4011P - Civility Procedure
Regulation 4011 and the procedures that follow are intended to support all partners in the educational process; maintain a safe, constructive work and learning environment; provide models of respectful problem-solving, and reduce the potential for serious or widespread disruptions within the school district.
These procedures are not intended to manage threatening or intimidating behavior which is serious enough to constitute harassment or to cause one to fear for their safety. Rather, these procedures are meant to underscore the expectation of civil conduct in all interactions within the District, provide all individuals the tools and knowledge to eliminate uncivil conduct they experience within the District, and replace uncivil conduct with acceptable, productive interactions.
A. Parents.
If parents or other community members believe they have been treated in an uncivil manner by a District employee, they should follow the steps outlined in 4220: Complaints Concerning Staff or Programs
B. Employees.
If employees believe they have been treated in an uncivil manner by an adult member of the community, or a student of the District, they should follow the steps outlined below:
Step 1:
Within two days of the incident, speak directly and respectfully with the individual, in an appropriate time, place and manner, seeking to resume communications on a civil basis. (If the individual is a student, the employee may also speak with the student’s parent.)
Step 2:
At any time after Step 1 has been attempted, if civil discussion cannot be resumed, the employee should ask a co-worker or supervisor to facilitate a conversation with the individual perceived to have been uncivil. Such a facilitated conversation should focus on the expectation of civility and requirements for achieving civil exchanges in the future.
Step 3:
At any time after Step 2 has been attempted, if it is determined that civil communications and appropriate problem-solving cannot be restored between/among the individuals affected, the employee’s supervisor should help the employee to establish requirements for further communications (i.e., the presence of a specified third person, restrictions on physical access to the employee’s work space) in order to protect the employee’s rights. *The supervisor may also suggest such additional resources as mentoring, specific training, and/or written materials that address the employee’s needs.
Step 4:
At any time after Step 3 has been implemented, if uncivil conduct toward an employee continues, the employee and their supervisor will discuss and select remedies beyond Regulation 4011 available to all employees of the District.
*Note: At all times, the Executive Director of Human Resources and/or Assistant Superintendent of Human Resources shall be a resource to any employee whose working relationship to the individual perceived to have been uncivil creates an unusual obstacle to problem-solving.
C. Students.
If students believe they have been treated in an uncivil manner by an adult volunteer, or member of the community during the school day or at any school event, competition, or activity, they should follow the steps outlined below:
Step 1:
Within two days of the incident, seek advice from a guidance counselor, teacher, or other trusted employee of the school, as well as from a parent. If advisable, speak directly and respectfully with the individual, in an appropriate time, place and manner, seeking to resume communications on a civil basis.
Step 2:
If direct, personal contact with the individual is not advised or does not produce a satisfactory result, the student should ask a guidance counselor, teacher or administrator to facilitate a conversation between the student and the individual perceived to have been uncivil. Such a facilitated conversation should occur with the knowledge of the student’s parent and should focus on the expectation of civility and requirements for achieving civil exchanges in the future.
Step 3:
At any time after Steps 1 and 2 have been attempted, if it is determined that civil communications and appropriate problem-solving cannot be restored between/among the individuals affected, the principal may modify the conditions under which the individuals interact with one another and may suggest or require the use of additional resources to help address needs.
Step 4:
At any time after Steps 1, 2, and 3 have been attempted, if uncivil conduct toward a student continues, the student and administrator will discuss and select remedies beyond Regulation 4011 available to all students of the District.
Retaliation toward any person making proper use of District policies and procedures is unacceptable and will not be tolerated.