CONDUCT, ETHICS, NEPOTISM
An employee speaking or
writing as a citizen should be free from institutional censorship or
discipline, but his/her special position in the community carries special
obligations. The employee must remember that the public may judge the
profession and institution by his/her utterances. Hence the employee should,
at all times, be accurate, exercise appropriate restraint, show respect for
the opinion of others, and make every effort to indicate that he/she is not a
Conflict of Interest
Employees will not engage in, or have a financial interest in, any
activity that raises a reasonable question of conflict of interest with their
duties and responsibilities as employees. This includes, but is not limited
not participate for financial remuneration in outside activities wherein
their position on the staff is used to sell goods or services pupils or their
have patented or copyrighted any device, publication, or other item shall not
receive royalties for use of such item in the District.
not engage in any type of work where the source of information concerning
customer, client, or employer originates from information obtained through
employees shall not solicit or sell for personal gain any educational
materials or equipment in the attendance areas served by the School to which
they are assigned. Nor will any employees make available lists of names of
students or parents to anyone for sales purposes.
nepotism in the supervision of personnel, the Board
directs that no employee be assigned in any position where the employee would
be responsible to a relative.
not engage in any conduct of a sexual nature with an employee whom they
supervise. It is presumed that any
conduct of a sexual nature is unwelcome when it applies to a supervisor and
are expected to abide by the established ethics of the profession. This implies common sense conduct at
professional and social levels.
leaves and personal leave provisions are established for the good of the
group as well as for the individual.
Abuse of these allowances is detrimental to the profession as a whole.
Board will protect its employees
against claims that may be entered against them as a result of carrying out
their assigned responsibilities. To
protect its own financial resources as well, the Board
will provide for liability coverage for all personnel, malpractice insurance
as found needed, workers' compensation, and unemployment coverage.
School Department permits the employment of qualified relatives of employees
as long as such employment does not, in the opinion of the Superintendent,
create actual conflicts of interest. For purposes of this policy,
"immediate family" is defined as a spouse, child, parent, sibling,
grandparent, grandchild, aunt, uncle, first cousin, corresponding in-law,
"step" relation or any member of the employee's household. The
School District will use sound judgment in the placement of related employees
in accordance with the following guidelines:
- Individuals who are
related by blood, marriage, or reside in the same household are
permitted to work in the same department, provided no direct reporting
or supervisor to subordinate relationship exists. That is, no employee
is permitted to work within " the chain of command" when one
relative's work responsibilities, salary, hours, career progress,
benefits or other terms and conditions of employment could be influenced
by the other relative. The
Superintendent shall adjust supervision responsibilities if a conflict
in this policy occurs.
- Related employees may
have no influence over the wages, hours, benefits, career progress and
other terms and conditions of the other related staff members.
- Employees who marry
while employed, or become part of the same household are treated in
accordance with these guidelines. That is, if in the opinion of the
Superintendent, a conflict arises as a result of the relationship, one
of the employees may be transferred at the earliest practicable time or
supervisory duties changed to solve the conflict.
exceptions to this policy must be approved by the Superintendent.
Adopted: April 8, 1993
Amended: August 10, 2006
Amended: May 14, 2009
Amended: September 10, 2009
Amended: November 10, 2010