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Code of Conduct - RPA

The Reeds Private Academy Code of Conduct outlines expectations for appropriate behavior and boundaries between employees and learners to maintain professionalism and prevent misconduct. It emphasizes the importance of reporting any suspected violations without fear of retaliation and provides guidelines for maintaining boundaries in various situations, including interactions, physical contact, and communication. The document also details disciplinary procedures for violations, ensuring fairness and clarity in addressing misconduct.

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22 views9 pages

Code of Conduct - RPA

The Reeds Private Academy Code of Conduct outlines expectations for appropriate behavior and boundaries between employees and learners to maintain professionalism and prevent misconduct. It emphasizes the importance of reporting any suspected violations without fear of retaliation and provides guidelines for maintaining boundaries in various situations, including interactions, physical contact, and communication. The document also details disciplinary procedures for violations, ensuring fairness and clarity in addressing misconduct.

Uploaded by

kristophtobias9
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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NZ -N REEDS PRIVATE ACADEMY ‘CODE OF CONDUCT FOR BO! Introductions Reeds Private Academy encourages a close, warm, and considerate relationship ‘between learners and teachers and with administrative staff. Our employees serve as the learners’ role models, guides and mentors in leaming as well as lvine. The purpose of these guidelines isto give clear direction regarding appropriate conduct and boundaries between employees and leamers. The expectations for conduct set fort inthis document ‘are not intended to serve as an exhaustive lst of requcements, imitations, or prohibitions on staff conduct and actives established by the School. Rather, they er infended to: ‘+ Alert employees to some of the more sensitive and often problematic matters involved in stafleamers' relationship; + Spocity boundaries related to the educatorlearners relationship and conduct that is-contrary to accepted norms of behavior and in conflict with duties and responsibiities of professional educators; and + Provide employees with clear guidance in conducting themselves in a manner that reflects high standards of professionalism, It is important for the School to maintain a Schoolwide culture in which learners and ‘employees understand their responsibility to report misconduct without fearing retaliation In order to prevent abuse andior exploitation, learners and the profess onal community must know that the Administration will support them when they report possible misconduct, Although this policy gives clear direction regarding appropriate conduct between employees and leamers, each employee is obligated {0 avoid situations that ould prompt suspicion by other members of the School community If-an employee experiences a dificult situation related to boundaries, the employee ‘should ask for advice from a supervisor, Division Head or the Pincipal of School, Guidelines for Maintaining Boundaries ‘Some activites may seem innocent from an employee's perspective, but can be Perceived as firtation or sexual insinuation from a learners or paren: point of view, ‘therefore employees should not engage in any type of behavior that might have the ‘appearance of impropriety if observed by others. The objective ofthe folloning examples ‘of appropriate boundaries isnot to restrain positive relationships between employees and leamers, but to avoid situations that may be seen as inappropriate. Employees must understand their own responsiblity for ensuring that they do not cross ths boundaries of {an educator! learner relationship. Thus, its crucial thet all employees learn this policy thoroughly and apply the lists of acceptable and unacceptable behavier to their dally activites. Although good-natured, heartfelt interaction with learners certainly fosters Jeaming, leatner/teacher interactions must always be guided by appropriate boundaries regerting activites, locations, and intentions: + Meet Only in Appropriate Settings: ‘© An employeeteacher should not be alone with a leamer in a non-public space or inside @ room with a closed door unless the space or room can be ‘een through a window. Itis understood that teachers mey meet with their learners for educational purposes outside of classroom time and that some of those meetings wil involve one-on-one meetings. Any such private meeting with a leamers should, whenever possible, ocaur with the door ‘open or in a public space. Ifthe circumstances requir the door tobe closed ‘because addtional privacy is needed, the meeting should be ina room with ' window in the door that should remain uncovered, and the door to the room should remain unlocked, © Employeesiteacher should not allow learners to re in the employees’ personal cars without writen (e-malltext will suffice) permission from Parentiguardian and approval from the Head of School. Even with Permission, an employee should not be alone in a car with a leamer. if situation arises that requifes deviation from this rule, the employee involved should get permission from their supervisor prinpal '© Employeerteacher should not be present at @ leamer’s home when a parent/guardian isnot present, whether fora social gathering or otherwise, In adaition, employees should not invite leamers to their homes for holidays. ‘or other occasions without approval from the Head of School! Principal as ‘well as written (e-mailtext can sufice) parental consent. Fnally, employee should never have only one leamer alone at their home, nor should they have learners to their homes at all unless there is another adult present © Employeeiteacher should not intentionally be alone with a learners on ‘school premise or away from the School without obtaining prior parental permission. + Limit Physical Contact © Employeesteachers should not discipline learners in any physical manner. ‘© Employeeiteacher should not have physical contact with aleamer, except that an occasional supportive, congratulatory, oF quick hug, arm squeeze, ‘ora pat on the back is permissible if welcome by the leamer. Pating of the ‘buttocks with a hand even in an athletic context is prohibited. Note: If a leamer engages in repeated andlor prolonged physical contact with a ‘Schoo! employeetteacher, the employeeiteacher should slearly and firmly siscourage such behavior and should notity @ supervisor. © Employees should not engage in physical horseplay, roughnousing, or ‘other inappropriate physical games with learner. + Remember Your Role Is as an Educator, not a Parent, Peer or Friend: ‘© Employees should not “hang out" with learners outsice of School for reasons notrelated to School or spend an inordinate amount of time “hanging out” with learners even on school. Adults at the School should ‘always remember they are not the learners’ “riends” and therefore should ‘not be engaging in peer-ike behavior with learners © An employee should not give gifts to an individual learner that are of a personal or intimate nature, © Employees should not provide alcohol or drugs toa learner, nor permit a eamer to drink or use drugs in their presence. © Employees should not direct a leamer to keep a secret from or hide information from ther parents or other School employees. ‘© Employees should not seek emotional involvement wit a learner for the employee's benefit. © Employees should not make or participate in sexualy inappropriate ‘comments or conversations; make sexual jokes, stories, of comments with sexual innuende; 2 Teachers should not use sexual or inappropriate material es part ofa class lesson, even as a joke © Employees should not discuss their personal troubles or intimate issues with a student. ‘© Employees should not gossip with leamers about other learners or adults in the School community. ‘+ Avoid Personal Electronic Communications: ‘© Employees should not engage with learners via their oersonal. social ‘media accounts and should not frend, follow or send personal social media messages to learners. 2 Employees should not use personal email or texis to communicate with leamers rather than using School email and communication systems. (Limited text messaging is permissible for arranging logistics of Schoo! activities off campus or in emergency situations, but employees should ‘generally use group text functions in such circumstances). © Employees should not send emails to learners ifthe content Is not about ‘Schoo! actives + Maintain Boundaries on Overnight Trips and Sleepovers: ‘©. Employees should sleep in a separate room from student learners, should ‘not invite @ learner to sleep in the employee's room, sheuld not be alone with a leamer inthe leamers room and should net be inside @ leamer’s oom when the learner is changing or sleeping Employees should not awaken students by making physical contact with them (but may awaken leamers by loudly knocking on ther doors or caling ‘out to them). © Employees should not appear unciothed or partially uncothed in front of ‘a leamer. Thus, on overnight trips and sleepovers, employees should not Walk around outside of their sleeping quarters unciothed or partially Uunclothed, + Remember Special Boundaries Issues for Athletic Activites © In athletic facies, employees should not shower or change in locker rooms when leamers are present. © Employees should supervise locker rooms, as necescary, to prevent misbehavior and injury, and should do go by announcing ther presence as they enter, unless to do so would undermine their abilty to discover the misbehavior suspected. © Coaches and other athletic staff should not be alone with a leamer when engaging in otherwise permitted physical contact, such as when teaching a ski ‘These boundary guidelines may not be applicable if the employee i the rarent, guardian, ‘or sibling ofthe learner in question. However, all School employees must remain mindful of thei interaction with any leamer, even their own child(ren) oF fiends oftheir own children), in and out of School. Those employees with family members n attendance at the School should reach out to the Head of School or Ditector of Human Resources with ‘any questions regarding tis polly. Duty to Report ‘All employees are responsible for enforcing this policy and must immediately report {any suspected violations to the Director of Human Resources, Division Head, or Head of ‘School. n some circumstances, employees will also have the du to reper such conduct In accordance with mandated reporter requirements The School wil not retaliate against {any Individual who makes a complaint or participates in an investigation pursuant to this Policy, and wil take discipinary action against anyone who retaliates against a person in Violation ofthis policy. The essential elements of any procedures for dealing with disciplinary issues are 4) that they be rational and fair, ) that the basis for disciplinary action is clear, ©) that the range of penalties that can be Imposed is well-defined and 4) that an intemal appeal mechanism is available, Disciplinary Procedures, Penalties and Referrals Discipne is most effective when it deals drecty withthe problem at the time and place it ‘occurs, and in a manner that learners view as fair and impartial. School personnel who Interact with learners are expected to use disciplinary action only when necessary and to, place emphasis on the students’ ability to grow in sel-dscipline, Disciplinary action, wien necessary, willbe frm, fair and consistent so as to be the most effective in changing learner's behavior. In determining the appropriate discipinary action, school personnel authorized to impose disciplinary penalties will consider the folowing a) The student's age, ) The nature ofthe offense and the circumstances that led tothe ofense. ©} The student's prior disciplinary record d) ‘The effectiveness of other forms of discipline, €) Information from parents, teachers andlor others, as appropriate 4) Other mitigating and extenuating circumstances. {As a general rule, eiscipline wil be progressive. This means that a learner's frst violation will usually ‘merit a lighter penaity than subsequent violations. However, the Gircumstances and seriousness of any individual matter may warrant more severe penalties. Ifthe conduct of a leemer tis related to a disability or suspected disability, the leamer shall be referred to the Commitee on Special Education and discipline, warranted, shall 'be administered consistent with the separate requirements of this Code of Conduct for disciplining students with a disability or presumed to have a disability. learner t identifi’ 2 having a disability shal not be disciplined for behavior related to hishher disability Penal LLeamers who are found to have violated the Code of Conduct may be subject to the following penaites, either alone or in combination. The school personne identi after ‘ {each penalty are authorized to impose that penalty, consistent withthe learner’ right to due process. See Appendix "A" for further examples 2) Oral waming any member of stat 'b) Writen warning — guidance counselors, teachers, principal, Superintendent ©) Written notification to parent — bus driver, hall and lunch monitors. coaches, {Quidance counselors, teachers or principal 4) Detention — teachers and principal ©) In-school suspension -principal ‘There are § stages in the procedure: 2) informal stage ») commencement ofthe formal process ©) external review <) hearing ) appeal, Parental Complaints Parental complaints should be dealt wit, inthe rstinstance, using the agreed procedure. ‘The Principal wll then need to decide whether the subject ofthe parental complaint should 'be considered under the professional competence procedures. “Teachers-Work and Conduct ‘This procedure, which covers issues other than professional competence such as work {and conduct, may be commenced at any slage of the process if the circumstances warrant i. ‘The stages are: Informal stage ‘

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