Policy 5161: Civility in the Workplace
The Board of Directors affirms that a safe, respectful, and collaborative environment supports both high-quality education and the well-being of all members of the district community. Behaviors that undermine respect or disrupt collaboration can interfere with an employee’s work and the district’s mission to educate students effectively.
The Board is committed to the core value of mutual respect for every individual, regardless of differences in identity, background, or perspective. This value is expected to be reflected in the daily interactions of all members of the district community. When differences arise, individuals are encouraged to engage in clear, courteous, and constructive communication with the goal of reaching mutual understanding and positive outcomes.
Uncivil or disrespectful conduct on district property or at district-sponsored activities is not acceptable and will be addressed in accordance with district policies. The expectations below are applicable to in-person activities and other types of interactions, including (but not limited to) phone calls, emails, video conferencing, chat or text messages, school or district social media pages, and other forms of electronic communication.
Expectations of All Members of the District Community
(Board of Directors, Employees, Parents/Guardians, Volunteers, Contractors, and Visitors)
In support of this policy, the board of directors expects all parties to:
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Treat others with dignity and respect, honoring the cultural backgrounds, perspectives, and identities of every person.
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Exercise care and good judgment in handling interpersonal disputes, seeking resolution that strengthens relationships.
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Refrain from harmful or abusive language and choose words that contribute to safety and trust.
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Model respectful problem-solving and approach disagreements with patience, curiosity, and empathy.
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Be mindful of impact, reducing behaviors that may provoke fear, frustration, or alienation, and taking responsibility to repair harm when it occurs.
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Use clear, concise, and courteous communication, whether spoken or written, with the goal of reaching mutually positive outcomes.
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Extend everyday courtesies, such as listening without interruption and expressing gratitude.
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Practice civility in all conversations and behavior, even when in disagreement.
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Address incivility when observed and contribute to a workplace where accountability is shared.
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Seek to understand others’ points of view and cultural perceptions, recognizing that communication and expression may look different across cultures.
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Uplift belonging, contributing to an environment where every person feels included, valued, and supported.
Definition of Uncivil Conduct
For the purposes of this policy, "uncivil conduct" refers to behaviors that undermine respect, dignity, or safety in the workplace. This includes, but is not limited to:
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Using vulgar, obscene, or profane language or gestures in a way that harms or intimidates others.
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Demonstrating insulting, dismissive, or disrespectful nonverbal behaviors toward another individual.
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Taunting, jeering, or encouraging others to taunt or jeer an individual.
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Raising one’s voice in a threatening or aggressive manner, or repeatedly interrupting someone who is speaking.
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Using personal epithets, slurs, or language that demeans another’s identity or cultural background.
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Creating fear for personal safety, including invading personal space after being asked to move, physically blocking an exit, or remaining in a space after being asked to leave.
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Repeatedly using an incorrect name or pronouns for an individual after being informed of their self-determined name or pronouns.
Uncivil conduct does not include the respectful expression of differing or controversial viewpoints, so long as such expression:
- Is presented in a respectful manner and in an appropriate time and place, and
- does not materially disrupt, and may not reasonably be expected to disrupt, the educational or workplace environment.
Nor does “uncivil conduct” include normal supervisory or managerial interactions, such as corrective action, feedback, performance evaluations, improvement plans, or probation, provided they are conducted respectfully and professionally.
Addressing Uncivil Conduct
All parties are expected to support a respectful workplace by:
- Addressing behavior directly and respectfully: Calmly caution or warn someone engaged in uncivil conduct. If the behavior continues, politely end the interaction.
- Seeking resolution constructively: Attempt to resolve conflicts privately with the other individual first. If this is not possible or successful, involve an appropriate administrator or supervisor to mediate a private discussion.
- Reflecting on impact: Individuals who observe or experience uncivil behavior are encouraged to provide feedback about the impact of the behavior or report it to a supervisor.
- Supervisory responsibility: Supervisors are expected to address reports of uncivil behavior promptly and to support training and resources that foster a respectful and inclusive workplace.
Employees who engage in uncivil behavior may be subject to corrective action or discipline. Retaliation for reporting allegations will result in discipline.