TABLE OF CONTENTS - Aldine Independent School
Aldine Ethical Conduct Guidelines
TABLE OF CONTENTS
CONFIDENTIALITY OF STUDENT INFORMATION
PAYROLL AND REIMBURSEMENTS FOR TRAVEL AND EXPENSES
WORK ETHIC AND STANDARDS OF CONDUCT
APPENDIX: SELECTED BOARD POLICIES 16
CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
PHILOSOPHY OF EDUCATION – POLICY AE (LOCAL)
PRESENTMENT OF EMPLOYEE GRIEVANCES – POLICY DGBA
CITIZEN PARTICIPATION – POLICY BED (LOCAL) 21
STATEMENT OF NONDISCRIMINATION – POLICY DAA, DIA, FB, FFH, AND GA 22
SEXUAL HARASSMENT AND GENDER-BASED HARASSMENT – POLICY DIA AND
PUBLIC RECORDS AND DOCUMENTS – POLICY CPC
EMPLOYMENT OF RELATED EMPLOYEES – POLICY DC AND DK
WORK ETHIC AND STANDARDS OF CONDUCT – POLICY DH
DRUG SCREENING FOR APPLICANTS AND EMPLOYEES DRIVING AND
MAINTAINING SCHOOL VEHICLES/REASONABLE SUSPICION SEARCHES –
ENERGY CONSERVATION MANAGEMENT – POLICY CL
PURCHASING POLICIES – POLICY CH
PREFACE
These guidelines outline expected behaviors for all Aldine employees. All employees will perform their duties in furtherance of our core beliefs and in full compliance with all applicable laws and regulations.
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ALDINE CODE OF ETHICS
We are public servants, and we are committed to educational excellence. In every aspect of our work and of our relationships with our stakeholders, we shall perform our duties honestly, competently, efficiently, expediently, and harmoniously and in strict compliance with the ethical standards of our profession.
In all that we do, we advance these core beliefs:
We believe each student can learn and will have equal opportunity to do so.
We believe in clearly defined goals that set high expectations for student excellence.
We believe in the value of parents as children’s first and best teachers.
We believe in the value of each employee.
We believe in empowering individuals to make decisions aligned with the vision of the school district.
We believe in accountability at all levels.
We believe the community must actively participate in the development of our children.
We believe, as a district, we can achieve higher levels of performance.
We believe in the personal and professional growth of all people within our school district.
We believe all environments should be supportive, safe, and secure.
In all that we do, we take personal responsibility for producing the nation’s best.
[SCHOOL BOARD POLICY AE (LOCAL)]
ETHICS TRAINING AND ADVICE
The Superintendent of Schools shall designate district personnel to conduct annual ethics training for district employees. Within thirty (30) days of initial employment, new employees shall receive ethics training. Upon completion of the training, employees shall sign and date a compliance statement certifying that they will adhere to the district’s ethical standards.
District employees may submit to the Superintendent of Schools written requests for clarification or for interpretation of district policies, rules, or expectations. The Superintendent may post responses on the Ethics FAQ section of the district’s website. Such responses shall be written so as to protect the identity of the requestor.
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COMPLIANCE AND ENFORCEMENT
The Superintendent of Schools will enforce the district’s ethical standards. Depending on the seriousness, duration, or repetitiveness of the violation, a violation of the district’s ethical standards may be considered good cause for termination of employment.
The Board of Trustees is responsible for the enforcement of the district’s ethical standards with respect to individual trustees or the Superintendent of Schools.
Trustees and employees with knowledge of a violation of the district’s ethical expectations must report such violation to either the Superintendent of Schools or to the Board of Trustees. No retaliatory action will be taken against an employee who in good faith reports a suspected violation of the district’s ethical standards. A request for clarification or for interpretation of district policies, rules, or expectations shall not be considered a report of a suspected violation of the district’s ethical standards, and the Superintendent shall not post a FAQ which would compromise the anonymity of a person who reports a suspected violation.
CHILD ABUSE OR NEGLECT
Staff members who suspect that a student has been abused or neglected shall report the issue to the school principal immediately. Even though staff members make a report to school officials, the staff members still are required by law to file a report immediately with local law enforcement officials or with the Texas Department of Family and Regulatory Services. For detailed information, refer to School Board Policy DH and FFG.
If the situation is an emergency, employees need to call law enforcement officials or 911 immediately. For non-emergency situations, employees may use the state’s website to file a report: http://www.txabusehotline.org/Login/Default.aspx
COMMUNITY RELATIONS
The support and active participation of the Aldine community are critical to the ability of the district to produce the nation's best students. Aldine ISD not only prepares students academically but also sustains the community by training and encouraging students to be responsible and productive citizens.
The district supports community, charitable, and governmental organizations such as Scouting programs, YMCA, the Greater Greenspoint Management District, the Optimist Club, Lone Star
Community College, the Aldine Education Foundation, the Aldine Foundation for Employee
Relief, local Chambers of Commerce and Community Improvement Districts.
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Partnerships with businesses are also valuable components of our community outreach. Business partners provide opportunities for students to make classroom learning relevant to the demands and expectations of future employers. Students are also exposed to a vast array of jobs and industries to help awaken, nurture and develop the unrealized talents they bring to the classroom.
Sustained involvement in our communities is an important element of Aldine's culture and an integral part of the way we do business. Together – parents, community partners and the school district – we are able to provide students with the supportive environment necessary to prepare them for the best scholarships, the best colleges and the best jobs and careers in today's global economy.
CONFIDENTIALITY OF STUDENT INFORMATION
Maintaining accurate and comprehensive student records is required by both state and federal law. The information contained in those records is entrusted to the district in order for the district to fulfill its mission. The improper release of confidential student information violates the privacy of the student and the student’s parents and impedes the district’s ability to fulfill its mission. In addition to protecting the privacy of information in students’ records, staff members have a professional obligation not to discuss private information about students or their parents unless doing so is necessary to fulfill a legitimate professional purpose. Additionally, staff members need to ensure that written comments about students are made in objective terms. The district’s expectation is that parents will be allowed access to all written information pertaining to their own children.
COPYRIGHT
The district respects the property rights of others, including authors, artists, and publishers. The district expects its employees to use only that property that the district is authorized to use, either because it is in the public domain, because the district has written permission, or because the district has purchased the property, without regard to whether the property is a consumable workbook or is a software program.
CRIMINAL HISTORY
In order to ensure that the district has qualified teachers, support staff and administrators, criminal history checks are conducted on all current employees on an annual basis. All employees are required to notify their campus principal or immediate supervisor in writing, within three days of being arrested for, charged with, convicted of, granted deferred adjudication or probation for, or entering a plea of “no contest” for any felony or misdemeanor offense involving moral turpitude. Failure to provide this notice is grounds for termination of employment.
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DISTRICT PROPERTY
The equipment, supplies, and tools under our control have been entrusted to us for the sole purpose of educating the children of the district. In order to serve the students well and to honor the trust extended to us, we are expected to use district property responsibly and only for official district purposes. Public servants should treat district property with care, use it efficiently, and adhere to laws, policies and procedures for the acquisition, use, maintenance, record keeping, and disposal of district property.
DRUG AND ALCOHOL USE
An employee shall not manufacture, distribute, dispense, possess, use, or be under the influence of drugs or alcohol while at work during working hours or at work-related activities during or outside of usual working hours. All district activities should promote what is healthy for the students we serve. It is important for each staff member to model positive behaviors for students, co-workers, and other stakeholders. Compared to students or staff members without alcohol or drugs in their systems, substance abuser are less productive, more likely to be late or absent, more likely to hurt other people, and more likely to injure themselves. Students and staff members are negatively affected by other students or staff members who are impaired or appear to be impaired because of alcohol or drug use.
ENVIRONMENT
Aldine supports the health and well-being of our stakeholders, staff, and our natural resources.
We will maximize efficiency in the use of materials and energy, we will not generate unnecessary waste, and we will not release potentially hazardous materials into the environment.
We will incorporate safety and environmental protection in all of our operations, and we will promote environmental responsibility in our instructional program.
EQUAL EMPLOYMENT OPPORTUNITY
Aldine values the cultural diversity of its employees. Employees who are valued perform the work duties better and work more cooperatively with fellow employees. Employees’ respective life experiences, viewpoints, and cultures enhance the district’s ability to serve the diverse student body. Valuing diversity makes Aldine a better place for all of us. The district prohibits unlawful discrimination, harassment and retaliation based on race, color, religion, national origin, sex, age, physical or mental disability, qualifying veteran status and any other legally protected category.
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GIFTS TO PUBLIC SERVANTS
The public we serve must have absolute confidence in each of us that we will do our duty for each member of the public as we would do it for another, without regard to the status or wealth or influence of the member. Whether it is in the processing of paperwork, the recommendation of programs, or the assessment of students’ work, we perform our duties because it is our duty, rather than because the person who is affected by our work has given us a private benefit or other inducement to influence our decision-making. Even small tokens of appreciation offered by well-meaning stakeholders may be viewed by others as having improperly influenced our impartiality. Employees are urged to exercise great caution when accepting any gift from stakeholders, regardless of the gift’s monetary value, particularly when a decision or act which may affect that stakeholder has been made or will be made in close proximity to the time of the gift.
PAYROLL AND REIMBURSEMENTS FOR TRAVEL EXPENSES
Aldine values the integrity of its employees. Employee honesty and integrity are essential to ethical business practices of the district. Aldine employees shall make every effort to prevent misunderstandings and misuse of payroll or travel reimbursement reports within the institution by careful documentation of time served at their job. Each employee has an obligation to ensure their time on the job is clearly documented and there is no distortion that would cause an employee to be over or under compensated. Employees should prepare all reports, including expense reports, time cards, and sales reports accurately and truthfully.
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POLITICS
The education of young people in this community is not an area of political exploitation. Politics, partisan or otherwise, play no part in the selection of employees, or in the awarding of school contracts. The public interest shall be the principle which guides the Board of Education in governing the Aldine Independent School District.
No employee shall knowingly use public funds, directly or indirectly, for political advertising to advocate for or against a candidate or measure that will appear on a ballot. This policy specifically prohibits the use of public funds to support particular candidates including incumbents seeking reelection, school district bond elections, and school district tax elections.
PURCHASING
The education of the students of this district requires the most efficient and sound expenditure of monies. Poor planning, waste, and fraud directly impacts and substantially reduces the district’s ability to meet the needs of students. Imprecise processes and haphazard procedures not only result in waste but also result in the general public having a lack of confidence in the district’s fiscal management.
All stakeholders must have the confidence to know that the district effectively plans for meeting its needs, buys only what is needed, pays for its purchases timely, uses its materials efficiently, and adheres to the highest standards of fiscal accountability. These positive behaviors contribute to a healthy business community which supports our students and their families. Employees must conduct business with vendors openly and consistently and must avoid behavior which would appear to be motivated to serve the employee’s self-interest. Any expenditure of public monies which does not serve the financial interest of the district is prohibited.
RELATIONSHIPS WITH VENDORS
Public servants should take reasonable steps to ensure that their relationships with anyone doing business with the district are honest and open, and that business is conducted with integrity.
They should avoid conflict of interest situations by not giving preferential treatment to any outside interest group, company, or individual over another. Public servants must not accept gifts, free services, or anything of value for or because of any act performed or withheld while performing their public service responsibilities. All business dealings must be accomplished by adhering to the district’s purchasing practices.
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SEXUAL HARASSMENT
This school district exists to serve students. The attention and focus of all students, staff members, and stakeholders must be to support and encourage the respectful and safe relationship among all people with whom they may have contact in the district setting. Disrespectful, abusive, or predatory comments or behaviors that are sexual in nature directed at any person diminishes the value of the person and interferes with the mission of the school district. This conduct could constitute sexual harassment which is prohibited by board policy and by state and federal laws.
WORK ETHIC AND STANDARDS OF CONDUCT
Public servants are entrusted with the public’s resources, including property and time. Public servants must be proficient in their job duties, arrive to work on time and ready to perform their duties, perform their duties promptly, accurately, and efficiently, work harmoniously and respectfully with co-workers, honor their stewardship of district resources, support the district’s vision, mission, and objectives and goals, and encourage co-workers to do the same. An employee’s work ethic is displayed throughout every day.
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FREQUENTLY ASKED QUESTIONS
Question:
What is more important, compliance with rules or compliance with values?
Answer:
Compliance with rules and compliance with values are equally important. Theoretically, our values determine our rules. However, because our personal values may differ, rules are helpful in providing a common framework to identify acceptable and unacceptable behaviors. Since not all situations perfectly align with a particular rule, it also is important that a uniform set of values be identified. There is alignment between the district’s values and with its policies, the Texas
Education Agency’s rules, and the state’s laws.
Question:
What happens when an employee's personal values clash with the legitimate values and rules of the district?
Answer:
The short answer is that the employee has a duty to advance the legitimate values and rules of the district. If the employee determines that the clash in values is irreconcilable, then the employee should contact an appropriate administrative supervisor as early as possible to seek a mutually agreeable termination of the employment relationship. Educators who seek to resign during the term of their contract must seek the approval of the Superintendent of Schools or the superintendent’s designee.
Knowing the district’s rules and understanding the values upon which they are based is critical to an employee’s ability to resolve potential clashes ahead of time and to perform the employee’s duty in alignment with Aldine’s organizational culture.
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Question:
Should the district’s schools be teaching values?
Answer:
We believe that parents are students’ first and best teachers. Parents expect us to support them in the positive development of their children. If schools do not directly promote and nurture the positive and universal character values of integrity, respect, and work ethic, the district will not be supporting the efforts of parents. Further, students will catch the idea that the school condones dishonesty, disrespect, and laziness.
The classroom is a professional environment for learning, and character must be explicitly taught there. Administrators can aid in the development of good character by creating a moral and respectful community at school.
One way that the district ensures that parents have a voice in the values taught by the district is to encourage the participation of parents in the actual development and revision of the Student
Code of Conduct. Another way is the collaborative work of PTA’s and PTO’s. Yet another way is the ability of patrons to bring their concerns to the governing body in the regular monthly public meetings of the Board of Trustees.
Question:
What should an employee do if some other employee appears to be violating a law, rule, or district value?
Answer:
If the employee has a good faith belief that the conduct endangers a student, the employee has a duty to intervene. If the conduct already has occurred and a child has been abused, the employee has a legal responsibility to report the abuse timely and to the proper legal authority. For other serious issues, the employee should report the possible violation to an appropriate administrative supervisor.
Employees have an obligation to act in ways which further the district’s legitimate interests. An employee’s loyalty to friends and co-workers should not interfere with that obligation.
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Question:
What should an employee do if some other employee, including a supervisor, wants something done that seems to violate a law, rule, or district value?
Answer:
One problem with compromising on ethics is that little breaches turn into huge crevices. It is much easier to say no at the beginning than to break a bad, and possibly illegal, habit.
Sometimes, the other person does not understand that the requested act would be a violation.
Other times, the problem simply may be a misunderstanding of what is being communicated.
Don’t immediately assume that the other person is acting unethically. Instead, seek clarification of what is being asked. For example, you can restate what you understand is being asked and then ask if your understanding is correct. If you still have a concern, then you should state your discomfort with the approach and perhaps suggest an alternative that will accomplish the intended result. You may need to suggest that the both of you seek guidance from a higher authority.
If what is being asked clearly would be a violation of a law, rule, or district value, the employee must decline. For serious matters, the employee may very well have a duty to report the incident to a higher authority.
Question:
What activities, functions, decisions, and behaviors have ethical implications?
Answer:
All of them. Employees must be competent in their line of work, must honor their commitment and duty to serve the public’s interest, must obey laws, rules, and policies, and must conduct themselves in a manner that is compatible with the district’s vision, mission, objectives and goals, and values.
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Question:
Where can I get help in working through a job-related ethical dilemma?
Answer:
Your first step should be to review promptly the authoritative documents which govern the issue.
These documents would include the district’s policies, vision, mission, objectives and goals,
Code of Ethics, these Guidelines, and the state’s Code of Ethics and Standard Practices for Texas
Educators. If you are not able to resolve the matter promptly in alignment with these authorities, you should seek assistance from your administrative supervisor. If the matter still is not resolved, you should seek assistance from the cabinet-level supervisor of your school or department.
Question:
I found a good workbook of math problems in a teacher supply store. I’d like to copy some of the pages so that students can practice problems at home. Can I make some copies to supplement the teacher-made homework?
Answer:
Generally not, but you’ll need to look at the copyright notice on the workbook to see whether the holder of the copyright has given permission for you to use it that way. We need to respect the property rights of others. The author/publisher of that type of workbook created the workbook in order to sell it for the same purposes for which you intend to use it. If consumers simply copied materials intended for sale, eventually the authors/publishers of the material either would increase the product price dramatically or would discontinue creating that product. The federal copyright protection is designed to reward the efforts of the product’s creator and to encourage subsequent creative works. Additionally, there can be significant civil and criminal sanctions for violating the copyright laws.
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Question:
Can I use district equipment for personal purposes?
Answer:
Generally, no. District resources are dedicated to be used for official district purposes. Under certain circumstances, personal use of district resources could constitute a crime. However, an occasional and insubstantial use of district equipment which does not result in an additional cost to the district may not be prohibited. Employees need to ensure that an occasional and insubstantial use does not grow into a regular or substantial use. For example, occasionally making a short phone call home during your lunch break would not be prohibited, but using a district copier to run off a copy of a personal holiday greeting letter is prohibited.
Question:
If I make sure that I only use it on the weekend and bring it back before work starts on Monday, can I borrow my district laptop in order to write a paper for a post-graduate class I’m taking?
Answer:
No.
Question:
I understand that the computer could break or get a virus or get stolen, etc. but what if I wanted to borrow a paper cutter or some other tool?
Answer:
The issue is not the level of risk of something happening to the equipment. The issue is that it is not your property, and you do not have permission to “borrow” it. Rather, it is district property that should be used only for official district purposes. Besides the possibility of violating a criminal statute, there are some very practical problems relating to taking district property and using it for personal purposes. One problem is that taking items can become a habit, followed by forgetting to return them. Another problem is that it interferes with other people being able to use the item to perform their duties. It also sets a poor example to co-workers and other stakeholders.
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Question:
I have a small business on the side. Can I sell my product or services to the district?
Answer:
You may do so only as long as you follow the standard purchasing practices of the district and do not use district resources (time or equipment) in pursuing the interests of your personal business.
However, if you have purchasing or approval authority, you cannot purchase or authorize the purchasing of goods or services for which you have a substantial personal interest. Because of the practical difficulty in ensuring a complete separation between pursuing your business interest and the interests of the district, the district prefers not to buy products or services from its employees.
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APPENDIX: SELECTED BOARD POLICIES
The following documents cover many topics affecting the district’s trustees and staff and are not intended to represent all laws, regulations, or policies which govern the conduct of public servants in a school district setting. District operations are impacted by various federal and state rules and laws, and each school and each department may have operating procedures and rules.
Compliance with all laws, regulations, rules, and policies is required.
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CODE OF ETHICS AND STANDARD PRACTICES FOR TEXAS EDUCATORS
19 TAC Chapter 247
(A) Standard 1.1. 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
(B) 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.
(C) Standard 1.3. The educator shall not submit fraudulent requests for reimbursement, expenses, or pay.
(D) Standard 1.4. The educator shall not use institutional or professional privileges for personal or partisan advantage.
(E) 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.
(F) Standard 1.6. The educator shall not falsify records, or direct or coerce others to do so.
(G) Standard 1.7. The educator shall comply with state regulations, written local school board policies, and other state and federal laws.
(H) Standard 1.8. The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications.
(I)Standard 1.9. The educator shall not make threats of violence against school district employees, school board members, students, or parents of students.
(J)Standard 1.10. As defined in §249.3 of this title (relating to Definitions), the educator shall be of good moral character and demonstrate that he or she is fit and worthy to instruct or supervise the youth of this state.
(K)Standard 1.11. The educator shall not purposefully misrepresent the circumstances of his or her prior employment, criminal history, and/or disciplinary record when applying for subsequent employment.
(L)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.
(M)Standard 1.13. The educator shall not consume alcoholic beverages on school property or during school activities when students are present.
(2) Ethical Conduct Toward Professional Colleagues.
(A) 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.
(B) Standard 2.2. The educator shall not harm others by knowingly making false statements about a colleague or the school system. (C) Standard 2.3. The educator shall adhere to written
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local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.
(D) Standard 2.4. The educator shall not interfere with a colleague's exercise of political, professional, or citizenship rights and responsibilities.
(E) Standard 2.5. The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, sex, disability, or family status.
(F) Standard 2.6. The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues.
(G) 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.
(3) Ethical Conduct Toward Students.
(A) Standard 3.1. The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law.
(B) Standard 3.2. The educator shall not intentionally, knowingly, recklessly, or negligently 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 the minor.
(C) Standard 3.3. The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student.
(D) Standard 3.4. The educator shall not exclude a student from participation 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.
(E) Standard 3.5. The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor.
(F) Standard 3.6. The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor.
(G) Standard 3.7. The educator shall not furnish alcohol or illegal/unauthorized drugs to any student or minor or knowingly allow any student or minor to consume alcohol or illegal/unauthorized drugs in the presence of the educator.
(H)Standard 3.8. The educator shall maintain appropriate professional educator-student relationships.
(I)Standard 3.9. The educator shall refrain from excessive and/or 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 excessive or 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;
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(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.
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PHILOSOPHY OF EDUCATION – POLICY AE (LOCAL)
The Board of Education of the Aldine Independent School District holds as its guiding principle in the operation of this School District the welfare of the child. It believes that it is the duty of the Board, as elected representatives of the people to provide the type and kind of educational program wanted by the majority of the residents of the District.
The Board believes that each individual scholastic living within the boundaries of this School
District should be accepted into the educational program, unless otherwise excluded by official action, and that he/she shall be provided with a stimulating environment and opportunities for learning experiences designed to promote skills and behavior on his/her part that will make him/her an acceptable, happy, creditable, and well-adjusted citizen of our democratic society.
In the practical application of this philosophy, opportunities shall be provided within the educational program for each individual to develop to the fullest of his/her capacities:
1. The fundamental skills
2. The ability to communicate ideas
3. Knowledge and understanding of his/her natural environment
4. Moral and ethical values
5. Physical, mental, and emotional health
6. Understanding and appreciation of the American heritage
7. Skills for effective participation in the democratic processes
8. An appreciation for his/her role in the family and in civic groups
9. Economic competence as a consumer
10. Saleable skills and vocational competence
11. Appreciation of the arts
12. Wise use of leisure time
13. The ability to think effectively and to make decisions based upon logic
14. Zeal for continuous learning and self-improvement.
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CITIZEN PARTICIPATION – POLICY BED (LOCAL)
The Board of Trustees shall solicit the advice and counsel of citizens in planning and operating the schools. The schedule of and agenda for meetings of the Board of Trustees is posted in the administration building prior to the convening of the board and in compliance with the Texas
Open Meetings Act. The board shall hold closed or executive sessions in compliance with the
Texas Open Meetings Act.
Audience participation at a Board meeting is limited to the public comment portion of the meeting designated for that purpose. At all other times during a Board meeting, the audience shall not enter into discussion or debate on matters being considered by the Board, unless requested by the presiding officer.
At regular meetings the Board shall allot 30 minutes to hear persons who desire to make comments to the Board. Persons who wish to participate in this portion of the meeting shall sign up with the presiding officer or designee before the meeting begins and shall indicate the topic about which they wish to speak.
No presentation shall exceed three minutes. Delegations of more than five persons shall appoint one person to present their views before the Board.
Specific factual information or recitation of existing policy may be furnished in response to inquiries, but the Board shall not deliberate or decide regarding any subject that is not included on the agenda posted with notice of the meeting.
The presiding officer or designee shall determine whether a person addressing the Board has attempted to solve a matter administratively through resolution channels established by policy. If not, the person shall be referred to the appropriate policy (see list below) to seek resolution:
•
Employee complaints: DGBA
•
Student or parent complaints: FNG
•
Public complaints: GF
The Board shall not tolerate disruption of the meeting by members of the audience. If, after at least one warning from the presiding officer, any person continues to disrupt the meeting by his or her words or actions, the presiding officer may request assistance from law enforcement officials to have the person removed from the meeting.
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STATEMENT OF NONDISCRIMINATION – POLICY DAA, DIA, FB, FFH, AND GA
It is the policy of Aldine ISD not to discriminate or engage in harassment on the basis of race, color, national origin, sex, religion, age, disability, or any other legally protected status in its educational and vocational programs, services or activities or matters related to employment as required by Title VI and Title VII of the Civil Rights Act of 1964, as amended; Title IX of the
Education Amendments of 1972; Age Discrimination in Employment Act; Americans with
Disabilities Act, as amended; and Section 504 of the Rehabilitation Act of 1973, as amended.
Discrimination against an employee is defined as conduct directed at an employee on the basis of race, color, religion, gender, national origin, age, disability, or any other basis prohibited by law, that adversely affects the employee’s employment.
Prohibited harassment of an employee is defined as physical, verbal, or nonverbal conduct based on an employee’s race, color, religion, gender, national origin, age, disability, or any other basis prohibited by law, when the conduct is so severe, persistent, or pervasive that the conduct:
Has the purpose or effect of unreasonably interfering with the employee’s work performance;
Creates an intimidating, threatening, hostile, or offensive work environment; or
Otherwise adversely affects the employee’s performance, environment or employment opportunities.
Examples of prohibited harassment may include offensive or derogatory language directed at another person’s religious beliefs or practices, accent, skin color, gender identity, or need for workplace accommodation; threatening or intimidating conduct; offensive jokes, name calling, slurs, or rumors; physical aggression or assault; display of graffiti or printed material promoting racial, ethnic, or other stereotypes; or other types of aggressive conduct such as theft or damage to property.
See separate section on SEXUAL HARASSMENT in these guidelines.
The District prohibits retaliation against an employee who makes a claim alleging to have experienced discrimination or harassment, or another employee who, in good faith, makes a report, serves as a witness, or otherwise participates in an investigation.
An employee who intentionally makes a false claim, offers false statements, or refuses to cooperate with a District investigation regarding harassment or discrimination is subject to appropriate discipline.
Examples of retaliation may include termination, refusal to hire, demotion, and denial of promotion. Retaliation may also include threats, unjustified negative evaluations, unjustified negative references, or increased surveillance.
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In this policy, the term “prohibited conduct” includes discrimination, harassment, and retaliation as defined by this policy, even if the behavior does not rise to the level of unlawful conduct.
An employee who believes that he or she has experienced prohibited conduct or believes that another employee has experienced prohibited conduct should immediately report the alleged acts. The employee may report the alleged acts to his or her supervisor or campus principal.
Alternatively, the employee may report the alleged acts to one of the District officials below. For the purposes of this policy, District officials are the Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent.
Reports of discrimination based on sex, including sexual harassment, may be directed to the Title
IX coordinator. The District designates the following person to coordinate its efforts to comply with Title IX of the Education Amendments of 1972, as amended:
Name: Dr. Archie Blanson
Position: Deputy Superintendent
Address: 14910 Aldine Westfield Road, Houston, TX 77032
Telephone: (281) 449-1011
Reports of discrimination based on disability may be directed to the ADA/Section 504 coordinator. The District designates the following person to coordinate its efforts to comply with
Title II of the Americans with Disabilities Act of 1990, as amended, which incorporates and expands upon the requirements of Section 504 of the Rehabilitation Act of 1973, as amended:
Name: Dr. Archie Blanson
Position: Deputy Superintendent
Address: 14910 Aldine Westfield Road, Houston, TX 77032
Telephone: (281) 449-1011
An employee shall not be required to report prohibited conduct to the person alleged to have committed it. Reports concerning prohibited conduct, including reports against the Title IX coordinator or ADA/Section 504 coordinator, may be directed to the Superintendent.
A report against the Superintendent may be made directly to the Board. If a report is made directly to the Board, the Board shall appoint an appropriate person to conduct an investigation.
Reports of prohibited conduct shall be made as soon as possible after the alleged act or knowledge of the alleged act. A failure to promptly report may impair the District’s ability to investigate and address the prohibited conduct.
Any District supervisor who receives a report of prohibited conduct shall immediately notify the appropriate District official listed above and take any other steps required by this policy.
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The District may request, but shall not insist upon, a written report. If a report is made orally, the District official shall reduce the report to written form. Upon receipt or notice of a report, the
District official shall determine whether the allegations, if proven, would constitute prohibited conduct as defined by this policy. If so, the District official shall immediately authorize or undertake an investigation, regardless of whether a criminal or regulatory investigation regarding the same or similar allegations is pending. If appropriate, the District shall promptly take interim action calculated to prevent prohibited conduct during the course of an investigation.
The investigation may be conducted by the District official or a designee, such as the campus principal, or by a third party designated by the District, such as an attorney. When appropriate, the campus principal or supervisor shall be involved in or informed of the investigation.
The investigation may consist of personal interviews with the person making the report, the person against whom the report is filed, and others with knowledge of the circumstances surrounding the allegations. The investigation may also include analysis of other information or documents related to the allegations.
Absent extenuating circumstances, the investigation should be completed within ten District business days from the date of the report; however, the investigator shall take additional time if necessary to complete a thorough investigation. The investigator shall prepare a written report of the investigation. The report shall be filed with the District official overseeing the investigation.
If the results of an investigation indicate that prohibited conduct occurred, the District shall promptly respond by taking appropriate disciplinary or corrective action reasonably calculated to address the conduct. The District may take action based on the results of an investigation, even if the conduct did not rise to the level of prohibited or unlawful conduct.
To the greatest extent possible, the District shall respect the privacy of the complainant, persons against whom a report is filed, and witnesses. Limited disclosures may be necessary in order to conduct a thorough investigation and comply with applicable law.
A complainant who is dissatisfied with the outcome of the investigation may appeal through
DGBA(LOCAL), beginning at the appropriate level.
The complainant may have a right to file a complaint with appropriate state or federal agencies.
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PRESENTMENT OF EMPLOYEE GRIEVANCES –
POLICY DGBA
Employees are encouraged to resolve their complaints at the campus or building level through the principal or building supervisor as informally and as promptly as possible. However, employees are not required to attempt informal resolution of complaints prior to filing a grievance with the Superintendent of Schools, and such attempts are not part of the grievance presentment procedure. The timelines will not be postponed during such attempts. A “grievance” is an oral or written complaint filed with the Superintendent of Schools and which concerns the grievant’s wages, hours, or conditions of work or the exercise of constitutional rights. The grievant’s allegations must be stated specifically and factually, the grievant must state the specific harm caused, and the grievant must establish the existence of an available remedy. This policy does not apply to the nonrenewal or termination of probationary contract and term contract employees. All time limits are mandatory unless otherwise mutually agreed in writing by the parties.
See Board Policy DGBA (LOCAL) for timelines and details regarding the grievance process.
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SEXUAL HARASSMENT AND GENDER-BASED HARASSMENT –
POLICY DIA AND FFH
Sexual Harassment of Employees:
Sexual harassment is a form of sex discrimination defined as unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when:
Submission to the conduct is either explicitly or implicitly a condition of an employee’s employment, or when submission to or rejection of the conduct is the basis for an employment action affecting the employee; or
The conduct is so severe, persistent, or pervasive that it has the purpose or effect of unreasonably interfering with the employee’s work performance or creates an intimidating, threatening, hostile, or offensive work environment.
Examples of sexual harassment may include sexual advances; touching intimate body parts; coercing or forcing a sexual act on another; jokes or conversations of a sexual nature; and other sexually motivated conduct, communication, or contact.
Sexual Harassment of Students:
Sexual harassment of a student by a District employee includes both welcome and unwelcome sexual advances; requests for sexual favors; sexually motivated physical, verbal, or nonverbal conduct; or other conduct or communication of a sexual nature when:
1. A District employee causes the student to believe that the student must submit to the conduct in order to participate in a school program or activity, or that the employee will make an educational decision based on whether or not the student submits to the conduct; or
2. The conduct is so severe, persistent, or pervasive that it: a. Affects the student’s ability to participate in or benefit from an educational program or activity, or otherwise adversely affects the student’s educational opportunities; or b. Creates an intimidating, threatening, hostile, or abusive educational environment.
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Romantic or inappropriate social relationships between students and District employees are prohibited. Any sexual relationship between a student and a District employee is always prohibited, even if consensual. [See Board policy DF]
Sexual harassment of a student, including harassment committed by another student, includes unwelcome sexual advances; requests for sexual favors; or sexually motivated physical, verbal, or nonverbal conduct when the conduct is so severe, persistent, or pervasive that it:
1. Affects a student’s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment;
2. Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
Examples of sexual harassment of a student may include sexual advances; touching intimate body parts or coercing physical contact that is sexual in nature; jokes or conversations of a sexual nature; and other sexually motivated conduct, communications, or contact.
Necessary or permissible physical contact such as assisting a child by taking the child’s hand, comforting a child with a hug, or other physical contact not reasonably construed as sexual in nature is not sexual harassment.
Gender-based Harassment and Dating Violence :
Gender-based harassment includes physical, verbal, or nonverbal conduct based on the student’s gender, the student’s expression of characteristics perceived as stereotypical for the student’s gender, or the student’s failure to conform to stereotypical notions of masculinity or femininity.
For purposes of this policy, gender-based harassment is considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the conduct:
1. Affects a student’s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment;
2. Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
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Examples of gender-based harassment directed against a student, regardless of the student’s or the harasser’s actual or perceived sexual orientation or gender identity, may include offensive jokes, name-calling, slurs, or rumors; physical aggression or assault; threatening or intimidating conduct; or other kinds of aggressive conduct such as theft or damage to property.
Dating violence occurs when a person in a current or past dating relationship uses physical, sexual, verbal, or emotional abuse to harm, threaten, intimidate, or control the other person in the relationship. Dating violence also occurs when a person commits these acts against a person in a marriage or dating relationship with the individual who is or was once in a marriage or dating relationship with the person committing the offense.
For purposes of this policy, dating violence is considered prohibited harassment if the conduct is so severe, persistent, or pervasive that the conduct:
1. Affects a student’s ability to participate in or benefit from an educational program or activity, or creates an intimidating, threatening, hostile, or offensive educational environment;
2. Has the purpose or effect of substantially or unreasonably interfering with the student’s academic performance; or
3. Otherwise adversely affects the student’s educational opportunities.
Examples of dating violence against a student may include physical or sexual assaults; namecalling; put-downs; or threats directed at the student, the student’s family members, or members of the student’s household. Additional examples may include destroying property belonging to the student, threatening to commit suicide or homicide if the student ends the relationship, attempting to isolate the student from friends and family, stalking, threatening a student’s spouse or current dating partner, or encouraging others to engage in these behaviors.
See also section of STATEMENT OF NONDISCRIMINATION in these guidelines.
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POLITICS - POLICY BBBB(LOCAL)
No officer or employee of the District shall knowingly expend or authorize the expenditure of
District funds for the purpose of political advertising. Funds may be expended, however, for advertising that describes the factual reasons for a measure and does not advocate the passage or defeat of such measure.
No officer or employee of the District shall spend or authorize the expenditure of District funds for a communication describing a measure if the communication contains information that:
•
The officer or employee knows is false; and
•
Is sufficiently substantial and important as to be reasonably likely to influence a voter to vote for or against the measure.
This prohibition includes any activity during an employee’s work time and with regard to all school district resources such as, but not limited to, copy and fax machines, supplies, facilities, and computer equipment.
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PUBLIC RECORDS AND DOCUMENTS – POLICY CPC
The Board of Education recognizes the right of the general public to full and complete information concerning the activities of the Aldine Independent School District. To insure this public right, the district will observe the provisions of the Texas Open Records Act and the
United States Right to Privacy Act of the Education Amendments of 1974. The custodian of
Public Records for the Aldine Independent School District is the Superintendent of Schools. All requests for access to public records and documents of the district must be addressed in writing to the Superintendent of Schools.
Copies of documents will be provided upon request at a reasonable price to cover the cost of reproduction. All original documents will be stored in an appropriate manner so as to insure the accessibility, as well as the security of the document.
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EMPLOYMENT OF RELATED EMPLOYEES –
POLICY DC AND DK
Each staff member responsible for employment in the District, including any employee responsible for recommending the employment of applicants, shall avoid any act or practice that may be interpreted as preferential consideration to another employee or to a potential employee and shall not be authorized to hire or recommend for employment any person who is a member of that employee’s immediate family, as defined at DEC(LOCAL).
Teachers who are married to one another shall not be assigned to the same campus. The
Superintendent shall have authority to make an exception to this prohibition so long as assignment to the same campus does not interfere with either employee’s job performance or with administrative efficiency.
An administrator and his or her spouse shall not be assigned to positions in the same building.
No employee shall be assigned to a position in which he or she would be supervised by, or would supervise or otherwise be directly or indirectly responsible for the evaluation of, any member of the employee’s immediate family, as defined at DEC(LOCAL).
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WORK ETHIC AND STANDARDS OF CONDUCT – POLICY DH
Each District employee shall perform his or her duties in accordance with state and federal law,
District policy, and ethical standards.
Each District employee shall recognize and respect the rights of students, parents, other employees, and members of the community and shall work cooperatively with others to serve the best interests of the District.
Each employee shall comply with the standards of conduct set out in DH (LOCAL) and with any other policies, regulations, and guidelines that impose duties, requirements, or standards attendant to his or her status as a District employee. Violation of any policies, regulations, or guidelines may result in disciplinary action, including termination of employment. [See DCD and DF series]
Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites, editorial comments posted on the Internet, and social network sites. Electronic media also includes all forms of telecommunication, such as landlines, cell phones, and Web-based applications.
In accordance with administrative regulations, a certified or licensed employee, or any other employee designated in writing by the Superintendent or a campus principal, may use electronic media to communicate with currently enrolled students about matters within the scope of the employee’s professional responsibilities. All other employees are prohibited from using electronic media to communicate directly with students who are currently enrolled in the District.
The regulations include:
1. Exceptions for family and social relationships;
2. The circumstances under which an employee may use text messaging to communicate with students; and
3. Other matters deemed appropriate by the Superintendent or designee. Each employee shall comply with the District’s requirements for records retention and destruction to the extent those requirements apply to electronic media. [See CPC]
An employee shall be held to the same professional standards in his or her public use of electronic media as for any other public conduct. If an employee’s use of electronic media violates state or federal law or District policy, or interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. Each employee shall adhere to District safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor.
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The District considers workplace bullying to be unacceptable and shall not tolerate it under any circumstances. Workplace bullying shall be defined as engaging in written or verbal expression, expression through electronic means, or physical conduct that occurs in the workplace that:
1. Has the effect or will have the effect of physically harming another employee, damaging another employee’s property, or placing another employee in reasonable fear of harm to his or her person or of damage to his or her property;
2. Is sufficiently severe, persistent, and pervasive that the action or threat creates an intimidating, threatening, or abusive work environment for the employee;
3. Exploits an imbalance of power between the employee perpetrator and the employee victim through written or verbal expression or physical conduct; or
4. Interferes with the victim’s employment or substantially disrupts the operation of the work location.
Workplace bullying does not include the legitimate exercise of employee management, including task assignment, employee coaching, and work-related employee discipline. Allegations of workplace bullying shall be handled in accordance with procedures for discrimination and harassment complaints and investigations. [See DIA]
An employee shall not use tobacco products on District premises, in District vehicles, or at school or school-related activities. [See also GKA]
An employee shall not 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 drug.
An employee need not be legally intoxicated to be considered “under the influence” of a controlled substance.
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An employee who manufactures, possesses, or dispenses a substance listed above as part of the employee’s job responsibilities, or who uses a drug authorized by a licensed physician prescribed for the employee’s personal use shall not be considered to have violated this policy.
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DRUG SCREENING FOR APPLICANTS AND EMPLOYEES DRIVING AND
MAINTAINING SCHOOL VEHICLES/REASONABLE SUSPICION SEARCHES –
POLICY DHE
Drug and Alcohol Testing:
Each employee who drives a district-owned vehicle, or who is responsible for the maintenance of district-owned vehicles shall undergo a drug test by urinalysis and an alcohol test by breathalyzer as designated and paid for by the district. Additionally, all applicants for such duties, be they employee or new applicant, shall take a pre-employment drug and alcohol test. The purpose of the test is to detect the use of a dangerous drug, or other drugs or alcohol which could influence the person’s ability to safely operate or maintain a bus or vehicle, and to comply with the
Department of Transportation (DOT) regulations.
Any person who drives or maintains a district-owned vehicle, may be required to undergo a drug test by urinalysis or an alcohol test by breathalyzer at any time if the person’s supervisor(s) determines that reasonable suspicion exists to believe the person has used or been under the influence of a controlled substance, a dangerous drug, or other drug or alcohol influencing the person’s ability to safely operate or maintain the vehicle.
The following constitute drug-related violations under the DOT rules:
1. Refusing to submit to a required test for alcohol or controlled substances.
2. Providing an adulterated, diluted, or a substituted specimen on an alcohol or controlled substances test.
3. Testing positive for alcohol, at a concentration of 0.04 or above, in a post-accident test.
4. Testing positive for controlled substances in a post-accident test.
5. Testing positive for alcohol, at a concentration of 0.04 or above, in a random test.
6. Testing positive for controlled substances in a random test.
7. Testing positive for alcohol, at a concentration of 0.04 or above, in a reasonable suspicion test.
8. Testing positive for controlled substances in a reasonable suspicion test.
An employee who operates a commercial motor vehicle, including a bus, and commits a drugrelated DOT violation as defined above shall not be eligible for reinstatement as a driver.
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The confidentiality of all test results shall be strictly maintained with only those persons having a need to know being informed of the results.
Applicants testing positive for the use of a controlled substance, dangerous drug or other drug or alcohol on a required pre-employment drug or alcohol test shall not be hired. An applicant who refuses to consent to a drug or alcohol test is ineligible for employment.
Staff members testing positive for the use of a controlled substance, dangerous drug, other drug or alcohol on a drug or alcohol test based on reasonable suspicion will be terminated from driving or maintenance duties.
“Reasonable suspicion” may include but is not limited to: a. a pattern of abnormal or erratic behavior; b. information provided by a reliable and credible source; c. direct observation of drug use; d. presence of the physical symptoms of drug or alcohol use (i.e., glassy or bloodshot eyes, slurred speech, poor coordination or reflexes); or e. occurrence of a traffic accident depending on the circumstances surrounding the accident.
Before a drug or alcohol test is administered, affected employees or applicants will be asked to sign a consent form authorizing the test and permitting release of the test results to District officials. The consent form shall provide space for employees and applicants to acknowledge that they have been notified of the district’s drug testing policy for persons who may drive districtowned vehicles, or who may be responsible for the maintenance of district owned vehicles.
Reasonable Suspicion Testing:
The District reserves the right to conduct searches when the District has reasonable suspicion to believe that a search will uncover evidence of work-related misconduct. The District may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on
District premises or worksites or used in District business. Searches that reveal a violation of the
District’s standards of conduct may result in disciplinary action.
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CRIMINAL HISTORY – POLICY DH
Criminal history checks are conducted on all current employees on an annual basis. An employee shall 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 the employee for any felony, any offense involving moral turpitude, and any of the other offenses as indicated below:
1. Crimes involving school property or funds;
2. Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator;
3. Crimes that occur wholly or in part on school property or at a school-sponsored activity; or
4. Crimes involving moral turpitude, which include:
•
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;
•
Felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled substance defined in Chapter 481 of the Health and Safety
Code;
•
Felony driving while intoxicated (DWI); or
•
Acts constituting abuse or neglect under the Texas Family Code.
Violation of this policy may result in disciplinary action, including termination of employment.
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CHILD ABUSE - POLICY FFG
Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility, under state law, for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS).
Any District employee, agent, or contractor has an additional legal obligation to submit the oral or written report within 48 hours of learning of the facts giving rise to the suspicion.
An employee will make a report if the employee has cause to believe that an adult was a victim of abuse or neglect as a child and the employee determines in good faith that disclosure of the information is necessary to protect the health and safety of another child or an elderly or disabled person.
Under state law, an employee is prohibited from using or threatening to use a parent’s refusal to consent to administration of a psychotropic drug or to any other psychiatric or psychological testing or treatment of a child as the sole basis for making a report of neglect, unless the employee has cause to believe that the refusal:
•
Presents a substantial risk of death, disfigurement, or bodily injury to the child; or
•
Has resulted in an observable and material impairment to the growth, development, or functioning of the child.
Reports may be made to any of the following:
•
A law enforcement agency: The Aldine ISD Police Department, at (281) 442-4923;
•
The CPS division of the Texas Department of Family and Protective Services, at (800)
252-5400 or on the web at www.txabusehotline.org; or
•
If applicable, the state agency operating, licensing, certifying, or registering the facility in which the suspected abuse or neglect occurred.
However, if the suspected abuse or neglect involves a person responsible for the care, custody, or welfare of the child, the report must be made to CPS, unless the report is to the state agency that operates, licenses, certifies, or registers the facility where the suspected abuse or neglect took place; or the report is to the Texas Juvenile Justice Department as a report of suspected abuse or neglect in a juvenile justice program or facility.
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Reporting your suspicion to a school counselor, a principal, or another school staff member does
NOT fulfill your responsibilities under the law. Furthermore, the District cannot require you to report your suspicion first to a school administrator.
State law requires that the identity of a person making a report of suspected child abuse or neglect be kept confidential.
A person who in good faith reports or assists in the investigation of a report of child abuse or neglect is immune from civil or criminal liability.
By failing to report a suspicion of child abuse or neglect:
•
You may be placing a child at risk of continued abuse or neglect;
•
You are violating the law and may be subject to legal penalties, including criminal sanctions;
•
You are violating Board policy and may be subject to disciplinary action, including possible termination of your employment; and
•
Your certification from the State Board for Educator Certification may be suspended, revoked, or canceled.
State law specifically prohibits school officials from:
•
Denying an investigator’s request to interview a child at school in connection with an investigation of child abuse or neglect; or
•
Requiring that a parent or school employee be present during the interview.
School personnel must cooperate fully and may not interfere with an investigation of reported child abuse or neglect.
If you have any questions about these policies, please contact the director of guidance and counseling at (281) 985-6472.
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ENERGY CONSERVATION MANAGEMENT – POLICY CL
Recognizing our responsibility as trustees of the Aldine Independent School District, we believe that every effort should be made to conserve energy and our natural resources. We believe this action will communicate to our students, staff and community the importance of protecting our environment and everyone’s role in that quest. We also believe that this commitment will be beneficial to our students, staff and community in saving of energy and in prudent financial management.
The fulfillment of this policy is the joint responsibility of the trustees, administrators, teachers, students, and the support personnel. Cooperation must be experienced on all levels for the success of this policy.
The District will make a record of energy consumption and cost of energy which will be maintained in a publicly accessible location or on the District’s website. An energy audit will be conducted annually at each campus and recommendations will be made for updating the energy program. Energy conservation guidelines and procedures will be reviewed on a periodic basis.
Information will be furnished to the media on goals and progress of the Energy Conservation
Program.
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PURCHASING POLICIES – POLICY CH
Aldine I.S.D. conducts purchases using methods outlined by Texas Education Code, Chapter 44,
Section 44.031 and Board Policy CH (LOCAL).
Any school or department which has a budget allotment shall expend the allotment in accordance with the following procedures:
•
A requisition shall be filed with the Purchasing Department on all items to be purchased.
•
The Purchasing Department will issue a purchase order on the basis of the requisition after reviewing the need for such supplies determining that the cost is within the approved budget allotment and that the quality and price are within the District’s standard and policy.
•
Upon receipt of the merchandise, Central Receiving will check the order to ascertain its completeness and conditions and will certify receipt to the Business Office in a manner prescribed by the Assistant Superintendent for Finance.
No purchases are authorized without prior approval via a purchase requisition (RQS). A person who makes a purchase in the name of the School District without an RQS or a purchase order will be personally liable for the payment.
All purchases require a requisition and encumbrance of funds. The Aldine I.S.D. Financial
Procedures manual provides comprehensive instructions detailing the types of requisitions and their appropriate use.
Some district wide, campus and departmental expenditures are exempt from pre-encumbrance:
•
Payroll
•
Debt service
•
Health care costs
•
Travel for staff / students
•
Postage fees
•
Petty cash
•
Athletic and academic competitions that advance to the regional/state/national level
•
Campus or district events that require collection of monies/fees to cover the cost such as proms, FFA agricultural show; student and organizations trips.
•
Any other expense as determined by the Superintendent of Schools or
•
Assistant Superintendent of Finance.
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PENAL CODE (EXCERPTS)
TITLE 8. OFFENSES AGAINST PUBLIC ADMINISTRATION
CHAPTER 36. BRIBERY AND CORRUPT INFLUENCE
Sec. 36.02. BRIBERY. (a) A person commits an offense if he intentionally or knowingly offers, confers, or agrees to confer on another, or solicits, accepts, or agrees to accept from another:
(1) any benefit as consideration for the recipient's decision, opinion, recommendation, vote, or other exercise of discretion as a public servant, party official, or voter;
(2) any benefit as consideration for the recipient's decision, vote, recommendation, or other exercise of official discretion in a judicial or administrative proceeding;
(3) any benefit as consideration for a violation of a duty imposed by law on a public servant or party official; or
(4) any benefit that is a political contribution as defined by Title 15, Election
Code, or that is an expenditure made and reported in accordance with Chapter 305, Government
Code, if the benefit was offered, conferred, solicited, accepted, or agreed to pursuant to an express agreement to take or withhold a specific exercise of official discretion if such exercise of official discretion would not have been taken or withheld but for the benefit; notwithstanding any rule of evidence or jury instruction allowing factual inferences in the absence of certain evidence, direct evidence of the express agreement shall be required in any prosecution under this subdivision.
(b) It is no defense to prosecution under this section that a person whom the actor sought to influence was not qualified to act in the desired way whether because he had not yet assumed office or he lacked jurisdiction or for any other reason.
(c) It is no defense to prosecution under this section that the benefit is not offered or conferred or that the benefit is not solicited or accepted until after:
(1) the decision, opinion, recommendation, vote, or other exercise of discretion has occurred; or
(2) the public servant ceases to be a public servant.
(d) It is an exception to the application of Subdivisions (1), (2), and (3) of Subsection (a) that the benefit is a political contribution as defined by Title 15, Election Code, or an expenditure made and reported in accordance with Chapter 305, Government Code.
(e) An offense under this section is a felony of the second degree.
Sec. 36.07. ACCEPTANCE OF HONORARIUM. (a) A public servant commits an offense if the public servant solicits, accepts, or agrees to accept an honorarium in consideration for services that the public servant would not have been requested to provide but for the public servant's official position or duties.
(b) This section does not prohibit a public servant from accepting transportation and lodging expenses in connection with a conference or similar event in which the public servant renders services, such as addressing an audience or engaging in a seminar, to the extent that
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those services are more than merely perfunctory, or from accepting meals in connection with such an event.
(b-1) Transportation, lodging, and meals described by Subsection (b) are not political contributions as defined by Title 15, Election Code.
(c) An offense under this section is a Class A misdemeanor.
Sec. 36.08. GIFT TO PUBLIC SERVANT BY PERSON SUBJECT TO HIS
JURISDICTION.
(a) A public servant in an agency performing regulatory functions or conducting inspections or investigations commits an offense if he solicits, accepts, or agrees to accept any benefit from a person the public servant knows to be subject to regulation, inspection, or investigation by the public servant or his agency.
(b) A public servant in an agency having custody of prisoners commits an offense if he solicits, accepts, or agrees to accept any benefit from a person the public servant knows to be in his custody or the custody of his agency.
(c) A public servant in an agency carrying on civil or criminal litigation on behalf of government commits an offense if he solicits, accepts, or agrees to accept any benefit from a person against whom the public servant knows litigation is pending or contemplated by the public servant or his agency.
(d) A public servant who exercises discretion in connection with contracts, purchases, payments, claims, or other pecuniary transactions of government commits an offense if he solicits, accepts, or agrees to accept any benefit from a person the public servant knows is interested in or likely to become interested in any contract, purchase, payment, claim, or transaction involving the exercise of his discretion.
(e) A public servant who has judicial or administrative authority, who is employed by or in a tribunal having judicial or administrative authority, or who participates in the enforcement of the tribunal's decision, commits an offense if he solicits, accepts, or agrees to accept any benefit from a person the public servant knows is interested in or likely to become interested in any matter before the public servant or tribunal.
(f) A member of the legislature, the governor, the lieutenant governor, or a person employed by a member of the legislature, the governor, the lieutenant governor, or an agency of the legislature commits an offense if he solicits, accepts, or agrees to accept any benefit from any person.
(g) A public servant who is a hearing examiner employed by an agency performing regulatory functions and who conducts hearings in contested cases commits an offense if the public servant solicits, accepts, or agrees to accept any benefit from any person who is appearing before the agency in a contested case, who is doing business with the agency, or who the public servant knows is interested in any matter before the public servant. The exception provided by
Section 36.10(b) does not apply to a benefit under this subsection.
(h) An offense under this section is a Class A misdemeanor.
(i) A public servant who receives an unsolicited benefit that the public servant is prohibited from accepting under this section may donate the benefit to a governmental entity that
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has the authority to accept the gift or may donate the benefit to a recognized tax-exempt charitable organization formed for educational, religious, or scientific purposes.
Sec. 36.10. NON-APPLICABLE. (a) Sections 36.08 (Gift to Public Servant) and 36.09
(Offering Gift to Public Servant) do not apply to:
(1) a fee prescribed by law to be received by a public servant or any other benefit to which the public servant is lawfully entitled or for which he gives legitimate consideration in a capacity other than as a public servant;
(2) a gift or other benefit conferred on account of kinship or a personal, professional, or business relationship independent of the official status of the recipient; or
(3) a benefit to a public servant required to file a statement under Chapter 572,
Government Code, or a report under Title 15, Election Code, that is derived from a function in honor or appreciation of the recipient if:
(A) the benefit and the source of any benefit in excess of $50 is reported in the statement; and
(B) the benefit is used solely to defray the expenses that accrue in the performance of duties or activities in connection with the office which are nonreimbursable by the state or political subdivision;
(4) a political contribution as defined by Title 15, Election Code;
(5) a gift, award, or memento to a member of the legislative or executive branch that is required to be reported under Chapter 305, Government Code;
(6) an item with a value of less than $50, excluding cash or a negotiable instrument as described by Section 3.104, Business & Commerce Code; or
(7) an item issued by a governmental entity that allows the use of property or facilities owned, leased, or operated by the governmental entity.
(8) transportation, lodging, and meals described by Section 36.07(b).
(b) Section 36.08 (Gift to Public Servant) does not apply to food, lodging, transportation, or entertainment accepted as a guest and, if the donee is required by law to report those items, reported by the donee in accordance with that law.
(c) Section 36.09 (Offering Gift to Public Servant) does not apply to food, lodging, transportation, or entertainment accepted as a guest and, if the donor is required by law to report those items, reported by the donor in accordance with that law.
(d) Section 36.08 (Gift to Public Servant) does not apply to a gratuity accepted and reported in accordance with Section 11.0262, Parks and Wildlife Code. Section 36.09 (Offering
Gift to Public Servant) does not apply to a gratuity that is offered in accordance with Section
11.0262, Parks and Wildlife Code.
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