Staff Conduct (And Responsibilities)
File: GBEB (pdf)
Revised: January 26, 1989, May 28, 1992, November 20, 2003,
February 28, 2017
STAFF CONDUCT (AND RESPONSIBILITIES)
All staff members have a responsibility to make themselves familiar with and abide by federal and state laws as these affect their work, and the policies and regulations of the district.
As representatives of the district and role models for students, all staff shall demonstrate and uphold high professional, ethical and moral standards. Staff members shall conduct themselves in a manner that is consistent with the educational mission of the district and shall maintain professional boundaries with students at all times. Interactions between staff members must be based on mutual respect and any disputes will be resolved in a professional manner.
Rules of conduct
Each staff member shall observe rules of conduct established in law which specify that a school employee shall not:
Disclose or use confidential information acquired in the course of his or her employment to further substantially his or her personal financial interests.
- Accept a gift of substantial value or substantial economic benefit tantamount to a gift of substantial value which would tend to improperly influence a reasonable person in the employee's position or which the employee knows or should know is primarily for the purpose of rewarding the employee for action taken.
- Engage in a substantial financial transaction for the employee's private business purposes with a person whom the employee supervises.
- Perform any action in which the employee has discretionary authority which directly and substantially confers an economic benefit on a business or other undertaking in which he or she has a substantial financial interest or in which he or she is engaged as a counsel, consultant, representative, or agent.
All staff members shall be expected to carry out their assigned responsibilities with conscientious concern.
It shall not be considered a breach of conduct for a staff member to:
- Use school facilities and equipment to communicate or correspond with constituents, family members, or business associates on an occasional basis.
- Accept or receive a benefit as an indirect consequence of transacting School District business.
Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities which shall be required of all personnel:
- Faithfulness and promptness in attendance at work.
- Support and enforcement of policies of the Board and regulations of the school administration in regard to students.
- Diligence in submitting required reports promptly at the times specified.
- Care and protection of school property.
- Concern and attention toward the safety, welfare, and supervision of students.
All district employees who have reasonable cause to know or suspect that any child is subjected to abuse or to conditions that might result in abuse or neglect must immediately upon receiving such information report such fact in accordance with Board policy and state law.
The Superintendent is authorized to conduct an internal investigation or to take any other necessary steps if he or she receives information from the County Department of Social Services or a law enforcement agency that a suspected child abuse perpetrator is a School District employee. Such information shall remain confidential except that the Superintendent shall notify the Colorado Department of Education of the child abuse investigation.
Possession of deadly weapons
The provisions of the policy regarding public possession of deadly weapons on school property or in school buildings also shall apply to employees of the district. However, the restrictions shall not apply to employees who are required to carry or use deadly weapons in order to perform their necessary duties and functions.
If, subsequent to beginning employment with the district, the district has good cause to believe that any staff member has been convicted of, pled nolo contender to, or received a deferred or suspended sentence for any felony or misdemeanor other than a misdemeanor traffic offense or infractions, the district shall make inquiries to the Department of Education for purposes of screening the employee.
In addition, the district may require the employee to submit a complete set of fingerprints taken by a qualified law enforcement agency. Fingerprints must be submitted within 20 days after receipt of written notification. The fingerprints shall be forwarded to the Colorado Bureau of Investigation (CBI) for the purpose of conducting a state and national fingerprint-based criminal history record check utilizing the records of the Colorado Bureau of Investigation and the Federal Bureau of Investigation.
Disciplinary action, which could include dismissal from employment, may be taken against certificated personnel if the results of fingerprint processing provide relevant information. Non-licensed employees shall be terminated if the results of the fingerprint-based criminal history record check disclose a conviction for certain felonies, as provided in law. Employees shall not be charged fees for processing fingerprints under these circumstances.
Unlawful behavior involving children
The Board may make an inquiry with the Department of Education concerning whether any current employee of the school district has been convicted of, pled nolo contendere to, or received a deferred or suspended sentence or deferred prosecution for a felony or misdemeanor crime involving unlawful sexual behavior or unlawful behavior involving children. Disciplinary action, including termination, may be taken if the inquiry discloses information relevant to the employee’s fitness for employment.
Personnel addressing health care treatment for behavior issues
School personnel are prohibited under state law from recommending or requiring the use of psychotropic drugs for students. They are also prohibited from testing or requiring testing for a student’s behavior without giving notice to the parent/guardian describing the recommended testing and how any test results will be used and obtaining prior written permission from the student or from the student’s parent/guardian. See the Board’s policy concerning survey, assessment, analysis or evaluation of students. School personnel are encouraged to discuss concerns about a student’s behavior with the parent/guardian and such discussions may include a suggestion that the parent/guardian speak with an appropriate health care professional regarding any behavior concerns school personnel may have.
C.R.S. § 18-12-105.5, Unlawful carrying/possession of weapons on school grounds
C.R.S. § 18-12-214 (3)(b), School security officers may carry concealed handgun pursuant to valid permit
C.R.S. § 19-3-308(5.7), Child abuse reporting
C.R.S. § 22-32-109(1)(ee), Duty to adopt policy prohibiting personnel from recommending certain drugs for students or ordering behavior tests without parent permission
C.R.S. § 22-32-109.1 (8) , Policy requiring inquiries upon good cause to department of education for purpose of ongoing screening of employees
C.R.S. § 22-32-109.7, Duty to make inquiries prior to hiring
C.R.S. § 22-32-109.8(6), Requirement to terminate non-licensed employees for certain felony offenses
C.R.S. § 22-32-109.9, Licensed personnel-submittal of fingerprints
C.R.S. § 22-32-110(1)(k), Power to adopt conduct rules
C.R.S. 24-18-104 (government employee rules of conduct)
C.R.S. 24-18-109 (local government employee rules of conduct)
C.R.S. 24-18-110 (voluntary disclosure)