GBEA April 2026.pdf (66 KB)

​Boulder Valley School District​ ​File: GBEA​ ​Adopted: April 29, 1982​ ​Revised: May 28, 1992, October 11, 2011, August 14, 2012, February 28,​ ​2017, April ___ 2026​ ​STAFF ETHICS/CONFLICTS OF INTEREST​ ​No School District employee shall engage in or have a financial interest, directly or​ i​ndirectly, in any activity that conflicts or raises a reasonable question of conflict with the​ ​employee’s duties and responsibilities in the School District. Employees are expected to​ ​perform the duties of their assigned position and to observe rules of conduct and ethical​ ​principles established by state law and School District policies and regulations.​ ​It shall be understood that all confidential information an employee is privy to as a result​ ​of School District employment shall be kept strictly confidential. In addition, employees​ ​shall not utilize information solely available to them through school sources to engage in​ ​any type of work outside of the School District. This includes information concerning​ ​potential customers, clients, or employers.​ ​Employment​ ​Moreover, to avoid a conflict of interest, all employees shall avoid any action that might​ ​result in, or create the appearance of, using public office for private gain or giving​ ​preferential treatment to any person.​ ​Employment​ ​The School District prohibits an employee from exercising supervisory, appointment,​ ​evaluative, dismissal authority, or disciplinary action toward any person who is a​ ​member of the employee’s immediate family. Supervisory, appointment, and evaluative​ ​situations impacted include but are not limited to principal/building employee, assistant​ ​principal/building employee, coach/assistant coach (same sport), and any other​ ​supervisor/subordinate employment relationship.​ ​As used in this policy, the term “member of the employee’s immediate family” shall​ ​mean spouse, parent, child, sibling, domestic partner, sibling and parent-in-laws,​ ​grandparents, and grandchildren. Domestic partner means an adult with whom the​ ​employee maintains a household and has shared an exclusive, committed relationship​ ​for at least one year with the intent for the relationship to last indefinitely.​ ​The recommendation for employment of a person related to a management official can​ ​only be made if that official will have no direct or indirect supervisory or evaluation​ ​responsibilities. Such a recommendation must be supported by documentation showing​ ​compliance with hiring procedures, persons involved in the selection process, records,​ ​transcripts, work experience, etc. The evidence must demonstrate that the candidate is​ ​1​

​the best qualified person available for the position.​ ​"Direct" supervision or evaluation is defined as immediate, first line level or contact​ ​supervision and written evaluation responsibilities. "Indirect" supervision is defined as​ ​supervision through one or more intermediate supervisors with no responsibility for the​ ​employee’s written evaluation. Assignments shall be made such that even an indirect​ ​supervisory relationship between immediate family members does not exist in the same​ ​office or department, or in the same school building where there is the potential of daily​ ​or regular professional contact. If such a situation exists, the affected employees will​ ​make prior or immediate arrangements to voluntarily transfer and/or change​ ​employment.​ ​In addition, an employee may not audit, verify, receive or be entrusted with monies​ ​received or handled by a member of the employee's immediate family. An employee​ ​shall not have access to the employer's confidential information concerning a member​ ​of the employee's immediate family, including payroll and personnel records.​ ​Sale of Goods and Services by School District Employees​ ​With respect to the sale of goods, no employee of the School District and no firm owned​ i​n whole or in part by an employee of the School District will be allowed to take or​ ​receive any part or portion of monies from the sale of goods of any kind to the School​ ​District, to students of the School District, or to parents/guardians without prior approval​ ​of the Board.​ ​With respect to the sale of services, no employee of the School District, and no firm​ ​owned in whole or in part by an employee of the School District will be allowed to sell​ ​services​​of any kind in excess of $500 unit cost​​to the School District​. School District​ ​employees may not use their School District position to sell services​,​​to students of the​ ​School District or to parents/guardians​, without prior approval of the Superintendent or​ ​designee​.​ ​To assure all students reasonable assistance without charge from their own teachers​ ​and to avoid placing a teacher in a position that may create a conflict of interest,​ ​teachers shall not be permitted to receive money for tutoring any student they​ ​currently​​have in class or upon whose evaluation or assignment they​​are currently​will​ ​be​​called upon to pass. Further, no tutoring for which a School District employee​ ​receives a fee will be carried on in a school building or facility​.​ ​Summer activities (e.g. programs or sports camps) offered by School District​ ​employees for a fee may be carried on in a school building or facility​​only if​​the​ ​employee: 1) makes clear they are acting in a private capacity;​ ​and subject​ ​to​approved by the Board and pursuant to​​2) obtains​​an appropriate​​community​ ​use permit​​with Community Schools.​; and, 3) assures that student participation​ i​s voluntary and does not afford students different access to School District​ ​programs (e.g. playing time or course enrollment).​ ​2​

​Inquiry Procedure​ ​This Policy outlines some of the common conflicts of interest School District​ ​employees may confront, but is not meant to be exhaustive. Determining​ ​whether a conflict of interest exists is not always straightforward. Employees are​ ​encouraged to speak with their supervisor or the Human Resources Department​ ​regarding any concerns about the application of this Policy.​ ​LEGAL REFS.:​ ​Constitution of Colorado, Article X, Section 13 (​f​F​elony to make a profit on public funds)​ ​C.R.S. § 2-4-401 (definition of immediate family)​ ​C.R.S. § 14-15-101​​(Colorado Civil Union Act)​ ​C.R.S. § 24-18-109 (government rules of conduct)​ ​C.R.S. § 24-18-110 (voluntary disclosure)​ ​C.R.S. § 24-18-201 (standards of conduct - interests in contracts)​ ​C.R.S. § 24-18-202 (standards of conduct - interests in sales)​ ​C.R.S.​​§​​22‐63‐204 (teachers receiving money for items sold to students/parents​ ​without written consent from the Board)​ ​C.R.S.​​§​ ​24‐34‐402(1) (discriminatory and unfair employment practices)​ ​C.R.S.​​§​​24-34-402 (1) (h) (nepotism provisions)​ ​2 C.F.R.​​§​ ​200.318(c) (Uniform Grant Guidance)​ ​CROSS REFS.:​ ​GBEB, Staff Conduct and Responsibilities​ ​GBEBC, Staff Gifts​

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