EL 2.3

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EL 2.3 Treatment of Staff
Governance Policy
Updated 07/31/2012 HR
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GOVERNING POLICY OF THE BOARD OF EDUCATION
Executive Limitations Policy 2.3 TREATMENT OF
STAFF Date Adopted/Last Revised October 7,
2010, October 20, 2011

• With respect to treatment of paid and volunteer
  staff, the Superintendent will not cause or allow
  conditions, procedures, actions or decisions that
  are unclear, unfair, unsafe, untimely,
  undignified, or unresponsive. Accordingly, the
  Superintendent will not
• Allow paid or volunteer staff whose background
  checks fail to meet district standards to have
  unsupervised contact with students
• Operate without ensuring paid staff is provided
  with written personnel policies, approved by
  legal counsel, which clarify personnel rules,
  provide for effective staff evaluations and
  handling of complaints, and protect against
  wrongful conditions.
• Fail to inform paid staff of this Staff Treatment
  policy and the Superintendents interpretations
  of their protections under this policy
• Prevent staff from bringing complaints to the
  Board of Education when internal complaint
  procedures have been exhausted and the staff
  member alleges that district policy has been
  violated.
• Allow retaliation against a paid staff member for
  non-disruptive, internal expression of dissent,
  or for reporting to management or to the Board
  (per the complaint process in the personnel
  manual) acts or omissions by paid or volunteer
  staff or the Board that the employee believes, in
  good faith and based on credible information,
  constitutes a violation of state or federal law
  or a governing policy of the Board.
• Allow staff to be unaware of opportunities to
  participate on district committees.
• Allow staff to be unprepared to deal with
  emergency situations.
• Fail to ensure that staff are valued and
  supported.

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EL 2.3.1 Treatment of Staff

• The Superintendent will not allow paid or
  volunteer staff whose background checks fail to
  meet district standards to have unsupervised
  contact with students.
• Background Checks include
• Reference checks with previous employers
• Checks with CDE, CBI and FBI
• Interpretation
• The district shall have procedures for
  implementing background checks, shall follow a
  consistent process ensuring compliance with those
  procedures and, shall maintain data to
  demonstrate the validity of the process. Passing
  such a check is a prerequisite for any individual
  to be hired in the district or to be approved as
  a volunteer in the district. Only a licensed
  staff member shall supervise and direct the
  instructional program by state law. Classified
  staff and volunteers who work directly with
  students are supervised by a licensed staff
  member.

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EL 2.3.2 Treatment of Staff
The Superintendent will not operate without
ensuring paid staff is provided with written
personnel policies, approved by legal counsel,
which clarify personnel rules, provide for
effective staff evaluations, handling of
complaints, and protect against wrongful
conditions. Interpretation Written personnel
policies and procedures shall be posted on the
districts website and updated as recommended by
the Human Resources Policy Review Committee,
comprised of representative staff, a community
member and facilitated by the Assistant
Superintendent for Human Resources. Human
Resources policies shall clarify rules for staff
regarding their benefits and working conditions,
shall provide for effective staff evaluation
processes that include clearly defined
performance expectations, guide staff on what to
do if they have a complaint, and provide for
staff protection.
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Following are Human Resources administrative
policies that Relate to rules for benefits GBBD
Interest-Free Tuition Loans GBC Employee
Leave Policy GBCA Limited Sick Leave Bank GBCB
Military Leave GBGA Workers Compensation
Leave Policy GCR Longevity Bonus Policy Relate
to working conditions GB Employment GBA
Equal Employment Opportunity GBEA Staff
Ethics/Conflict of Interest GBEB Staff Conduct
and Responsibilities GBEBA Staff Dress
Code GBEC Alcohol/Drug-Free Workplace GBJ
Personnel Records and Files GCCBC Instructional
Staff Supplementary Pay Plans GCE/GCF Licensed
Staff Recruiting/Hiring GCFC Professional Staff
Licensing Responsibilities GCG Guest Teacher
Employment GCKA Licensed Staff Assignments and
Transfers GCLA Length of Instructional Staff
Workday GCQA Instructional Staff Reduction in
Force GCQF Discipline, Suspension, and
Dismissal of Licensed Staff (and Contract
Non-Renewal) GDA Classified Staff
Positions GDBB Overtime Regulation and
Compensation for Classified Staff GDG Temporary
Labor and Classified Guest Staff Employment GDQD
Discipline, Suspension, and Dismissal of
Classified Staff Relate to effective staff
evaluation GCN-1 Evaluation of
Non-Administrative Licensed Personnel GCN-2
Evaluation of Principals and Assistant
Principals GCOE Evaluation of Coaches Relate to
the complaint process GBK Staff Concerns and
Complaints Relate to staff protection against
wrongful conditions GBAA Sexual Harassment of
Staff GBE Staff Health and Safety GBGB Staff
Protection
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EL 2.3.3 Treatment of Staff
The Superintendent will not fail to inform paid
staff of this Staff Treatment Policy and the
Superintendents interpretations of their
protections under this policy. Interpretation Hu
man Resources shall ensure that all principals
and department heads inform staff related to
this policy.
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EL 2.3.4 Treatment of Staff
The Superintendent will not prevent staff from
bringing complaints to the Board of Education
when internal complaint procedures have been
exhausted and the staff member alleges that
district policy has been violated. Interpretation
A staff member shall not be prevented from
following the complaint Policy GBK and Procedure
GBK-R.
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EL 2.3.5 Treatment of Staff
The Superintendent will not retaliate against a
paid staff member for non-disruptive, internal
expression of dissent, or for reporting to
management or to the Board (per the complaint
process in the personnel manual) acts or
omissions by paid or volunteer staff or the Board
that the employee believes, in good faith and
based on credible information, constitutes a
violation of state or federal law or a governing
policy of the Board. Interpretation All staff
shall receive information related to complaint
Policy GBK and Procedure GBK-R and shall be
informed that the goal is to provide a prompt and
equitable resolution of concerns. No staff member
shall experience adverse action for having
participated in the complaint process.
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EL 2.3.6 Treatment of Staff
The Superintendent will not allow staff to be
unaware of opportunities to participate on
district committees. Interpretation All
district staff shall receive information
regarding opportunities to serve on district
committees.
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EL 2.3.7 Treatment of Staff
The Superintendent will not allow staff to be
unprepared to deal with emergency
situations. Interpretation All schools or other
district facilities will have safety plans for
dealing with accidents, serious assaults, bomb
threats, kidnapping or missing students, death
at school, suicide threats or attempts, gang
altercations, weapons possession, serious
violations of policy or law, or any other event
that requires a secured building, lockdown,
evacuation or shelter-in-place. All schools and
other district facilities will conduct monthly
fire drills and schools will conduct a lockdown
drill and tornado drill at least twice
annually. Evacuation routes and shelter locations
will be posted in every classroom and other
areas, which may be occupied by the public or
non-resident staff.
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EL 2.3.8 Treatment of Staff
The Superintendent will not fail to ensure that
staff are valued and supported. Interpretation T
he district shall initiate and maintain
procedures and practices to recruit, hire and
retain a highly qualified staff and to preserve a
working environment for all employees that is
respectful, cooperative and rewarding.
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Next we will have an overview of Human Resources
Administrative Policies that provide protection
to staff.
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Policy GBAA

• Sexual Harassment of Staff
• All staff shall be treated with respect and shall
  be protected from intimidation, discrimination,
  physical harm and harassment.

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Policy GBE

• Staff Health and Safety
• The district administration seeks to provide a
  safe environment for employees and to assist them
  in the maintenance of good health.
• Employees are encouraged to maintain their well
  being through the practice of safe and healthy
  habits.

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Policy GBGB

• Staff Protection
• The District Administration is committed to
  providing a safe working environment for all
  staff. We do not tolerate any form of violence
  or abuse including but not limited to actions,
  words or insults towards our staff. The
  procedures in this policy may be initiated to
  protect district staff in alleged instances of
• assault,
• disorderly conduct,
• harassment or intimidation,
• knowingly making a false allegation of child
  abuse,
• knowingly making a false allegation of an alleged
  offense,
• any alleged offense under the Colorado Criminal
  Code,
• the use of profane language
• the use of threatening language
• verbal or written insults
• by a student, another staff member, parent or a
  community member towards any staff member.