Jerome Joint School District No. 261

PERSONNEL 5270

Personal Conduct

Employees are expected to maintain high standards of honesty, integrity and impartiality in the conduct of District

business and required to comply and conform to the Idaho law and the Code of Ethics of the Idaho Teaching

Profession. Re-employment is contingent upon such conformity. Copies of the Code will be made available for

anyone that requests a copy.

In addition to the conduct enumerated in Idaho law and the Code of Ethics of the Idaho Teaching Profession, an

employee should not dispense or utilize any information gained from employment with the District, accept gifts or

benefits, or participate in business enterprises or employment which create a conflict of interest with the faithful

and impartial discharge of the employee’s District duties. A District employee may, prior to acting in a manner

which may impinge on any fiduciary duty, disclose the nature of the private interest which creates a conflict. Care

should be taken to avoid using, or avoid the appearance of using, official positions and confidential information for

personal advantage or gain.

Further, employees should hold confidential all information deemed to be not for public consumption as

determined by law and Board policy. Employees shall also respect the confidentiality of people served in the

course of the employee’s duties and use information gained in a responsible manner. Discretion should be

employed even within the school system’s own network of communication.

Administrators and supervisors may set forth specific rules and regulations governing an employees’ conduct on

the job within a particular building.

Personnel Conflict of Interest

It is not uncommon for a District to employ people who are related to one another or romantically involved with

one another. However, it is inappropriate for one family member or romantic partner to have direct influence over

the other's conditions of employment (i.e., salary, hours worked, shifts, evaluation, etc.).

For the purpose of this policy, family member or romantic partners are defined as spouse, domestic partner,

daughter, son, parent, grandparent, grandchild, sister, brother, mother-in-law, father-in-law, daughter-in-law, or

son-in-law.

In any case, when employees are unsure about a potential conflict, they should fully disclose the circumstances in

writing to their supervisor. If one family member or romantic partner has influence over another family member or

romantic partner's conditions of employment, the following should occur:

1. In collaboration with the supervisor, the involved employees will be provided 30 days to make a decision

regarding a change. Options include, but are not limited to:

A. One employee applying to transfer to another area; or,

B. Revising the reporting structure in the department so that one employee no longer has direct

influence over the other employee’s conditions of employment; or

2. If a decision is not reached by the end of the thirty-day period, the department head, or next level of

administrator, will resolve the situation.

Nothing in this policy shall require the Superintendent or Board, in the case when the conflict of interest directly

relates to the Superintendent, to transfer an employee to a different position in an effort to avoid a conflict of

interest if doing so would not be in the best interest of the District.

Insubordinate Conduct

In the educational setting there are high expectations for employee behavior. This is necessary to ensure effective

and efficient operation of the school and to model and reinforce appropriate professional interactions for our

students. Accordingly, employees shall treat all administrators and colleagues in an appropriate professional

manner.

Employees shall comply with all work-related orders, instructions, and directives issued by a proper authority.

Insubordination; manifest disrespect; acts or language which hamper(s) the school’s ability to control, manage, or

function; displays of unacceptable modeling of rules for students or staff; or any other serious breaches involving

improper attitudes or improper action toward persons in positions of authority are just cause for and may result in

employee discipline, up to and including possible termination.

Examples of improper conduct include, but are not limited to:

1. Disobeying an appropriate order, instruction or directive of a supervising employee or administrator;

2. Refusing to accept a reasonable and proper work assignment or directive of a supervising employee or administrator;

3. Disputing or ridiculing authority;

4. Exceeding authority; and/or

5. Using vulgar or profane language to a supervising employee or administrator.

Releases to the Media

The district encourages all employees to assist in fostering and maintaining effective media contacts. Employees

must provide accurate facts and information to the media. Great care must be taken to distinguish between

employees speaking as private citizens and speaking in a capacity as school district representative or official.

The superintendent is the official spokesperson of the district. Principals are the official spokespersons for matters

that pertain specifically to their building. The board recognizes that the nature of some positions other than

superintendent and principal, require responses to media requests and interviews. Employees such as coaches,

activity directors and supervisors will respond to such requests for information in a clear, concise and positive

manner.

Nothing in this policy restricts an individual from speaking on their own behalf, but they must clearly represent

that they are speaking individually and not as a representative of the district.

Administrators and supervisors may set forth specific rules and regulations governing an employee’s conduct on

the job within a particular building.

Legal Reference: I.C. § 33-1208 Revocation, Suspension or Denial of Certificate – Grounds

I.C. § 33-1209 Proceedings to Revoke, Suspend or Deny or Place Reasonable

Conditions on a Certificate

IDAPA 08.02.02.076 Code of Ethics of the Idaho Teaching Profession

Policy History:

Adopted on: 03/25/2008

Revised on: 01/24/2017

Revised on: 08/28/2018