Back To - Employee Handbook Table of Contents	Standards of Conduct	Code of Ethics and Standard Practices for Texas Educators	Professional Standards
Harassment	Harassment of Students	Alcohol and Drug Abuse Prevention	DH (LOCAL)
Drug-Free Schools Requirement	Reporting Suspected Child Abuse	Fraud and Financial Impropriety	Conflict of Interest
Gifts and favors	Associations and Political Activities	Safety	Tobacco Use
Employee Arrests and Convictions	Possession of Firearms and Weapons	Visitors in the Workplace	Copyrighted Materials
Computer Use and Data Management	Asbestos Management Plan	Pest Control Treatment	Click any to return to top of this page

Standards of Conduct

Policy DH

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, parents, other employees, and members of the community.

¨      Maintain confidentiality in all matters relating to students and coworkers.

¨      Report 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 policies and procedures.

¨      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 business and activities only.

¨      The dress and grooming of district employees shall be clean, neat, in a manner appropriate for their assignments, and in accordance with any additional standards established by their supervisors and approved by the Superintendent.

All district employees should perform their duties in accordance with state and federal law, district policy and procedures, and ethical standards.  Violation of policies, regulations, or guidelines may result in disciplinary action, including termination.    Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day the superintendent first learns of the incident.  See Reports to the State Board for Educator Certification for additional information.

The Code of Ethics and Standard Practices for Texas Educators adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted following:

Code of Ethics and Standard Practices for Texas Educators

Statement of Purpose:

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.  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.

Professional Standards:

Harassment

Policies DH, DIA

Harassment of students

Policies DH, FFG, FFH

Sexual 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 or abuse of a student 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 ( pg. 35 in this handbook) for additional information. 

Alcohol and Drug Abuse Prevention

Policies DH, DI

Monahans-Wickett-Pyote ISD is committed to maintaining alcohol and drug‑free environment and will not tolerate the use of illegal drugs in the workplace and at school-related or school-sanctioned activities on or off school property.  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 regarding employee drug abuse and drug‑free schools follows:

DH (LOCAL)

Employees shall not unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of any of the following substances during working hours while at school or at school-related activities during or outside of usual working hours: 

1.                 Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.

2.                 Alcohol or any alcoholic beverage.

3.                 Any abusable glue, aerosol paint, or any other chemical substance for inhalation.

4.                 Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs.

An employee need not be legally intoxicated to be considered “under the influence” of a controlled substance.

DI (EXHIBIT)

DRUG-FREE SCHOOLS REQUIREMENT

The District prohibits the unlawful distribution, possession, or use of illegal drugs, inhalants and alcohol on school premises or as part of any of the District’s activities. 

Employees who violate this prohibition shall be subject to disciplinary sanctions.  Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, termination from employment with the District, and referral to appropriate law enforcement officials for prosecution.  [See policies at DH and DHE] 41 U.S.C. 702 (a)(1)(A); 28 TAC 169.2 

Compliance with these requirements and prohibitions is mandatory and is a condition of employment. 

[This notice complies with notice requirements imposed by the federal Drug-Free Schools and Communities Act Amendments of 1989 (20 U.S.C. 3224a and 34 CFR 86.201)]

Reporting Suspected Child Abuse

Policy 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.  Reports to Child Protective Services can be made to a local office or to the Texas Abuse Hotline (800-252-5400).  State law specifies that an employee may not delegate to or rely on another person to make the report.  

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.  In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.  

An employee’s failure to report suspected child abuse may result in prosecution for the commission of a Class B 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 Educators Code of Ethics and Standard Practices for Texas Educators. 

Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal.  This includes students with disabilities who are no longer minors.  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.

Fraud and Financial Impropriety

Policy DG, CAA

All employees should act with integrity and diligence in duties involving the district’s financial resources.  The district prohibits fraud and financial impropriety, as defined below.  Fraud and financial impropriety includes, but is not limited to, the following:

• Forgery or unauthorized alteration of any document or account belonging to the district  
    
• Forgery or unauthorized alteration of a check, bank draft, or any other financial document  
    
• Misappropriation of funds, securities, supplies, or other district assets, including employee time  
    
• Impropriety in the handling of money or reporting of district financial transactions  
    
• Profiteering as a result of insider knowledge of district information of activities  
    
• Unauthorized disclosure of confidential or proprietary information of outside parties  
    
• Unauthorized disclosure of investment activities engaged in or contemplated by the district  
    
• Accepting of seeking anything of material value from contractors, vendors, or other persons providing services or materials to the district  
    
• Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment  
    
• Failing to provide financial records required by state or local entities  
    
• Failure to disclose conflicts of interest as required by policy  
    
• Any other dishonest act regarding the finances of the district

Conflict of Interest

Policy BBFA, DBD

Employees are required to disclose to their supervisor any situation that creates a potential conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district.  This includes the following:

·        A personal financial interest

·        A business interest

·        Any other obligation or relationship

An employee with a substantial interest in a business entity or interest in real property must disclose the interest to the district prior to the award of a contract or authorization of payment.  This is done by filing an affidavit with the superintendent.  An employee is also considered to have substantial interest is a close family member (e.g., spouse, parent, child, or spouse’s parent or child) has a substantial interest.  (See Policy BBFA (Local) for the definition of “substantial interest”.)

Gifts and favors

Policy DBD

Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties.  The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a Class B misdemeanor offense.  This does not include staff development, teacher training, or instructional materials, such as maps or worksheets that convey information to students or contribute to the learning process. 

Associations and Political Activities

Policy 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. 

Use of district resources, including work time, for political activities is prohibited.

Safety

Policy CK

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 the campus principal or immediate supervisor.

Tobacco Use

Policies 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 Convictions

Policy DH

An employee must notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, any offense involving moral turpitude, and any of the other offenses listed below: 

Moral turpitude includes, but is not limited to, the following:

Possession of Firearms and Weapons

Policies FNCG, GKA

Employees, visitors, and students are prohibited from bringing firearms, knives, clubs, or other prohibited weapons onto school premises (i.e. building or portion of a building) 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 supervisors or call the Superintendent immediately.

Visitors in the Workplace

Policy GKC

All visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office.  Authorized visitors will receive directions or be escorted to their destination.  Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge.

Copyrighted Materials

Policy EFE

Employees are expected to comply with the provisions of federal 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.  Duplication or backups of computer programs and data must be made within the provisions of the purchase agreement.

Computer Use and Data Management

Policy 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

Asbestos Management Plan

Policy CKA

Monahans-Wickett-Pyote Independent School District maintains an Asbestos Management Plan to assure the safety of its students, teachers, employees and other occupants of the school district’s buildings.  In order to comply with 40 CFR Part 763, Asbestos Containing Materials in Schools, published by the Environmental Protection Agency; the Management Plan includes location of asbestos containing building materials and measures for control of asbestos containing building materials.  The plan is available for public view at the Monahans-Wickett-Pyote Independent School District Administration Office, Monahans, Texas.

Pest Control Treatment

Policy DI, CLB

Employees are prohibited from applying any pesticides or herbicide without appropriate training and prior approval of the integrated pest management (IMP) coordinator.  Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated pest management program.