Staff Conduct, Ethics and Corrective Actions Reference Guide 2026-27

TABLE OF CONTENTS Staff Conduct, Ethics & Corrective Actions Reference Guide Introduction Purpose of This Reference Guide ............................................... 2

Corrective Action Reference Areas 1. Inappropriate Use of Technology ........................................ 3 2. Inappropriate Interactions: Verbal, Written, Social Media, and Physical .......... 4 3. Harassment (Adult to Adult) ............................................. 5 4. Harassment (Adult to Student) ........................................... 6 5. Absenteeism ............................................................ 7 6. Endangerment ........................................................... 8 7. Notification of Arrest/Charge ........................................... 9 8. Performance ............................................................ 10 9. Possession of Prohibited Items .......................................... 11 10. Neglect of Duty ....................................................... 12 11. Student Confidentiality / FERPA Violations ............................. 13 12. Insubordination ....................................................... 14 13. Workplace Safety & Security ........................................... 15 14. Professional Conduct & Ethics ......................................... 16

District Values Respect • Integrity • Accountability • Fairness

Important Reminder This guide is intended as a reference tool for building administrators and should be used in conjunction with district policies, administrative procedures, collective bargaining agreements, and Human Resources guidance.

Glossary of Terms Westside Community Schools consistently adheres to contractual agreements and due-process requirements to ensure fair and equitable handling of all situations.

Administrative Leave A temporary employment status in which a staff member is relieved of regular duties while a matter is reviewed or addressed. Administrative leave may be with or without pay, depending on district policy, contractual agreements, and the nature of the situation.

Administrative Response Actions taken by school administration to address staff conduct, which may include fact-finding, documentation, corrective action, safety planning, coaching, and communication, in alignment with district policy and procedures.

Assessing Intensity The process of evaluating how severe, forceful, persistent, or harmful a behavior is at the time it occurs. Intensity considers factors such as tone, volume, physicality, emotional escalation, duration, repetition, and context. High-intensity behaviors may warrant immediate administrative action regardless of prior incidents.

District Discretion District discretion refers to the authority of building-level administrators, in conjunction with Human Resources, to determine appropriate responses to staff conduct in alignment with district policy, contractual obligations, and applicable law. This includes consideration of severity, impact, intent, frequency, safety, and prior history. District discretion does not override legal requirements, including Title IX obligations or due process rights, and is exercised to ensure consistency, fairness, and the safety and well-being of students and staff.

Egregious Behavior Conduct that is severe in nature and significantly compromises safety, dignity, trust, or professional responsibility. Egregious behavior may result in an immediate escalation to a higher level of response regardless of prior incidents.

Harassment Unwelcome conduct based on a protected characteristic or status, or other inappropriate behavior, that unreasonably interferes with an individual’s work or learning environment, or creates an intimidating, hostile, or offensive environment.

Staff are expected to review and follow district guidelines for Title IX violations as outlined in the Staff Handbook. ●​ Any behavior that may meet the threshold of a Title IX concern must be handled in accordance with district policy.​ ●​ All Title IX reports must be reported to Student Services, regardless of perceived severity or intent. ●​ When appropriate, impacted staff members should be offered information about available Employee Assistance Program (EAP) resources as a support option.​ ●​ Building-level administrators are responsible for ensuring concerns are promptly elevated and not investigated independently beyond initial safety steps.​

Impact The effect a behavior has on others or the school environment, including physical harm, emotional distress, disruption to learning or operations, damage to relationships, or erosion of trust.

Intent The degree to which a behavior was purposeful or unintentional. Intent is considered when determining severity but does not eliminate accountability, nor does it remove the need for appropriate response or corrective action.

Level of Severity (Low / Moderate / High) A classification used to describe the seriousness of a staff member’s behavior based on impact, intent, frequency, intensity, and safety considerations. Behaviors may move between levels depending on the circumstances and do not require progression through each level.

Negotiated Groups Contractual agreements and negotiated groups refer to the collective bargaining agreements, employment contracts, and memoranda of understanding that govern the terms and conditions of employment for district staff. These agreements outline rights, responsibilities, procedures, and due process protections that must be considered when addressing staff conduct and determining appropriate administrative responses.

Pattern: A pattern refers to repeated or recurring behavior over time that indicates an ongoing concern rather than an isolated incident. A pattern may be established through multiple similar incidents, repeated occurrences of related behaviors, or an escalation in frequency or impact, even when individual behaviors differ in form. A pattern may exist regardless of whether prior incidents resulted in formal disciplinary action and is determined based on the frequency, consistency, and overall impact on students, staff, or the school environment.

Progressive Response A framework in which responses may increase with repeated behaviors; however, behaviors may escalate directly to higher levels based on seriousness, impact, intensity, or safety concerns.

Restorative Practices Approaches focused on acknowledging harm, repairing relationships, and restoring trust, when appropriate and safe to do so. Restorative practices may be used in conjunction with administrative action.

Title IX A federal civil rights law that prohibits discrimination on the basis of sex in education programs and activities, including sexual harassment, sexual misconduct, and gender-based discrimination.

Victim Communication Plan A process outlining how the school level leader communicates with and supports individuals impacted by staff conduct, including students, staff members, or families, as applicable. ●​ The building-level leader is responsible for ensuring timely, clear, and compassionate communication with the victim and/or the victim’s family.​ ●​ Follow-up communication is expected to ensure the impacted individual feels supported and safe moving forward.

All communication should be proactive, professional, and transparent within confidentiality limits, with the goal of restoring trust and maintaining a safe, respectful school environment.

Westside Community Schools – Staff Reprimand Severity Examples This rubric is intended as a reference guide only and includes examples of behaviors that may fall within low, moderate, or high levels of concern. Behavior may escalate directly to a higher level based on the seriousness or impact of the conduct, and administrative discretion will be used in determining appropriate action.

Inappropriate Interactions

1st Offense/Low Level

2nd Offense/Low Level

3rd Offense/Low Level

Examples

Examples

Examples

• Unprofessional tone

• Repeated unprofessional

• Threatening or intimidating

• Sarcastic or frustrated

communication

language

comments

• Raised voice or harsh language

• Aggressive or inappropriate

• Poorly worded or curt emails

• Argumentative written

physical • Discriminatory or

• Isolated insensitive remarks

communication

harassing behavior

• Minor boundary concerns

• Boundary violations with

• Retaliatory actions

• Failure to follow

students

• Inappropriate social media posts

communication protocols

• Pattern impacting school

• Serious safety or legal concerns

climate

Inappropriate Use of Technology

• Playing games or social media during instructional time • Watching videos or media without instructional purpose • Using digital tools

Harassment: (Adult to Adult)

• Accessing explicit, violent, or highly inappropriate content • Misuse that disrupts instruction or

• Cyberbullying, harassment, or

learning

filters or security settings

• Recording or sharing images/videos of others

threatening messages • Attempting to bypass school • Sharing private, confidential, or personal information

inappropriately

• Taking photos or videos of peers

• Isolated sarcastic or

• Repeated demeaning or

• Threatening or intimidating

dismissive comments

belittling remarks

behavior

• Unprofessional tone in

• Persistent negative comments

• Sexual harassment or explicit

emails or meetings

about a colleague

comments

• Eye-rolling, sighing, or

• Publicly criticizing or

• Stalking, following, or repeated

dismissive body language

embarrassing a colleague or

unwanted contact

school

• Any behavior creating a hostile

without consent

or unsafe work environment

Harassment: (Adult to Student)

• Inappropriate or insensitive

• Repeated belittling, shaming, or

• Threatening, intimidating, or

jokes directed at a student

demeaning comments toward a

humiliating a student

• Inappropriate or insensitive

student

• Sexual comments, gestures, or

jokes directed at a student

• Publicly embarrassing a student

behavior toward a student

• Isolated use of a sarcastic or

in front of peers/others

• Physical intimidation or

dismissive tone toward a

• Persistent negative comments

inappropriate physical contact

student

about a student’s abilities or

• Any conduct that compromises

• Speaking to a student in a

behavior

student safety or well-being

condescending manner

• Pattern of unfair or targeted treatment

Westside Community Schools – Staff Reprimand Severity Examples

Absenteeism

• Late submission of absence

• Pattern of absences on

• Excessive absences that

requests

high-impact days (e.g.,

significantly disrupt student

• Isolated use of leave that

Mondays/Fridays, PD Days)

learning

requires coverage

• Failure to follow district

• Absences without notice or

adjustments

procedures for requesting leave

approval

• Isolated tardiness related to

• Leave use that creates staffing

• Misuse or falsification of leave

absence

challenges

• Failure to communicate

• Consistent tardiness

absences despite prior reminders

• Inconsistent communication

•Ongoing pattern that

regarding absences

compromises professional responsibilities

Notification of Arrest-Charge

•Failure to notify

• Pattern of late or inconsistent

• Failure to disclose an arrest or

administration within the

notification

charge as required by district

required timeframe

• Repeated need for reminders

policy

• Isolated misunderstanding

regarding reporting obligations

• Intentionally withholding

of reporting procedures

information related to an arrest or

• Incomplete initial

charge

information

• Conduct that compromises trust, safety, or professional responsibility

Performance

Possession of Prohibited Item

Insubordination

• Inconsistent lesson plans

• Failure to complete lesson plans

• Persistent classroom

• Inconsistent classroom

• Failure to meet established

management concerns impacting

routines

deadlines after reminders

learning

• Requires frequent reminders

• Inconsistent implementation of

• Refusal or inability to implement

to meet expectations

feedback or coaching

required instructional changes

• Developing instructional

•Persistent classroom

• Classroom environment that

effectiveness

management concerns

compromises student learning or

impacting learning

safety

• Possession of an item not

• Repeated possession of

• Possession of items that pose a

allowed by school policy but

prohibited items after reminders

safety risk

not dangerous (e.g., personal

• Failure to surrender a prohibited

• Possession of illegal substances or

electronics)

item when asked

paraphernalia

• Accidental possession

• Item used in a way that disrupts

• Refusal to comply with directions

brought to school and turned

learning

related to the item

in promptly

• Concealing a prohibited item

• Any possession requiring

•

immediate administrative or safety

•

response

• Inconsistent follow-through

• Repeated refusal to follow

• Open defiance of administrative

on expectations

directives after clarification

directives

• Requires reminders to meet

• Ignoring directives or deadlines

• Hostile, aggressive, or

expectations

despite reminders

threatening behavior toward

• Questioning a directive in a

• Pattern of noncompliance with

supervisors/others

non-disruptive but resistant

assigned duties

• Encouraging others to disregard

manner

• Continued noncompliance over

directives

time

• Refusal to comply despite prior corrective action

Neglect of Duty

• Requires reminders to

• Failure to follow established

• Ongoing failure to fulfill essential

complete expectations

procedures despite reminders

job responsibilities

• Isolated lapse in judgment

• Pattern of incomplete or

• Failure to follow procedures that

neglected responsibilities

results in harm or significant risk

Westside Community Schools – Staff Reprimand Severity Examples

Student Confidentiality/FE RPA Violation

• Delayed completion of

• Neglect that places students or

required tasks or paperwork

staff at risk

• Leaving student documents

• Discussing student information

• Sharing confidential student

visible but secured promptly

with unauthorized individuals

information publicly

when noticed

• Discussing student discipline,

• Posting or sharing student

• Using student names in

grades, or IEPs in public areas

information on social media

staff-only conversations in

• Repeated failure to secure

• Intentionally accessing records

semi-public settings

student records or devices

without educational need

• Isolated lapse in

• Pattern of confidentiality lapses

• Violation significantly

confidentiality awareness

after reminders

compromises student privacy or safety

Workplace Safety/Security

Professional Conduct & Ethics

• Forgetting to follow a safety

• Repeated failure to follow

• Actions that place students or

procedure but correcting it

established safety or security

staff in immediate danger

immediately

procedures

• Allowing unauthorized individuals

• Inattention to safety

• Leaving secured doors unlocked

access to the building

reminders (e.g., drills,

or unattended

• Tampering with security systems

procedures)

• Ignoring safety protocols after

or safety equipment

• Isolated lapse in situational

reminders

• Failure to follow emergency

awareness

• Pattern of unsafe practices

procedures

• Inconsistent adherence to

• Repeated unprofessional

• Serious ethical violations

professional boundaries

behavior after redirection

• Dishonesty, falsification of

• Isolated lapse in professional

• Disrespectful or inappropriate

records, or misrepresentation

judgment

communication with colleagues,

• Ethical violations involving

students, or families

students

• Pattern of conduct that

• Violation of law, policy, or code

undermines professionalism

of ethics

• Boundary violations that raise

• Behavior that compromises the

concern

integrity of the profession

Inappropriate Interactions: Verbal, Written, Social Media, Physical Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

inappropriate interactions occurred across multiple forms, including verbal, written, social media, and/or physical behaviors

*Meeting with Supervisor or Principal

Contact HR

Contact HR

*Verbal Reprimand

*Letter of Summary from Supervisor or Principal

*HR Letter of Reprimand

*Written Letter (Email Summary)

*HR Letter of Reprimand

*Possible Administrative Leave with pay pending investigation

*Contact CPS if needed

*Possible Administrative Leave with pay pending investigation

*Recommendation for Termination

*Offer EAP

*Contact CPS if needed

*Contact CPS if needed

*Offer EAP

*Offer EAP

Inappropriate Use of Technology Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

*Accessing Inappropriate Content

*Contact HR

*Contact HR

*Contact HR

*Violating student privacy

*Meet with Supervisor/Principal

*Meet with Supervisor/Principal

*Meet with Supervisor/Principal

*Improper use of school email

* Letter of Summary

*Meet with HR

*Meet with HR

*Inappropriate Social Media Activity

*Possible suspension of access to district technology.

*Letter of Summary

* Letter of Summary

*Possible suspension without pay.

* Possible suspension without pay.

*Cybersecurity Violation

*Develop a plan with HR for proper use of technology.

Harassment: (Adult to Adult) Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Harassment: (Adult to Adult)

Contact HR

Contact HR

Contact HR

*Threatening

*Meeting with Supervisor/Principal

*Meeting with HR

*Recommendation for termination

*Bullying

*Verbal Reprimand

*Final HR Reprimand

*Intimidation

*Written Letter of Summary

*Recommendation for termination

*Sexual

*Meeting with HR

*Offer EAP

*Retaliation

*Possible suspension with pay during investigation

BOE Policy:

*Possible termination *Offer EAP

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Harassment: (Adult to Student)

Contact HR

Contact HR

Contact HR

*Threatening

*Meeting with Supervisor/Principal

*Meeting with HR

*Recommendation for termination

*Bullying

*Verbal Reprimand

*Final HR Reprimand

*Intimidation

*Written Letter of Summary

*Recommendation for termination

*Sexual

*Meeting with HR

*Offer EAP

*Retaliation

*Possible suspension with pay during investigation

BOE Policy:

*Possible termination *Offer EAP

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Absenteeism

The principal meets with employee to discuss attendance concerns and district expectations.

Written Warning & Monitoring

HR and Principal meet jointly with the employee.

Repeated or excessive absences and/or tardiness that are not consistent with district attendance expectations, impacting job performance, supervision, or continuity of instruction.

• Identify any underlying issues or barriers to attendance.

• Principal issues a Letter of Summary with HR consultation.

• Review attendance history and previous interventions.

• Provide verbal warning and document conversation (summary email).

• Outline attendance expectations and consequences for continued absenteeism.

• Determine next steps, options may include final written warning, suspension, or recommendation for termination.

• Offer resources if applicable (e.g., EAP, medical leave process, etc.).

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Endangerment

Immediate Investigation & Documentation

Formal Disciplinary Action

Termination Recommendation

Any action or behavior that jeopardizes the safety or well-being of students, staff, or self. This includes physical aggression, unsafe supervision, neglect of duty resulting in harm or risk, or failure to follow established safety protocols.

• The principal conducts an initial investigation and documents the incident.

• HR and Principal meet with the employee to review findings and expectations.

• Any repeated or severe instance of endangerment may result in immediate termination.

• Remove employee from duty if necessary to ensure safety.

• Issue a Written Reprimand or Final Warning as appropriate.

• HR and district leadership determine final disposition based on the investigation.

• Notify HR immediately.

• Provide documentation of required corrective actions and training (if applicable).

• Depending on severity, may result in administrative leave pending investigation.

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Notification of Arrest-Charge

Contact HR

Contact HR

Contact HR

*Child Abuse

Contact CPS-If needed

Contact CPS-If needed

*Endangerment of minor

HR-Letter of Summary

Recommendation for Termination

*Alleged sexual misconduct

Recommendation for Termination

*Class I or II Misdemeanor *Felony Charge *DUI

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Performance

Contact HR

Contact HR

Contact HR

Provide HR with documentation

Meet with Principal or Supervisior

Meet with Principal or Supervisior

Meet with HR

Letter of Summary from Principal or Supervisor

Letter of Summary from HR

Performance deficiencies are identifiedDevelop a targeted improvement plan Identify additional supports

*Collect evidence *After 4 weeks review the plan *Review evidence together as a team

Issue

1st Offense/Step #1

Possession of Prohibited Item

Call 911-To collect drugs or firearms

*Alcohol

Contact HR

*Drugs

Recommendation for Termination

*Firearms *Other

2nd Offense/Step #2

3rd Offense/Step #3

Issue

1st Offense/Step #1

2nd Offense/Step #2

Verbal Warning & Clarification of Written Warning & Improvement Plan Refusal or failure to follow a direct Expectations and reasonable directive from a supervisor or administrator, disrespectful or defiant behavior toward authority, or deliberate disregard of established policies and procedures.

3rd Offense/Step #3 Formal Disciplinary Action or Termination Recommendation

• The principal meets with the employee to discuss the incident.

• The Principal consults HR before issuing a Letter of Summary or Written Warning.

• HR and Principal meet jointly with employee.

• Review expectations for professional conduct and compliance with directives.

• Outline specific instances of insubordination, expectations moving forward, and possible consequences for future violations.

• Review history of incidents and prior interventions.

• Provide verbal warning and document the conversation (summary email or memo to file).

• Depending on severity, action may include suspension or recommendation for termination.

Issue

1st Offense/Step #1

2nd Offense/Step #2

Failure to carry out assigned job responsibilities or to exercise proper supervision and care for students, staff, or property.

Verbal Warning & Clarification of Expectations

• Principal issues a Letter of Summary • HR and Principal meet jointly with or Written Warning in consultation with the employee to review continued HR. neglect or lack of improvement.

This includes lack of follow-through on • The principal meets with the employee to review the incident and required tasks, failure to perform assigned supervision duties, or actions expectations. that compromise student safety and school operations.

• Provide verbal warning and outline expectations for improvement.

• Document conversation (summary email or memo to file).

• Identify specific duties neglected and provide a plan for correction.

• Monitor compliance over a defined period.

3rd Offense/Step #3

• Determining next steps may include final written warning, suspension, or termination recommendation.

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Failure to maintain the confidentiality of student information as required under the Family Educational Rights and Privacy Act (FERPA) and district policy.

• The principal meets with the employee to review the incident and district confidentiality policies.

• Principal issues a Written Warning in collaboration with HR.

HR and Principal meet jointly with the employee.

This includes sharing identifiable student information without authorization, discussing student matters in public, or mishandling confidential records.

Contact HR

• Outline specific violation(s), potential • Review prior violations and lack of legal implications, and expectations for compliance. immediate compliance.

• Provide verbal warning and require completion of FERPA refresher training.

• Require additional FERPA or confidentiality training.

• Document the discussion (summary email or memo to file).

• Determine disciplinary outcome may include final written warning, suspension, or termination recommendation based on severity.

Issue

1st Offense/Step #1

2nd Offense/Step #2

3rd Offense/Step #3

Failure to follow established district and The principal meets with employee to building safety procedures that protect review the incident and reinforce district safety protocols. students, staff, and property.

• Principal issues a Written Warning in collaboration with HR.

HR and Principal meet jointly with employee.

This includes unsafe actions, failure to follow emergency protocols, or behaviors that compromise building security (e.g., leaving doors unlocked, ignoring drills, or allowing unauthorized access).

• Provide verbal warning and document the conversation (summary email or memo to file).

• Outline specific violations and consequences for repeated failure to follow safety procedures.

• Review prior incidents and interventions.

• Offer retraining on safety expectations if needed.

• Require completion of additional safety/security training.

• Determining next steps may include suspension or recommendation for termination depending on severity and risk to safety.

Issue

1st Offense/Step #1

2nd Offense/Step #2

Failure to demonstrate professional, respectful, and ethical behavior consistent with district standards and policies. This includes dishonesty, unprofessional communication, inappropriate language, disrespect toward colleagues or students, or failure to uphold the district’s code of conduct and values.

• The principal meets with the Written Warning & Improvement Plan employee to address the concern and review district expectations for professional conduct.

HR and Principal meet jointly with the employee to review continued or serious unprofessional conduct.

• Provide verbal warning and coaching on maintaining professionalism.

• Principal issues a Letter of Summary in collaboration with HR.

• Determining appropriate disciplinary response may include final written warning, suspension, or termination recommendation depending on severity.

• Document the discussion (summary email or memo to file).

• Identify specific concerns, set clear expectations for conduct, and outline consequences for future violations.

• Implement a short-term improvement plan with follow-up meeting(s).

3rd Offense/Step #3