4118.15P Civility Respectful Communications and Actions Policy (1)

CABE-SUGGESTED POLICY REPLACEMENT


                                                                                     1316P
                                                                                 ~4118.15P
                                                                                  4218.15P
                                                                                  5131.92P

                                                                                PERSONNEL

                CIVILITY/RESPECTFUL COMMUNICATIONS AND ACTIONS

                                  WORKPLACE BULLYING

The purpose of this policy is to promote a healthy, positive workplace climate so that
every individual is able to contribute fully to our educational community. Every person
has the right to dignity at work. The rights and responsibilities described in this policy
apply to all employees, parents, and all who utilize or visit District facilities.

The Board requires all of its employees to treat all other employees, as well as students,
with dignity and respect. Building principals and supervisory staff need to be sensitive
to signs of stress among staff. During periods of high stress, staff may be observed
acting in an unprofessional manner with each other. Unprofessional behavior must be
dealt with, and not ignored. Further, rudeness will not be tolerated among the staff.

Consequences of Bullying in the Workplace

The Board of Education (Board) does not condone bullying in the workplace. Workplace
bullying is antithetical to maintaining a congenial and healthy workplace. The Board
desires to provide a workplace that is free from violence, harassment, intimidation, and
other disruptive behavior.

Definitions

“Workplace bullying” is defined as the deliberate, hurtful, repeated mistreatment of an
employee, driven by a desire to abuse or control that individual. Some of the most
common bullying behaviors include yelling, shouting, and screaming; hostile glares and
other intimidating gestures; “behind-the-back” put-downs, insults, and unfair criticism;
and the deliberate sabotage and undermining of another individual’s work performance.



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“Mobbing” is a particular type of bullying behavior carried out by a group rather than by
an individual. Mobbing is the bullying or social isolation of a person through collective
unjustified accusations, humiliation, general harassment or emotional abuse. Although
it is group behavior, specific incidents such as an insult or a practical joke may be carried
out by an individual as part of mobbing behavior.

Examples of Bullying in the Workplace

Inappropriate behavior includes actions that intimidate, offend, degrade or humiliate a
worker, which at times can occur in the presence of co-workers, students, parents,
contractors or visitors to the school or school activities. The Board believes that:

   ● Bullies can be supervisors, subordinates, co-workers, and colleagues;
   ● Bullies often operate within the established rules and policies of their
     organization; and
   ● The damage that such actions cause, both to the targeted employee and to
     workplace morale, is significant.

The Board believes it is necessary to maintain a congenial, healthy and supportive
workplace in order to avoid institutional bullying. Institutional bullying is when bullying
becomes entrenched in an organization and becomes accepted as part of the workplace
culture.

Reporting of Workplace Bullying/Procedures

Employees who believe they have been subjected to workplace bullying should report to
the Building Principal/Superintendent of Schools in writing. The report should include
details of the date, time, place and the specific conduct which occurred. The Building
Principal/Superintendent or his/her designee will seek to maintain confidentiality while
investigating the incident(s) but may discuss the situation with other
supervisors/administrators or, if deemed necessary, with the Chairperson of the Board,
via the Superintendent of Schools. The District will implement appropriate remedial
measures. Disciplinary action may be taken if the severity of the workplace bullying
makes that intervention appropriate. While investigating and responding to the
prohibited misconduct, the Principal/Superintendent, or his/her designee, will give
priority to avoiding possible retaliation or reprisals, while restoring and maintaining a
congenial and healthy workplace.

At times, incidents of workplace bullying can be handled effectively in an informal
manner. If an incident occurs that is offensive, it may be sufficient to explain clearly to
the offender that the behavior is unacceptable. If the circumstances are too difficult or
embarrassing for an individual, support may be sought from another colleague, a
contact person, staff representative or an administrator. A complaint may decide, for
whatever reason, to bypass the informal procedure and proceed to the filing of a written
complaint.


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For an individual to allege a policy violation, to call it bullying according to this policy’s
standard, the targeted individual must be able to demonstrate that due to the alleged
bullying activity that he/she has experienced negative consequences which are affecting
their ability to perform his/her job. It is the intent of this policy that such issues are
identified early by the targeted individual, a co-worker or colleague, and the issue is
resolved at the earliest possible stage.

Related Considerations

Bullying must not be confused with the non-abusive exercise of management rights to
assign tasks, coach, and reprimand or take disciplinary actions against employees. Any
administrator, supervisor or individual in a position of leadership to whom a complaint is
reported (verbally or in writing) must take appropriate action according to internal
procedures. Failure to comply may result in disciplinary action.

Freedom from retaliation is protected under this policy. Retaliation is a separate offense
from the original claim of bullying. Protected individuals include complainants, or
anyone who testifies, assists, or participates in any manner in an investigation or
proceeding, internal or external, pertaining to the allegation of bullying.

Misuse of the policy is a violation of the policy itself.

This policy supplements but does not replace the District’s policies pertaining to
discrimination and harassment.

(cf. 0521 – Nondiscrimination)
(cf.1316 – Conduct on School Property)
(cf. 4118.11/4218.11 – Nondiscrimination)
(cf. 4118.112/4218.112 – Sexual Harassment)
(cf. 4118.13/4218.13 – Conflict of Interest)
(cf. 4118.211 – Retaliation and Whistle-Blowing)
(cf. 4118.24/4218.24 – Staff/Student Relations)
(cf. 5131.911 – Bullying)

Legal Reference:        Connecticut General Statutes

                        10-221 Boards of education to prescribe rule(s), policies, and
                        procedures.

                        10-238 Petition for hearing by board of education.




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Purpose

The Colchester Board of Education promotes civility and respectful communications
among district employees, students, parents and the public. In the interest of presenting
all adults as positive role models for students, the Colchester Board of Education
encourages positive communication and discourages harassing, defamatory, obscene,
abusive, discriminatory or threatening communication or actions, some of which may be
against the law.

The intent of this policy is to maintain a civil, respectful workplace for teachers,
students, administrators, staff, parents and other members of the school community.

The following describes expected standards for staff, students, parents and members of
the public while at school, on school property or at a school function.

Standards for Communications

The Board expects staff, students, parents and members of the public while at school, on
school property or at a school function to communicate and act in a manner that
promotes respect for the dignity and worth of all individuals, regardless of race, religion,
color, national origin, sex, sexual orientation, marital status, age, disability, pregnancy,
gender identity or expression, socio-economic status, or role within the school
community. All adults participating in the school community are expected to
communicate and act in a manner that consistently provides positive role models for
students. The Board will regulate communications and actions by staff, students, parents
and members of the public while at school, on school property or at a school function,
when such communications or actions are contrary to these fundamental principles.

Specifically, the Board will regulate disruptive communications and/or actions by
members of the school community that:

1.     interfere, disrupt or undermine the effective operation of the school district;
2.     are used to engage in harassing, defamatory, obscene, abusive, discriminatory or
       threatening or similarly inappropriate communications;
3.     create a hostile work environment;
4.     breach confidentiality obligations of school district employees; or
5.     violate the law, board policies and/or other school rules and regulation.

Examples of Disruptive Communications/Actions

Disruptive Communications/Actions include, but are not limited to:


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●      Using loud and/or offensive language (for example, swearing or display of
       temper).
●      Invading another person’s space by moving close to the individual in an
       aggressive manner.
●      Threatening to do physical harm to a teacher, school administrator, school
       employee, student or member of the community.
●      Damaging, destroying or threatening to destroy or damage school property.
●      Harassing, defamatory, obscene, abusive, discriminatory or threatening verbal,
       written or electronic communications.
●      Any other behavior which disrupts the orderly operation of the school, a school
       activity, or any other activity sponsored by the school district.

Student, Parent, Member of the Public Resources

Any employee, parent, or member of the public who believes he/she was subject to
disruptive communications and/or actions on the part of a staff member should bring
such behavior to the to the attention of the building principal and/or the
Superintendent’s office.

Disciplinary Consequences

Employees found to be in violation of this policy may be subject to disciplinary action.
Students found to be in violation of this policy may be subject to disciplinary action in
accordance with the Board’s policy concerning Student Discipline.

Parents or other members of the school community found to be in violation of this
policy may be directed to leave school property, a school building, or any activity
sponsored by the school district. Repeat violations may result in a long-term denial of
access to school property, school buildings, or activities sponsored by the school district.


Policy Adopted:        October 14, 2014
Policy Revised:        May 11, 2021

COLCHESTER PUBLIC SCHOOLS
Colchester, Connecticut




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