GBEB April 2026.pdf (76 KB)

​Boulder Valley School​ ​District File: GBEB​ ​Adopted:​ ​Revised: January 26, 1989, May 28, 1992, November 20,​ ​2003,​ ​February 28, 2017​, April ___, 2026​ ​STAFF CONDUCT AND RESPONSIBILITIES​ ​All staff members have a responsibility to make themselves familiar with and abide by​ ​federal and state laws as these affect their work, and the policies and regulations of the​ ​SchoolDistrict.​ ​As representatives of the School District and role models for students, all staff shall​ ​demonstrate and uphold high professional, ethical, and moral standards. Staff members​ ​shall conduct themselves in a manner that is consistent with the educational mission of​ ​the School District and shall maintain professional boundaries with students at all times.​ ​Interactions between staff members must be based on mutual respect and any disputes​ ​will be resolved in a professional manner.​ ​Rules of conduct​ ​Each staff member shall observe rules of conduct established in law that specify that​ ​school employees shall not:​ ​1.​ ​Disclose or use confidential information acquired in the course of employment​ ​to further substantially their personal financial interests.​ ​2.​ ​Accept a gift of substantial value or substantial economic benefit tantamount to​ ​a gift of substantial value which would tend to improperly influence a reasonable​ ​person in the employee's position or which the employee knows or should know is​ ​primarily for the purpose of rewarding the employee for action taken.​ ​3.​ ​Engage in a substantial financial transaction for the employee's private​ ​business purposes with a person whom the employee supervises.​ ​4.​ ​Perform any action pursuant to the employee’s discretionary authority that​ ​directly and substantially confers an economic benefit on a business or other​ ​undertaking in which the employee has a substantial financial interest or is engaged as​ ​a counsel, consultant, representative, or agent.​ ​All staff members shall be expected to carry out their assigned​ ​responsibilities with conscientious concern.​

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​It shall not be considered a breach of conduct for a staff member to:​ ​●​ ​Use school facilities and equipment to communicate or correspond with​ ​constituents, family members, or business associates on an occasional basis.​ ​●​ ​Accept or receive a benefit as an indirect consequence of transacting School​ ​District business.​ ​Essential to the success of ongoing school operations and the instructional program​ ​are the following specific responsibilities which shall be required of all personnel:​ ​●​ ​Faithfulness and promptness in attendance at work.​ ​●​ ​Support and enforcement of policies of the Board and regulations of​ t​he school administration in regard to students.​ ​●​ ​Diligence in submitting required reports promptly at the times​ ​specified.​ ​●​ ​Care and protection of school property.​ ​●​ ​Concern and attention toward the safety, welfare, and supervision of students.​ ​Child abuse​ ​All​​School​​District​​employees​​who​​have​​reasonable​​cause​​to​​know​​or​​suspect​​that​​any​ ​child​ i​s​ ​subjected​ ​to​ ​abuse​ ​or​ ​to​ ​conditions​ ​that​ ​might​ ​result​​in​​abuse​​or​​neglect​​must​ i​mmediately​​upon​​receiving​​such​​information​​report​​such​​fact​​in​​accordance​​with​​Board​ ​policy and state law.​ ​The Superintendent is authorized to conduct an internal investigation or to take any​ ​other necessary steps if the Superintendent receives information from the County​ ​Department of Social Services or a law enforcement agency that a suspected child​ ​abuse perpetrator is a School District employee. Such information shall remain​ ​confidential except that the Superintendent shall notify the Colorado Department of​ ​Education of the child abuse investigation.​ ​Possession of deadly weapons​ ​The Board’s policy restricting public possession of deadly weapons on school property​ ​or in school buildings also shall apply to employees of the School District. However,​ ​the restrictions shall not apply to employees who are required to carry or use deadly​ ​weapons in order to perform their necessary duties and functions.​

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​Felony/Misdemeanor Convictions​ ​If, subsequent to beginning employment with the School District, the School District has​ ​good cause to believe that any staff member has been convicted of, pled​​nolo​ ​contendere​​to, or received a deferred or suspended sentence for any felony or​ ​misdemeanor other than a misdemeanor traffic offense or infractions, the School​ ​District shall make inquiries to the Department of Education for purposes of screening​ ​the employee.​ ​In addition, the School District​​shall​may​​require the employee to submit a complete set​ ​of fingerprints taken by a qualified law enforcement agency. Fingerprints must be​ ​submitted within 20 days after receipt of written notification. The fingerprints shall be​ ​forwarded to the Colorado Bureau of Investigation (CBI) for the purpose of conducting a​ ​state and national fingerprint-based criminal history record check utilizing the records of​ ​the Colorado Bureau of Investigation and the Federal Bureau of Investigation.​ ​Disciplinary action, which could include dismissal from employment, may be taken​ ​against certificated personnel if the results of fingerprint processing provide relevant​ i​nformation. Non- licensed employees shall be terminated if the results of the​ ​fingerprint-based criminal history record check disclose a conviction for certain felonies,​ ​as provided in law. Employees shall not be charged fees for processing fingerprints​ ​under these circumstances.​ ​Unlawful behavior involving children​ ​The School District may make an inquiry with the Department of Education concerning​ ​whether any current employee of the School District has been convicted of, pled​​nolo​ ​contendere​​to, or received a deferred or suspended sentence or deferred prosecution​ ​for a felony or misdemeanor crime involving unlawful sexual behavior,​​an allegation of a​ ​sexual act involving a student who is eighteen years of age or older, regardless of​ ​whether the student consented to the sexual act,​​or unlawful behavior involving​ ​children. Disciplinary action, including termination, may be taken if the inquiry discloses​ i​nformation relevant to the employee’s fitness for employment.​ ​Notification concerning arrests​ ​School District employees must notify the School District when they are arrested for the​ ​following offenses:​ ​1. felony child abuse, as specified in C.R.S. 18-6-401;​ ​2. a crime of violence, as defined in C.R.S. 18-1.3-406(2), except second degree​ ​assault, unless the victim is a child;​ ​3. a felony involving unlawful sexual behavior, as defined in C.R.S. 16-22-102(9);​ ​4. felony domestic violence, as defined in C.R.S. 18-6-800.3;​ ​3​

​5. felony indecent exposure, as described in C.R.S. 18-7-302; or​ ​6. a level 1 or level 2 felony drug offense, as described in C.R.S. 18-18-401 et seq.​ ​7. any other offense required by law.​ ​Such notice shall be provided prior to reporting to duty in the School District and no later​ ​than five days after the employee's arrest.​ ​The School District must notify students’ parents/guardians when School District​ ​employees are charged with specific criminal offenses, as required by state law.​ ​Personnel addressing health care treatment for behavior issues​ ​School personnel are prohibited under state law from recommending or requiring the​ ​use of psychotropic drugs for students. They are also prohibited from testing or requiring​ ​testing for a student’s behavior without giving notice to the parent/guardian describing​ ​the recommended testing and how any test results will be used and obtaining prior​ ​written permission from the student or from the student’s parent/guardian. School​ ​personnel are encouraged to discuss concerns about a student’s behavior with the​ ​parent/guardian and such discussions may include a suggestion that the​ ​parent/guardian speak with an appropriate health care professional regarding any​ ​behavior concerns school personnel may have.​

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​LEGAL REFS.:​ ​C.R.S. § 18-12-105.5 (unlawful carrying/possession of weapons on school grounds)​ ​C.R.S. § 18-12-214 (3)(b) (school security officers may carry concealed handgun)​ ​C.R.S. § 19-3-308(5.7) (child abuse reporting)​ ​C.R.S. § 22-32-109(1)(ee)(duty to adopt policy prohibiting personnel from​ ​recommending certain drugs for students or ordering behavior tests without​ ​parent permission)​ ​C.R.S. § 22-32-109.1 (8) (policy requiring inquiries upon good cause to department of​ ​education for purpose of ongoing screening of employees)​ ​C.R.S. § 22-32-109.7(Duty to make inquiries prior to hiring)​ ​C.R.S. § 22-32-109.8(6)(Requirement to terminate non-licensed employees for​ ​certain felony offenses)​ ​C.R.S. § 22-32-109.9 (licensed personnel-submittal of fingerprintsˆ)​ ​C.R.S. § 22-32-110(1)(k)(power to adopt conduct rules)​ ​C.R.S. § 24-18-104 (government employee rules of conduct)​ ​C.R.S. § 24-18-109 (local government employee rules of conduct)​ ​C.R.S. § 24-18-110 (voluntary disclosure)​ ​CROSS REFS.:​ ​GBEA, Staff Ethics/Conflict of Interest​ ​JLF, Reporting of Child Abuse/Neglect​ ​JFJ, Student Submission to Surveys, Analyses, or Evaluations​ ​KFA, Public Conduct on District Property​

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