disobedience, refusal to accept an assignment or to perform duties, refusal to follow reasonable and/or appropriate instructions/directives given by a supervisor.
K. Carrying or possessing a weapon on District property or at school sponsored activities unless the employee is a law enforcement officer or has obtained authorization from the appropriate supervisor or site administrator.
L. Immoral conduct that directly affects the employee's ability to perform their responsibilities and/or to enforce the District's policies and regulations.
M. Failure to immediately report to their direct supervisor the fact that one has been criminally charged with any offense other than a minor traffic offense.
N. Failure to notify their current or prospective employer of an arrest or conviction, which would preclude the employee from receiving a fingerprint clearance card. Failure to do so is considered unprofessional conduct and subjects the employee to immediate termination.
O. Repeated or intentional failure to follow the chain of command in processing complaints and grievances.
P. Conduct that is destructive to a positive work or educational environment and/or to interpersonal relationships. This includes, but not limited to physical abuse, verbal abuse, harassment, derogatory/racial remarks, or threat of harm to others, and use or display of profane/vulgar language, gestures, or conduct.
Q. Inappropriate personal or sexual relationships with students, employees, or others.
R. Conduct that obstructs, disrupts, or interferes with any District activities.
S. Forceful or unauthorized occupation of District property.
T. Abuse of prescription or over-the-counter medication.
U. Inappropriate use of technology equipment or the District's electronic information system (EIS).
V. Failure to appropriately supervise students during school hours or school related activities.
W. Conduct that violates District policies or administrative regulations.
X. Conduct that violates federal or state constitutions, statutes, or regulations, State Board of Education rules, or city ordinances.
Adopted: January 28, 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