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GBEA

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  • Personnel
GBEA
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Boulder Valley School District
Adopted: April 29, 1982  
Revised: May 28, 1992, October 11, 2011, August 14, 2012, February 28, 2017, April 28, 2026

STAFF ETHICS/CONFLICTS OF INTEREST

No School District employee shall engage in or have a financial interest, directly or indirectly, in any activity that conflicts or raises a reasonable question of conflict with the employee’s duties and responsibilities in the School District. Employees are expected to perform the duties of their assigned position and to observe rules of conduct and ethical principles established by state law and School District policies and regulations. 
 
It shall be understood that all confidential information an employee is privy to as a result of School District employment shall be kept strictly confidential. In addition, employees shall not utilize information solely available to them through school sources to engage in any type of work outside of the School District. This includes information concerning potential customers, clients, or employers. 

Moreover, to avoid a conflict of interest, all employees shall avoid any action that might result in, or create the appearance of, using public office for private gain or giving preferential treatment to any person. 

Employment 

The School District prohibits an employee from exercising supervisory, appointment, evaluative, dismissal authority, or disciplinary action toward any person who is a member of the employee’s immediate family. Supervisory, appointment, and evaluative situations impacted include but are not limited to principal/building employee, assistant principal/building employee, coach/assistant coach (same sport), and any other supervisor/subordinate employment relationship.

As used in this policy, the term “member of the employee’s immediate family” shall mean spouse, parent, child, sibling, domestic partner, sibling and parent-in-laws, grandparents, and grandchildren. Domestic partner means an adult with whom the employee maintains a household and has shared an exclusive, committed relationship for at least one year with the intent for the relationship to last indefinitely. 

The recommendation for employment of a person related to a management official can only be made if that official will have no direct or indirect supervisory or evaluation responsibilities. Such a recommendation must be supported by documentation showing compliance with hiring procedures, persons involved in the selection process, records, transcripts, work experience, etc. The evidence must demonstrate that the candidate is the best qualified person available for the position. 

"Direct" supervision or evaluation is defined as immediate, first line level or contact supervision and written evaluation responsibilities. "Indirect" supervision is defined as supervision through one or more intermediate supervisors with no responsibility for the employee’s written evaluation. Assignments shall be made such that even an indirect supervisory relationship between immediate family members does not exist in the same office or department, or in the same school building where there is the potential of daily or regular professional contact. If such a situation exists, the affected employees will make prior or immediate arrangements to voluntarily transfer and/or change employment.

In addition, an employee may not audit, verify, receive or be entrusted with monies received or handled by a member of the employee's immediate family. An employee shall not have access to the employer's confidential information concerning a member of the employee's immediate family, including payroll and personnel records.

Sale of Goods and Services by District Employees

With respect to the sale of goods, no employee of the School District and no firm owned in whole or in part by an employee of the School District will be allowed to take or receive any part or portion of moneys from the sale of goods of any kind to the School District, to students of the School District, or to parents/guardians without prior approval of the Board. 
 
With respect to the sale of services, no employee of the School District, and no firm owned in whole or in part by an employee of the School District will be allowed to sell services to the School District. School District employees may not use their School District position to sell services to students of the School District or to parents/guardians.

To assure all students reasonable assistance without charge from their own teachers and to avoid placing a teacher in a position that may create a conflict of interest, teachers shall not be permitted to receive money for tutoring any student they currently have in class or upon whose evaluation or assignment they are currently called upon to pass. Further, no tutoring for which a School District employee receives a fee will be carried on in a school building or facility. 

Summer activities (e.g. programs or sports camps) offered by School District employees for a fee may be carried on in a school building or facility only if the employee: 

  • Makes clear they are acting in a private capacity, 
  • Obtains an appropriate community use permit and,
  • Assures that student participation is voluntary and does not afford students different access to School District programs (e.g. playing time or course enrollment).

Inquiry Procedure

This Policy outlines some of the common conflicts of interest School District employees may confront, but is not meant to be exhaustive. Determining whether a conflict of interest exists is not always straightforward. Employees are encouraged to speak with their supervisor or the Human Resources Department regarding any concerns about the application of this Policy.
 

LEGAL REFERENCES

CROSS REFERENCES