All staff members have the responsibility to observe rules of conduct established by federal and state law and District policy. This responsibility includes not only the employee’s conduct but also conduct observed by the employee that may require reporting, intervention, or other action. The following provisions are not an exclusive listing of expectations, but rather are among the most frequent areas where questions of a staff member’s responsibility may arise.
All district personnel shall be prohibited from carrying, bringing, using, or possessing any dangerous weapons on district property, in any district vehicle, or at any district-sponsored activity regardless of location, except as provided by law and/or with specific authorization form the Superintendent or designee. Dangerous weapons shall be defined in accordance with District policy JICI, Weapons in School.
Reporting Child Abuse
Any district employee who has reasonable cause to know or suspect that a child has been subjected to abuse or neglect, or who has observed the child being subjected to circumstances or conditions which would reasonably result in abuse or neglect, as defined in state statute, shall immediately report or cause a report to be made in accordance with District policy JLF and regulation JLF-R.
The Superintendent is authorized to conduct an internal investigation or to take any other necessary steps if information is received from a county department of social services or a law enforcement agency that a suspected child abuse perpetrator is a District employee. Such information shall remain confidential except that the Superintendent shall notify the Colorado Department of Education of the child abuse investigation.
Reporting Discrimination and Harassment
All district employees share the responsibility to ensure the harassment based on race, color, religion, national origin, ancestry, sex or disability does not occur at any district school, on any district property, at any district or school-sanctioned activities or events, when students are being transported in any vehicle dispatched by the district or one of its schools, or off school property when such conduct has a nexus to school or any district curricular or non-curricular activity or event.
Harassment based on race or color can include unwelcome, hostile and offensive verbal, written, or physical conduct based on or directed at the characteristics of a person’s race or color, such as nicknames emphasizing stereotypes, racial slurs, and negative references to racial customs.
Harassment based on religion can include unwelcome, hostile and offensive verbal, written, or physical conduct based on or directed at the characteristics of a person’s religion or creed, such as comments regarding surnames, religious tradition or religious clothing, as well as religious slurs and/or graffiti.
Harassment based on national origin or ancestry can include unwelcome, hostile and offensive verbal, written, or physical conduct based on or directed at the characteristics of a person’s national origin, such as comments regarding surnames, manner of spreading, customs, language or ethnic slurs.
Harassment based on disability can include unwelcome, hostile and offensive verbal, written, or physical conduct based on or directed at the characteristics of a person’s disabling condition, such as imitating manner of speech or movement; hostile or offensive acts; and/or interference with movement or access to necessary equipment.
Sexual harassment of students by district employees includes sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment of students by other students and third parties includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment may occur whether the harassment is between people of the same or different gender. Sexual harassment can include unwelcome oral, written or physical conduct, directed at or related to a person’s gender, such as sexual gossip or personal comments of a sexual nature, sexually suggestive or foul language, sexual jokes, whistling, spreading rumors or lies of a sexual nature about someone, demanding sexual favors, forcing sexual activity by threat of punishment or offer of educational reward, obscene graffiti, display or sending of pornographic pictures or objects, offensive touching, pinching, grabbing, kissing or hugging, or restraining someone’s movement in a sexual way.
All administrators and teachers who have such harassment reported to them shall promptly forward the report(s) to the principal or principal’s designee for appropriate action. If the harassment is purportedly being committed by the principal or another administrator in the building, the report(s) shall be forwarded to the principal’s or administrator’s supervisor, as appropriate.
All district employees who witness such harassment shall take prompt and effective action to stop it, as prescribed by the District and the building principal, and shall promptly report the harassment to the principal or principal’s designee for effective action. If the harassment is being committed by the principal or another administrator in the building, the report shall be made to the, the principal’s or administrator’s supervisor as appropriate.
Each building principal or principal’s designee (or principal’s or administrator’s supervisor if necessary or appropriate) shall ensure that all reports of such harassment are promptly and thoroughly investigated, and that effective action is taken.
Staff’s Role in Child Custody Disputes
In child custody disputes, staff members, particularly the student’s teacher(s) become an important source of information to the parties and to the court in determining what is in the best interest of the child. If someone other than a parent or legal guardian or authorized public official is seeking information or records about a child or his or her parent or guardian, the person’s authority must be ascertained. To avoid the appearance of “taking sides” for or against one party, staff members or school officials may request a subpoena before offering testimony or provide official statements in custody cases.
General Responsibilities of All Personnel
Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities that shall be required of all personnel:
- Faithfulness and promptness in attendance at work.
- Compliance, support and enforcement of the district’s policies and regulations.
- Diligence in submitting required reports promptly at the times specified.
- Care and protection of district property.
- Concern and attention toward their own and the district’s legal responsibility for the safety and welfare of students, including the need to insure that students are appropriately supervised.
- Support for providing healthy learning environments and appropriate role models for students.
- Compliance with all state and federal laws and district policies.
Adopted: March 31, 1989
Revised: August 17, 1999
Repealed by the Board and re-enacted and revised by the Superintendent: August 19, 2003
Revised: October 24, 2005
Revised: May 4, 2010
Revised: October 28, 2010
C.R.S. 19-3-301 et seq. (Child Protection Act of 1987)
C.R.S. 22-32-110(1)(k) (Board of education – specific powers)
C.R.S. 24-18-101 through 113 (Legislative declaration)
20 U.S.C. 7101 et seq. (Safe and Drug-Free Schools and Communities Act)
21 U.S.C. 13§ 801 et seq. (“controlled substances” definition)
21 U.S.C. 13 § 812 (Schedules of controlled substances)
GBEA, Staff Conflicts of Interest and Ethics