Employee Conduct and Welfare
Introduction|Employment|Compensation and Benefits|Leaves and Absences|Employee Relations and Communications|Complaints and Grievances|Employee Conduct and Welfare|General Procedures|Termination of Employment|Student Issues
Standards of conduct
All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct:
* Recognize and respect the rights and property of students and coworkers and maintain confidentiality in all matters relating to students and coworkers.
* Reports to work according to the assigned schedule.
* Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may be cause for disciplinary action.
* Know and comply with department and district procedures and policies.
* Express concerns, complaints or criticism through appropriate channels.
* Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.
Use district time, funds, and property for authorized district and business activities only.
All district employees should perform their duties in accordance with state and federal law, district policy, and ethical standards for professional educators. The Educator's Code of Ethics, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:
Code of Ethics and Standard Practices for Texas Educators
Purpose and Scope
The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and good moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. (19 TAC 247.1(b))
I. Professional Ethical Conduct, Practices and Performance.
Standard1.1 The educator shall not intentionally, knowingly or recklessly engage in deceptive practices regarding official policies of the school district, educational institution, educator preparation program, the Texas Education Agency, or the State Board for Educator Certification (SBEC) and its certification process.
Standard 1.2 The educator shall not knowingly misappropriate, divert or use monies, personnel, property or equipment committed to his or her charge for personal gain or advantage.
Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses or pay.
Standard 1.4 The educator shall not use institutional or professional privileges for personal or partisan advantage.
Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of students or other persons or organizations in recognition or appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so.
Standard 1.7 The educator shall comply with state regulations, written local school board policies and other state and federal laws.
Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications.
Standard 1.9 The educator shall not make threats of violence against school district employees, school board members, students, or parents of students.
Standard 1.10 The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state.
Standard 1.11 The educator shall not intentionaly or knowingly misrepresent his or her employment history, criminal history and/or disciplinary record when applying for subsequent employment.
Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drugs and toxic inhalants.
Standard 1.13 The educator shall not consume alcoholic beverages on school property or during school activities when students are present.
II. Ethical Conduct Toward Professional Colleagues.
Standard 2.1 The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law.
Standard 2.2 The educator shall not harm others by knowingly making false statements about a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.
Standard 2.4 The educator shall not interfere with a colleague’s exercise of political, professional, or citizenship rights and responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, gender, disability, family status or sexual orientation.
Standard 2.6 The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues.
Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint with the SBEC or who provides information for a disciplinary investigation or proceeding under this chapter.
III. Ethical Conduct Toward Students.
Standard 3.1 The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law.
Standard 3.2 The educator shall not intentionally, knowingly or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health or safety of the student or minor.
Standard 3.3 The educator shall not intentionally, knowingly or recklessly misrepresent facts regarding a student.
Standard 3.4 The educator shall not exclude a student from participating in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, gender, disability, national origin, religion, family status or sexual orientation.
Standard 3.5 The educator shall not intentionally, knowingly or recklessly engage in physical mistreatment, neglect or abuse of a student or minor.
Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor.
Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any person under 21 years of age unless the educator is a parent or guardian of that child or knowingly allow any person under 21 years of age unless the educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator.
Standard 3.8 The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard.
Standard 3.9 The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, email, instant messaging, blogging or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to:
(i) the nature, purpose, timing and amount of the communication;
(ii) the subject matter of the communication;
(iii) whether the communication was made openly or the educator attempted to conceal the communication;
(iv) whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship;
(v) whether the communication was sexually explicit; and
(vi) whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences or fantasies of either the educator or the student.
IV. Professional Conduct Toward All Customers (Internal and External)
Standard 4.1 The employee shall hold true to the district's core values: Leadership, Character, Commitment, Service and Learning
Standard 4.2 The employee will adhere to the district's L-E-A-R-N Model to effectively address customer concerns/complaints with courtesy and respect.
Standard 4.3 The employee will comply with district processess outlined in EPM 6.0 - Delivering Exceptional Customer Service, to effectively communicate and respond to the needs of others.
SCUCISD Ethics Compliance Hotline
Enterprise Process Management 2.5
Ensure Legal and Ethical Behavior
High Ethical Standards and Accountability for actions is a top priority for Schertz-Cibolo-Universal City ISD. EPM 2.5 and Board Policy DH formalize the expectations of the school district employee's behavior and responsibility.
Schertz-Cibolo-Universal City ISD recognizes that unethical behavior prevents the district from operating effectively and efficiently (Goal 3.0). In line with this goal, the district has established an anonymous reporting hotline to proactively address the need for ethical behavior and high performance. District employees are encouraged to report suspected wrongdoings such as:
Theft and Embezzlement
Theft, Misuse or Waste of District Property, Funds and/or Resources
Alcohol and Substance Abuse
Illegal and Fraudulent Acts
Conflict of Interest Violations
Falsifications of District Records
Information provided to the Ethics Hotline should be made in good faith and will remain confidential and anonymous. The district's standard processes should be followed for all complaints, grievances and issues not requiring anonymity, such as complaints and grievances involving wages, working conditions, discrimination and other personnel issues.
How To Submit a Report
Reports may be made 24 hours a day, 7 days a week and 365 days a year. You may make a report using any of the following methods:
Hotline Number :
English Speaking 888-320-0043
Spanish Speaking 800-216-1288
To review Frequently Asked Questions, please click HERE.
Dress and grooming
Policy DH (LOCAL)
The Schertz-Cibolo-Universal City ISD considers all personnel to be professional in their respective areas and, as such, depends on them to adhere to appropriate professional dress guidelines as it applies to their assignment. All employees should wear to work and work-related functions, clothing that is neat, clean and appropriate, and that meets the standards of the district's educational environment.
SCUCISD Board of Trustees policy DH (Local): An employee's dress and grooming shall be clean, neat, in a manner appropriate for his or her assignment and in accordance with any additional standards established by his or her supervisor and approved by the Superintendent.
It is understood that different clothing may be appropriate under certain circumstances and for different work assignments. Differences may be necessary because of grade level of students taught, type of activity being taught, special days, office area assignments and other circumstances.
Principals and Directors are responsible for setting guidelines for individual assignments and making sure the spirit, as well as the literal interpretation, of these guidelines is met. An environment of mutual cooperation is the distrist's goal.
It is the intent of these guideliness to be general with few specific examples of appropriate or inappropriate clothing. Therefore, the following items are meant to be examples, not as an exhaustive list.
A doctor's note will be required for employees with a medical condition that will require clothing/headwear/shoes that deviate from the dress code.
Collared shirts, golf or polo-type shirts, sleeveless blouses
Pants/Slacks, including mid-calf length
Skirts, dresses must be appropriate lengths (3 inches above the knee)
Leggings, if worn with an appropriate length dress/skirt
Athletic/Tennis shoes, Keds - worn on “special days”, approved by Principal/Director
Clothing appropriate to specialized departments, as approved by Principal/Director
Any color denim clothing including jeans, skirts/dresses/jumpers, except on Fridays (or last day of week) or days specifically designated by campus Principal or department Director
Cotton type T-shirts (printed or plain), unless campus or department designed/approved with logo – Approved by Principal/Director
Shorts, any time, any day (exceptions for Athletics/PE/Band in gyms or outside areas)
Jogging suits, sweatpants, sweatshirts (exceptions for Athletics/PE)
Headwear (caps, hats, bandanas) except outdoors
Tank tops, halter tops, spaghetti, or tops that expose midriffs
Inappropriate necklines (low-cut or exposed cleavage)
Frayed, torn, clothing
Flip-flops (rubber beach-type)
Athletic/Tennis shoes, Keds (see “Acceptable”)
Body piercings, except for ears
Inappropriate tattoos (Prefer all tattoos to be covered)
Unnatural hair color/styles
MANUAL TRADES/AUXILIARY EMPLOYEE DRESS CODE: Manual trades (auxiliary, food service, warehouse employees, custodians) will wear uniforms and footwear as designated by the appropriate director (jeans are appropriate on Fridays only). Grounds, warehouse, and mail services clerk may wear shorts (tailored to the top of the knee when regular school is not in session). Bus drivers/monitors are permitted to wear clothing authorized on the “casual days/special events days” listing for professional and paraprofessional employees. In addition, manual trades bus drivers may wear shorts during warm weather while performing driver duty only.
Discrimination, Harassment and Retaliation
Policies DIA, DH & FFH
Harassment of a coworker or student motivated by race, color, religion, gender, national origin, disability, age or any other basis is a form of discrimination and is prohibited by law. Retaliation against anyone involved in the complaint process is a violation of district policy. while acting in the course of their employment, employees shall not engage in prohibited harassment of other personss including board members, vendors, contractors, volunteers or parents. A substantiated charge of harassment against a student or employee shall result in disciplinary action. The term harassment includes repeated unwelcome and offensive slurs, jokes, or other oral, written, graphic, or physical conduct relating to an individual’s race, color, religion, gender, national origin, disability, age or any other basis that creates an intimidating, hostile, or offensive educational or work environment.
Employees who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor or appropriate district official. If the campus principal, supervisor or district official is the subject of a complaint, the employee shall report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board. An employee who suspects or knows that a student is being harassed by a school employee or by another student shall inform his or her principal or immediate supervisor.
Any allegation of harassment of students or employees shall be investigated and addressed. An employee may appeal the decision of the principal or supervisor regarding the investigation into the allegations in accordance with the employee complaint and grievance policy and procedures (see Complaints and Grievances). To the greatest extent possible, complaints shall be treated as confidential. Limited disclosure may be necessary to complete a thorough investigation. The district will not retaliate against an employee who in good faith reports perceived harassment.
Policies DIA, DH and DIA
Employee-to-employee. Sexual harassment of a coworker is a form of discrimination and is prohibited by law. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct under the following conditions:
Submission to such conduct is explicitly or implicitly a term or condition of employment.
Submission to or rejection of such conduct is used as the basis for employment decisions.
This conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or otherwise offensive work environment.
Employees who believe that they have been sexually harassed by another employee are encouraged to come forward with complaints. The district will promptly investigate all allegations of sexual harassment and will take prompt appropriate disciplinary action against employees found to have engaged in conduct constituting sexual harassment of other employees. The district’s policy outlining the process of filing complaints of sexual harassment is reprinted below:
For the purpose of the following complaint procedures, “days” mean calendar days. An employee who believes he or she has been or being subjected to any form of sexual harassment shall bring the matter to the attention of the principal, immediate supervisor, or Title IX coordinator for employees. No procedure or step in this policy shall have the effect of requiring the employee alleging harassment to present the matter to a person who is the subject of the complaint.
The employee shall request a conference with the principal or immediate supervisor by submitting the complaint in writing or by requesting a conference. If the complaint is made orally, the supervisor receiving the complaint shall reduce it to writing.
The principal or supervisor shall hold the conference as soon as possible, but in any event within seven days after receipt of the complaint. The principal or supervisor shall ordinarily have seven days following the conference within which to investigate and respond. The employee shall be informed if extenuating circumstances delay the investigation.
If the outcome of the conference at Level One is not to be employee’s satisfaction, the employee may request a conference with the Superintendent or designee to discuss the complaint. The request should be in writing and shall be filed within seven days following receipt of a written response or, if no written response is received, within seven days of the response deadline.
The Superintendent or designee shall hold the conference as soon as possible but in any event within seven days after receipt of the written request. The Superintendent or designee shall have seven days following the conference within which to respond.
If the outcome at Level Two is not to the employee’s satisfaction or if the time for a response has expired, the employee may present the complaint to the Board. The Superintendent shall place the matter on the agenda for the next regular Board meeting. [See BE (LOCAL)]
The Superintendent or designee shall provide the Board with copies of the employee’s original complaint, all responses, and any written documentation previously submitted by the employee and the administration.
The Level Three proceeding before the Board shall be recorded by audio tape. The presiding officer shall allow a reasonable time for presentation of the complaint. The Board shall consider the grievance and shall request a response from the administration.
The Board may hear the allegation of sexual harassment in closed meeting, if posted in accordance with law, unless an open hearing is requested in writing by the employee or Board member against whom the complaint or charge is brought.
Employee-to-student. Sexual harassment of students by employees is a form of discrimination and is prohibited by law. Sexual harassment of students includes any welcome or unwelcome sexual advances, requests for sexual favors, and other oral, written, physical, or visual conduct of a sexual nature. Romantic relationships between district employees and students are strictly prohibited. Other prohibited conduct includes the following:
Engaging in sexually oriented conversations for the purpose of personal sexual gratification
Telephoning students at home or elsewhere and engaging in inappropriate social relationships
Engaging in physical contact that would reasonably be construed as sexual in nature
Enticing or threatening students to get them to engage in sexual behavior in exchange for grades or other school-related benefits
In most instances, sexual abuse of a student by an employee violates the student’s constitutional right to bodily integrity. Sexual abuse may include, but is not limited to, fondling, sexual assault, or sexual intercourse.
Employees who suspect a student is being sexually harassed or abused by another employee are obligated to report their concerns to the campus principal. All allegations of sexual harassment or sexual abuse of a student will be reported to the student’s parents and promptly investigated. Conduct that may be characterized as known or suspected child abuse also will be reported to the appropriate authorities, as required by law. Employees with questions or concerns relating to the alleged sexual harassment of a student should contact the Assistant Superintendent of Human Resources, 945-6204.Relationships with StudentsPolicies DH, FFHAn employee shall not form romantic or other inappropriate social relationships with students. Any sexual relationship between a student and a District employee is always prohibited, even if consensual.
Alcohol and Drug-abuse preventionPolicies DH, DI
SCUC ISD is committed to maintaining an alcohol and drug free environment and will not tolerate the use of alcohol or illegal drugs in the workplace. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy on drug abuse and drug-free schools follows:DRUG-FREE WORKPLACE NOTICEThe District prohibits the unlawful manufacture, distribution, dispensation, possession or use of controlled substances, illegal drugs, inhalants and alcohol in the workplace.Employees who violate this prohibition shall be subject to disciplinary sanctions. Sanctions may include:
Referral to drug and alcohol counseling or rehabilitation programs;
Referral to employee assistance programs;
Termination from employment with the District; and
Referral to appropriate law enforcement officials for prosecution.
As a condition of employment, an employee shall:
Abide by the terms of this notice; and
Notify the Superintendent, in writing, if the employee is convicted for a violation of a criminal drug statute occurring in the workplace. The employee must probide the notice in accordance with DH (LOCAL).
This notice complies with the requirements of the federal Drug-Free Workplace Act (41 U.S.C. 702).
Moral turpitude includes but is not limited to dishonesty; fraud; deceit; theft; misrepresentation; deliberate violence; base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor; drug- or alcohol-related offenses; or acts constituting abuse under the Texas Family Code.
Employees shall comply with the standards of conduct set out in this policy and with any other policies, regulations, guidelines that impose duties, requirements, or standards attendant to their status as District employees. Violations of any policies, regulations, or guidelines may result in disciplinary action, including termination of employment. [See DCD and DF series]
Dietary supplementsPolicy DH
District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student.Harassment of StudentsPolicy DF, DH, FFG, FFHSexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment of a student by an employee or adult will be reported to the student's parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting Suspected Child Abuse and Bullying for additional information.
Reporting suspected child abusePolicy DF, DG, DH, FFG, GRA
All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g.: state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by SBEC and includes the following acts or omissions:* Mental or emotional injury to a student or minor that results in an observable and material impairment in the student's or minor's development, learning or psychological functioning;* Causing or permitting a student or minor to be in a situation in which the student or minor sustains a mental or emotional injury that results in an observable and material impairment in the student's or minor's development, learning or psychological functioning;* Physical injury that results in substantial harm to a student or minor, including an injury that is at variance with the history or explanation given and excluding an accident or reasonable discipline; or* Sexual conduct harmful to a student's or minor's mental, emotional or physical welfare; or* Have reason to believe that an adult was a victim of abuse or neglect as a child and they determine in good faith that the disclosure of the information is necessary to protect the health and safety of another child or disabled person.Reports to Child Protective Services can be made to a local office or to the Texas Abuse Hotline (800-252-5400). Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent.
An employee’s failure to report suspected child abuse may result in prosecution for the commission of a Class A misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Texas Educators' Code of Ethics.
Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. Employees are not required to report their concern to the principal before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the principal does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.
Associations and political activitiesPolicy DGA
The district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization.An individual’s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
The district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and procedures for responding to emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:
Observe all safety rules
Keep work areas clean and orderly at all times
Immediately report all accidents to their supervisor
Operate only equipment or machines for which they have training and authorization
Employees with questions or concerns relating to safety programs and issues can contact their supervisor.
Tobacco usePolicies DH, GKA, FNCD
Smoking or using tobacco products is prohibited on all district-owned property and at school-related or school-sanctioned activities, on or off campus. This includes all buildings, playground areas, parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings.
Employee arrests and convictionsPolicy DH
An employee who is arrested for any felony or any offense involving moral turpitude, or any of the other offenses as indicated in district policy DH, must report the arrest to the principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea. An employee who is convicted of or receives deferred adjudication for such an offense must also report that event to the principal or immediate supervisor within three days of the event. Moral turpitude includes, but is not limited to, the following:
* Deliberate violence
* Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor
* Drug- or alcohol-related offenses
* Acts constituting abuse under SBEC rulesIf an educator is arrested or criminally charged, the superintendent is also required to report the educators' criminal history to the Division of Investigations at TEA.
Possession of firearms and weaponsPolicies FNCG, GKA
Employees, visitors, and students, including those with a license to carry a concealed handgun, are prohibited from bringing firearms, illegal knives, or other weapons onto school premises or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district’s weapons policy should report it to their supervisor, principal, or District police immediately.
Visitors in the workplacePolicy GKC
All visitors to the schools, including parents, and Board members, are welcome to visit the campus; however, prominent notices shall be posted at each campus that all visitors must first report to the principal’s office. Visits to individual classrooms during the instructional time shall be permitted only with the principal’s approval, and such visits shall not be permitted if their duration or frequency interferes with the delivery of instruction or disrupts the normal school environment.
Copyrighted materialsPolicy EFE
Employees are expected to comply with the provisions of copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Rented videotapes are to be used in the classroom for educational purposes only. No rented film that includes a notice that the film is intended for “home use only” shall be shown to a class for entertainment. Duplication or backups of computer programs and data must be made within the provisions of the purchase agreement.
Computer use and data managementPolicy CQ
The district’s electronic communications systems, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use:
Imposes no tangible cost to the district
Does not unduly burden the district’s computer or network resources
Has no adverse effect on job performance or on a student’s academic performance
Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.
Employees and students who are authorized to use the systems are required to abide by the provisions of the district’s communications systems policy and administrative procedures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the technology director.
Asbestos management planPolicy CKA
The district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for each piece of district property. A copy of the district’s management plan is kept in the maintenance office and is available for inspection during normal business hours.
Pest control treatmentPolicy DI
Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located in the maintenance office. Pest control information sheets are available from campus principals or facility managers upon request.