Everett Public School July 2010 SAFE STUDENTS + SAFE STAFF = SAFE SCHOOLS INAPPROPRIATE BEHAVIORS &...

Everett Public School July 2010

SAFE STUDENTS + SAFE STAFF = SAFE SCHOOLS

INAPPROPRIATE BEHAVIORS & MISCONDUCT TRAINING

WHAT EVERY SCHOOL EMPLOYEE MUST KNOW


OBJECTIVES • Child Abuse Reporting

- When a school employee is suspected

• Sexual Misconduct- When a school employee is suspected

• Boundaries- Staff member/student- Coach/athlete

• Social Networking

• Sexual Harassment

IN THE HEADLINES…



CHILD ABUSE REPORTING



CHILD ABUSE REPORTINGThis is your responsibility, no matter your role -

• All school district employees are required by law to report any form of suspected child abuse. (You are a mandated reporter 24/7)

• Employees are reporters, not investigators. If you have reasonable cause - report it.



CHILD ABUSE REPORTINGWhom should I inform?

• Report suspected abuse to your school administrator as soon as possible but in no event later than 48 hours from discovery.- Remember that reporting to a school administrator does not relinquish your duty to report. Be sure to follow-up to ensure that the report has been made with the appropriate agency.

• Employees must protect student confidentiality – do not discuss situations with other employees, students, or individuals.



SEXUAL MISCONDUCT



SEXUAL MISCONDUCT

• All cases involving sexual relationships between students and employees are unprofessional and unacceptable.

• Employees are subject to discipline up to and including discharge.

• For teachers, it will also mean loss of teaching credential and posting to a national data base.



SEXUAL MISCONDUCT

MISCONCEPTIONS - The following are examples of what the abuser may be thinking:

• “If it’s consensual, it’s okay.” (this is wrong)

• “No one will find out.” (this is wrong)

• “The laws don’t apply to me.” (this is wrong)

• “Age makes a difference.” (this is wrong)

Washington State law makes sexual misconduct between school district employees and students unlawful.



SEXUAL MISCONDUCTGROOMING BEHAVIORS YOU MIGHT NOTICE:

Examples:

• Granting special privileges

• Meeting privately in unsupervised or off-campus settings

• Providing rides home

• Offering additional, unneeded assistance

• Making personal, flattering comments

• Writing letters, emails, texting

• Giving gifts

• Moving closer physically (i.e. frequency of sitting next to student, touching student, putting hand on shoulder, putting affectionate arm around the back)



Chapter 181-87 WAC and Washington State law, RCW 28A.400.317 Physical abuse or sexual misconduct by school

employees – Duty to report – Training, states:

(1) A certificated or classified school employee who has knowledge or reasonable cause to believe that a student has

been a victim of physical abuse or sexual misconduct by another school employee, shall report such abuse or misconduct to the

appropriate school administrator…

Note: Your duty to report applies to ANY/ALL forms of suspected child abuse – regardless of the offender. It does not only apply

to suspected abuse committed by a school employee.

Code of Professional Conduct



If you become aware of an adult engaging in behavior with a child/children at school which may be construed as inappropriate boundary invasion, or “sexual grooming behavior,” you must report the matter immediately to your principal or the District Title IX Officer if the

principal is somehow involved in the conduct. District Title IX Officer, Randi Seaberg, 425-385-4104

Remember: Employees must protect student confidentiality – do not discuss situations with other employees, students, or individuals.

Code of Professional Conduct



BOUNDARIESSCHOOL EMPLOYEE AND STUDENT


BOUNDARIESSchool employees are required to maintain proper boundaries between themselves and students

•Don’t put yourself at risk… even with parent permission.

•Don’t transport students unless it’s in the job description.

•Don’t invite students to your home or give personal gifts.

•Don’t take students on private excursions as rewards.

•Don’t use cell phones and personal communication devices to create a relationship that could be viewed as grooming or that violates boundaries.

** Keep in mind the boundaries of private v. professional life **

If it’s outside of school contact, it is outside of your scope of duty.


BOUNDARIES & COACHING& EXTRACURRICULAR ADVISING

Coaches are placed in situations that can put them at greater risk because of the settings and interactions that exist in coaching & advising.

Settings: field trips, off-hours, 1-on-1 coaching, locker rooms, camaraderie activities, closed rooms and closed facilities.

Interactions: buddies, hero worship, engagement in personal life, more casual conversation, power position, sense of special relationship.

Precautions:• Be vigilant of such situations• Exercise great care not to behave in a manner that leads to misconduct…

or the perception of misconduct• Avoid being alone with students• Be especially guarded in physical contact• Keep professional boundaries in conversations & relationships• Be the coach, not the buddy


BOUNDARY STRATEGIES

The following are some examples of good boundary strategies:• Avoid being alone with a student (have another adult, co-worker, or students present)

• Have a colleague or another adult nearby when working individually with a student before or after school hours

• Keep the door open

• Keep door windows clear and uncovered

• Alert a counselor or administrator promptly of any student who appears to exhibit emotional difficulties

• Limit the information that you share about yourself to information that you are comfortable being public

• Refuse “friending” invitations from parents or students

• Respect students’ personal space

• Limit touch to back of shoulder, elbow


SOCIAL NETWORKING


SOCIAL NETWORKING DO’s & DON’TS

Taken from the National Education Association/Washington Education Association

• Do not use a social networking site– If you use Myspace or Facebook, change your privacy settings.

• Do not add students as friends.• Do not post offensive or questionable pictures, comments, bulletins, or blogs.

– If you choose to use a social networking website (My Space, Twitter, Facebook, etc), be mindful of what you post. Remember: deleting information doesn’t mean that it’s not accessible.

• Be aware of offensive friends – If a profile on your friend’s list contains inappropriate material (adult/pornographic material), you may be considered a promoter or endorser of the inappropriate material.

• Do not post contact information.• Read the privacy policies of the social networking website.


KEEP YOUR INTERACTIONS WITH STUDENTS SAFEBy Kevin Teeley, Lake Washington Education Association

• Facebook, Twitter, e-mail, etc.– Never “friend” students.– Think about what you post – would you want your students to

have this information?– Same thing goes for a photo – would you want it circulating

around your classroom?– Do not text individual students.– Avoid giving your personal e-mail to students. Use your

district e-mail.• Communicate with the idea that whatever you write could

be able be read by your students’ parents and your administrator.


SEXUAL HARASSMENT


SEXUAL HARASSMENTOne of the most common forms of misconduct and discipline experienced in school districts

• It is prohibited by federal and state law, and district policy.

• It can be employee to student, student to student, male to female, female to male, male to male, and female to female.

• Sexual harassment can occur anywhere at anytime.

• Employees must always be aware of the impact and appearance of their behavior.

• Employees have a responsibility to model appropriate behavior in their interactions with students and staff.


SEXUAL HARASSMENTKey Concept - UNWELCOMED

“I didn’t mean it in an offensive way.”

• Employees must understand that such a response is not a defense and will not preclude disciplinary action.

• It’s not about excuses, it’s about behavior appropriate for today – and appropriateness is determined by the perception of the recipient of the behavior.


SEXUAL HARASSMENTStudents are protected Under Title IX

• Promote a respectful culture.• Don’t harass; think professionalism.• Be a role model in your interactions with students and staff.• Be proactive; don’t wait for a complaint when you see harassment.• Take every complaint seriously; don’t have students settle it themselves.• The administration must take action to stop harassment once he/she has actual notice.


WHOM TO CONTACT

Everett Public Schools does not discriminate on the basis of race, color, national origin, sex, disability, or age in its programs and activities.

Designated to handle inquiries about nondiscrimination policies are:

Affirmative Action Officer: Carol Stolz 425-385-4106 [email protected]

Title IX Officer: Randi Seaberg 425-385-4104 [email protected]

ADA Coordinator: Kristine McDowell 425-385-5250 [email protected]

Section 504 Coordinator: Becky Ballbach 425-385-4086 [email protected]

mailto:[email protected]





QUESTIONS


ResourcesWashington School Personnel Association 2009 – WHAT EVERY EMPLOYEE MUST BE TOLD.ppt (Employer Version) Training For New and Existing Employees

http://www.washingtonea.org/index.php?option=com_content&view=article&id=1868:keep-your-interactions-with-students-safe&catid=145:local-president-newsletters-co-op

http://www.washingtonea.org/index.php?option=com_content&view=article&id=1932:social-media-101-overview-a-advice&catid=188:articles&Itemid=143

www.teachercrime.com

http://badbadteacher.com







http://www.teachercrime.com/

http://www.badbadteacher.com/

Everett Public School July 2010 SAFE STUDENTS + SAFE STAFF = SAFE SCHOOLS INAPPROPRIATE BEHAVIORS &...

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