5:120-AP2 – Employee Conduct Standards

All District employees are expected to maintain high standards in their school relationships, to demonstrate integrity and honesty, and to maintain professional and appropriate relationships with students, parents, staff members and others.  In addition, the Code of Ethics for Illinois Educators, adopted by the Illinois State Board of Education, is incorporated by reference into this policy.  The listed standards are not a complete list of expectations, and depending on the factual context, an employee may be disciplined for conduct that is not specifically listed.  The conduct standards apply to all District employees to the extent they do not conflict with an applicable collective bargaining agreement; in the event of a conflict, the provision is severable and the applicable bargaining agreement will control.

All school employees shall:

  1. Exhibit positive examples of preparedness, punctuality, attendance, self-control, language, and appearance.  In addition, each educator must comply with 5:120-E1, Code of Ethics for Illinois Educators adopted by the Illinois State Board of Education (23 Ill. Admin. Code Part 22).
  2. Act and speak in a way that exemplifies personal integrity, honesty, dignity and respect.
  3. Maintain a professional relationship with all students in and outside of the school environment, without creating the perception of any personal advantage.
  4. Conduct professional business through proper reporting channels. Conflict resolution and problem-solving should begin at the origin and progress to the proper supervisor if needed.
  5. Maintain a safe and healthy school environment, free from harassment, intimidation, bullying, hazing, substance abuse/use, violence, and free from bias and discrimination, when on school property or at a school sponsored event, or whenever engaged in job responsibilities.  Violations of this standard include, but are not limited to: (a) using alcohol or illegal or unauthorized substances when on school property or at school-sponsored events, or whenever engaged in job responsibilities; (b) using or possessing medical cannabis in a school bus or on school grounds; (c) unless specifically permitted by the Firearm Concealed Carry Act, carrying a firearm on or into any District controlled building, real property, or parking area, or any transportation vehicle paid for in whole or in part with public funds; (d) failing to report suspected cases of child abuse or neglect, or of gender harassment; (e) failing to appropriately respond to witnessed or reported incident of student-on-student bullying or harassment and (f) knowingly failing to report hazing to supervising educational authorities or  in the event of death or great bodily harm, to law enforcement.
  6. Present perspectives and opinions on work-related issues in ways that do not undermine the integrity and decisions of supervisors and colleagues.  Distinguish personal views from the official position of the District.
  7. Honor the public trust when entrusted with public funds and property by acting with a high level of honesty, accuracy, and responsibility.  This applies to use of any district resources including to or not limited to facilities, equipment, supplies, activity accounts, and procurement cards.
  8. Refrain from accepting or offering gifts and/or favors of significant value that might impair professional judgment or obtain special advantage.
  9. Respect the confidentiality of student/family personnel records, standardized test material, and other information covered by confidentiality agreements, unless disclosure serves a compelling professional purpose or is required by law.
  10. Make a commitment to professional development and keep abreast of current research and changes in the field.  Work and share collaboratively with colleagues and professional associations to improve the quality of teaching, learning, and services that support those efforts.
  11. Comply with the Professional Testing Practices for Educators, prepared and published by the Illinois State Board of Education for educators who administer any standardized test (atwww.isbe.net/assessment/pdfs/2014/isat/prof-test-prac14.pdf).  This document contains numerous examples of actions that violate test security; actions that must not be part of test preparation; actions that must not occur during test administration; and actions that must be avoided when reporting test results.
  12. Comply with and complete all mandated trainings for all State and federal laws and rules regulating public schools and School Board policies, including but not limited to:  2:105 (Ethics and Gift Ban), 5:010 (Equal Employment Opportunity and Minority Recruitment), 5:020 (Sexual Harassment), 5:030 (Hiring Process and Criteria), 5:050 (Drug- and Alcohol-Free Workplace), 5:060 (Expenses), 5:090 (Abused and Neglected Child Reporting), 5:100 (Staff Development Program), 5:120 (Ethics), 5:130 (Responsibilities Concerning Internal Information), 5:140 (Solicitations By or From Staff), 5:170 (Copyright), 5:180 (Temporary Illness or Temporary Incapacity), 5:200 (Terms and Conditions of Employment and Dismissal), 5:230 (Maintaining Student Discipline), 5:280 (Duties and Qualifications), 5:290 (Employment Termination and Suspensions), 6:235 (Access to Electronic Networks), 7:020 (Harassment of Students Prohibited), 7:180 (Prevention of and Response to Bullying, Intimidation, and Harassment);  7:190 (Student Discipline), 7:340 (Student Records), and 8:030 (Visitors to and Conduct on School Property).

Conviction of any employment disqualifying criminal offense listed in Section 5/21-23a of The School Code will result in dismissal.

Before disciplinary action is taken, the supervisor will conduct a fair and objective investigation to determine whether the employee violated a standard or other work rule and the extent that any violation impacts educational or operational activities, effectiveness, or efficiency.  Discipline must be appropriate and reasonably related to the seriousness of the misconduct and the employee’s record.  Any applicable provision in a contract, bargaining agreement, or State law will control the disciplinary process.

Date Adopted:   November 11, 2009

Date Amended:  September 17, 2014