Presentation on theme: "ETHICS IN EDUCATION 2012-2013. THE I-SS WAY Mission Iredell-Statesville Schools will rigorously challenge all students to achieve their academic potential."— Presentation transcript:
THE I-SS WAY Mission Iredell-Statesville Schools will rigorously challenge all students to achieve their academic potential and to lead productive and rewarding lives. We will achieve this mission with the support of parents, staff, and the community. Vision A school system committed to improving student learning by igniting a passion for learning Student and Learning Focus Motivated Faculty and Staff Partnerships and Teamwork Continuous Improvement Focus Management by Fact Results Focus Values High Ethical Standards
ETHICAL CONTEXT What you find is that the tough ethical choices are not always decisions between good and evil, but often between two goods: Truth versus Loyalty Individual versus Community Short-term versus Long-term Justice versus Mercy
ADAPTED CODE OF ETHICS FOR NC EDUCATORS Commitment to the Student Commitment to the School and School System Commitment to the Position
COMMITMENT TO THE STUDENT Protects students’ health and safety Maintains appropriate relationships with students in all settings Evaluates students grades based upon performance. Disciplines students, but does not deliberately embarrass or humiliate –Advises and communicates discipline issues to teachers or appropriate staff Confidentiality with information learned in professional practice, unless in compliance with regulations or statutes Refuses to accept significant gift, favors, or compensation that appears to influence professional decisions or actions
COMMITMENT TO THE SCHOOL/SCHOOL SYSTEM Utilizes available resources to provide a classroom climate conducive to learning Acknowledges diverse views of students and stakeholders shaping goals, policies, and decisions Actively participates in professional decision-making processes and supports the expression of professional opinions by all
COMMITMENT TO THE POSITION Provides accurate credentials and information regarding highly qualified status or employment and does not knowingly assist others in providing untruthful information Acts to remedy observed violations of the Code of Ethics and promotes understanding of the principles of professional conduct Pursues growth and development opportunities to improve the education, experiences, and performance of students and colleagues.
STANDARDS OF PROFESSIONAL CONDUCT Practice the standards of federal, state, and local governing bodies Personal conduct – serve as positive role model for students, parents, and the community Honesty – no dishonesty, fraud, deceit, or misrepresentation with following: Proper remunerative conduct – no solicitation of current students or parents to purchase equipment, supplies, or services from the educator in private capacity. Conduct with students – treat all students with respect; the educator shall not commit any abusive act or sexual exploitation with, to, or in the presence of a student Confidential information – keep in confidence personally identifiable information regarding students or their family members obtained, unless disclosure is required or permitted by law or necessary for the personal safety of others
STANDARDS OF PROFESSIONAL CONDUCT Rights of others – shall not willfully or maliciously violate the constitutional or civil rights of a student, parent/legal guardian, or colleague. Required reports – shall make all reports required by NC General Statutes. Alcohol or controlled substance abuse - shall not be under the influence of, possess, use, or consume alcohol or controlled substance (without authorized prescriptive use) on school premises or at a school-sponsored activity; or furnish alcohol or a controlled substance to any student except as indicated in the professional duties of administering legally prescribed medications Compliance with criminal laws Public funds and property Scope of professional practice – shall not perform any act as an employee in a position for which licensure is required during any period of suspension or revocation Conduct related to ethical violations
Local Policies 7240 – Drug and Alcohol Free Workplace 7241 – Drug and Alcohol Testing of Commercial Motor Vehicle Operators 1710/4021/7230 – Prohibition against Discrimination, Harassment and Bullying 1720/4015/7225 – Discrimination, Harassment and Bullying Complaint Procedure 1735/5025/7235 – Harassment Defined 1736/4026/7236 – Sexual Harassment Defined 1755/7237 – Sexual Harassment Complaint Procedure for Employees 1730/4022/7231 – Nondiscrimination on the basis of Disabilities 4040/7310 – Staff-Student Relations 1740/4010 – Student and Parent Grievance Procedure 1742/5060 – Responding to Complaints 1750/7220 – Grievance Procedure for Employees 1800 – Stewardship of Resources 7335 – Employee Use of Social Media 4700 – Student Records 7315 – Confidential Information 5070/7350 – Public Records 7820 – Personnel Files 7730 – Employee Conflict of Interest
Drug-Free and Alcohol Free Workplace (Policy 7240)(Policy 7240) Prohibits the unlawful manufacture, distribution, dispensing, possession, or use of any of the following: Narcotic Drug Hallucinogenics Amphetamine Barbiturate Marijuana Anabolic Steroids Alcohol Stimulants Synthetic Cannabinoids Counterfeit Substances Designer Drugs (i.e. ecstasy or ice) Any other controlled substance Prohibits impairment by prescriptive or non-prescriptive drugs Prohibits use or influence of alcohol while acting Governs each employee before, during or after school hours while on property owned or leased by the BOE at anytime acting in the course and scope of I-SS at any time the violation of policy has a direct & adverse effect upon performance Must notify his or her supervisor in writing of any conviction no later than 5 calendar days after such conviction, be subject to disciplinary action Subjected to a test for the use of alcohol or controlled substances when reasonable grounds exist to suspect violation
Drug and Alcohol Testing of Commercial Motor Vehicle Operators (Policy 7241) Helps ensure safe operation of school vehicles and compliance with federal law and regulations for drug and alcohol testing Applicability – Who is subject Prohibited Acts - What is not allowed Testing – When testing can be expected Pre-employment Inquiry – What can be asked Training and Education – Materials available Referrals – Resources available if needed Penalties – Disciplinary actions Procedures – Testing procedures and guidelines
Discrimination, Harassment and Bullying Prohibition Against (Policy 1710/4021/7230) Prohibits discrimination on the basis of race, color, national origin, sex, disability or age Applies to students, school system employees, volunteers and visitors Prohibits reprisal or retaliation against and person –Reporting or intending to report –Supporting someone for reporting or intending to report a violation –Participating in investigation of reported violations Employees are required to report any actual or suspected violations Complaint Procedure (Policy 1720/4015/7225) File a complaint no later than 30 days after disclosure or discovery Informal Process must include the following: –(1) notify the complainant that he or she has the option to request formal procedures at any time –(2) make a copy of relevant policies available to the complainant Formal Process includes designated investigator, timeline, written report and an appeal process
Definitions Harassment Defined (Policy 1735/5025/7235) Unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends the victim and results in a hostile environment for the victim Epithets, derogatory comments or slurs and lewd propositions, assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement, and visual insults, such as derogatory posters or cartoons or technology generated visuals. Legitimate age-appropriate pedagogical techniques are not considered harassing behavior Various Levels Sexual Harassment Defined (Policy 1736/4026/7236) (Policy 1736/4026/7236) Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment –Explicit or Implicit –Term or condition of employment, academic progress, or completion of a school-related activity used in evaluating the individual's performance within a course of study or other school-related activity severe, persistent or pervasive enough to unreasonably interfere with work or student performance Various Levels
Sexual Harassment Complaint Procedure for Employees (Policy 1755/7237)(Policy 1755/7237) Informal Resolution Reporting Complaint (30 days) Investigation Investigation Report (written) Appeal (5 days) –Superintendent –BOE Maintenance of Records
Nondiscrimination on the Basis of Disabilities (Policy 1730/4022/7231 ) (Policy 1730/4022/7231 ) I-SS will not discriminate against qualified persons with disabilities on the basis of a disability Includes, but is not limited to, benefits of and participation in system programs and activities Provides aids, benefits and school services to a person with disabilities in the most integrated school setting appropriate to his or her needs so that he or she may have an opportunity commensurate to that provided to persons without disabilities to obtain the same results, gain the same benefit or reach the same level of achievement
Staff-Student Relations (Policy 4040/7310) Professional relationships: role model Prohibited from dating, courting or entering into a romantic or sexual relationship without being subject to disciplinary action Employees required to report or be subject to disciplinary action Student/Parent Grievance Proc. (Policy 1740/4010) Report grievance Investigation (5 days) Response by principal Response by superintendent Appeal to the Board –Mandatory Appeal Alleged violation of policy –Discretionary Appeal No alleged violation of policy
Complaints and Employee Grievance Responding to Complaints (Policy 1742/5060) (Policy 1742/5060) Complaints not specifically addressed by policy should be handled in the following manner: –Complaint reported at the lowest level –BOE initially redirects to the lowest level –If not satisfied with the decision, it can be appealed to the next level –Prompt handling and response Grievance Procedure - Employees (Policy 1750/7220) (Policy 1750/7220) Informal resolution Report grievance Investigation (5 days) Response by official – Level 1 Response by superintendent – Level 2 Appeal to the Board – Level 3 –Mandatory Appeal –Discretionary Appeal
Stewardship of Resources (Policy 1800)(Policy 1800) A system of excellent schools conserves financial and environmental resources and operates in an efficient manner.
Employee Use of Social Media (Policy 7335)(Policy 7335) Social Media Involving Students –Maintenance of professional relationships –Access to students via electronic communications must be school-related (unless otherwise outlined in policy – i.e. family) –Prohibited from communicating via personal social network Employee Use of Social Media –Responsible for impact of public conduct on professional image – standards remain during personal time –Interference with professional ability subject to disciplinary action –Prohibiting from accessing social networking sites for personal use during instructional time or with I-SS resources Posting to Social Media Sites –Remain aware of posted content on social networking sites accessible to students, parents and community –Observe principles outlined in BOE policy when posting Consequences –Online activities will be monitored –Conduct periodic public internet searches for potential violations –Subject to disciplinary action, up to and including dismissal
Records Student Records (Policy 4700)(Policy 4700) Annual Notification of Rights Review & Release to Parent, Guardian or Eligible Student Release of Records to Others Surveys, Evaluation Use of Legal Name FERPA – Federal Education Rights Protection Act Public Records (Policy 5070/7350)(Policy 5070/7350) Name Age Date of original employment Terms of any past or current contract Current position, title, salary Date and amount of each increase Date and type of each promotion, demotion transfer, suspension, separation or other change in position Date and general description of the reasons for each promotion Date and type of each dismissal, suspension or demotion for disciplinary reasons and a copy of any written notices Location of current station
Confidential Information (Policy Code 7315)(Policy Code 7315) Maintain the confidentiality of records as required by law Do not repeat or discuss except with those recognized by law as having a right to the information Seek clarification prior to sharing from supervisor when unsure Violations may result in disciplinary action
Employee Conflict of Interest (Policy 7730)(Policy 7730) Financial Interests - An employee shall not do any of the following: –Obtain direct benefit from a contract that they were involved in making or administering for the BOE –Influence or attempt to influence anyone who is involved in making or administering a contract for the BOE –Solicit or receive any gift, favor, reward, service or promise of reward, including a promise of future employment, in exchange for recommending, influencing or attempting to influence the award of a contract for the BOE –Non-School employment shall not: Adversely affect availability Involve sources of information originating from any information obtained through I-SS Utilize I-SS materials and resources Be conducted during school time or on school property Receipt of Gifts Supervising Family Members
CASE STUDIES Please reflect on the following based on your review of policies
This evening In-School Suspension (ISS) Coordinator goes on Facebook and sees that a student’ has sent a friend request. The ISS Coordinator accepts the request because he really tried to mentor the student last year. Is their an infraction of the Code of Ethics or BOE policy? Case Study #1 Answer: Communication social media (Social Media Policy) and the nature of the contact (Staff-Student Relations) could result both in a Code of Ethics (Commitment to the Student) and BOE policy violation. Professional relationships with students should not extend to the personal arena via social media or personal devices.
#2 While waiting to pay for your produce at the market you see a fellow staff member and say, “Did you hear what happened to Johnny Wildman from Ms. Smith’s class last year? He is being sent to military school.” Is there an infraction of the Code of Ethics or BOE policy? Case Study Answer: This is clearly a violation of the Code of Ethics (Commitment to the Student). It is also a potential violation of BOE Policy (Student Records) and an obvious violation of student confidentiality.
Peggy Johnson is a high school custodian. She has built a good relationship with the students. One student, Brad Tucker, comes to school upset. In comforting Brad, Ms. Johnson puts her arm around his shoulder. Is she in violation? Case Study #3 Answer: This alone is not a violation. There are, however, some important considerations. One should be the age of the student. Student contact looks very different depending on the grade level of the student. Another consideration is the response of the student. For example, if Ms. Johnson’s approach yields the student drawing into himself, she should note the behavior and not touch him. Student comfort is a positive behavior expected of adults, but one must be aware of the student’s response.
Ron Abbott is a school bus driver. Gayle Evans, a student on his bus is constantly out of her seat causing disruptions with other students. He has talked with Gayle on several occasions but nothing has helped. Today is no different, 5 minutes into the ride Ron hears a loud commotion and Gayle is moving from seat to seat toward the back of the bus. Ron begins to yell at Gayle, orders her back to her seat and tells her he is tired of her stupid behavior. Is this a violation? Case Study #4 Answer: This is definitely a violation of the Code of Ethics (Commitment to the Student). This type of behavior also has the potential to be a BOE policy (Prohibition against Discrimination, Harassment and Bullying) violation.
Charlotte Ann Thompson, office support personnel, meets a sixteen-year-old while working with her church youth group. She becomes sexually involved with the sixteen-year-old from the youth group. Is this a violation? Case Study #5 Answer: The behavior is clearly a violation of the Code of Ethics and the I-SS BOE Policy 4040/7310 (Staff-Student Relations), which states that all employees, except student employees, are prohibited from dating, courting or entering into a romantic or sexual relationship with any student enrolled in the school district regardless of the student's age. It also does not matter that the employee is not assigned to the school site and works within another building.
Mr. Tony Farmer, a technician, has a district-issued cell phone. He doesn’t always carry his phone inside the school when he knows it will be a quick trip. He also leaves his phone in the car each night when his finishes work. Tony doesn’t always remember to lock his car. His phone is stolen. Is this a violation? #6 Case Study Answer: This is a violation of BOE policy (Stewardship of Resources)
Brenda Rider is a teacher assistant at Wood Glen Elementary School. She really wants the students to score well on the benchmark exams. Therefore, while she is proctoring the students, she frequently points to answers on their bubble sheets or gives them signals. Has Brenda violated the Code of Ethics? Case Study #7 Answer: This is clearly a violation of the Code of Ethics. Providing the student answers in this manner is unethical and does not allow the student to show competency in assessed areas on the benchmark exams. It does not matter that the tests were benchmark exams versus state testing.
Andrew Westwood is an EC teacher assistant/bus driver at the high school. He also is an assistant soccer coach for the high school team. On Saturday night Andrew takes his family out to the local pizza parlor for dinner. He orders a beer with his pizza. While in the restaurant, two of his players enter the pizza parlor and sit at a nearby table. Is Andrew’s drinking a beer with his family violating the code of ethics? Case Study #8 Answer: This behavior alone is not a violation. However, if the students sit at the coach’s table, the context changes. If the behavior of the coach is uncontrolled and results in a scene, the context changes. It is also not model behavior that the coach would be consuming alcohol while representing the school (i.e. wearing school paraphernalia).
“The reputation of a thousand years is determined by the conduct of one hour.” – Japanese proverb
Completion – Signature Page Complete the Ethics Online Training Signature Page to receive credit. Classified Ethics Online Training Signature Page Please also visit the I-SS Ethics Portal for additional information and resources. I-SS Ethics Portal