1. PURPOSE AND PHILOSOPHY
1.1. The ethical conduct of public employees is a primary concern of Sevier School District. Public service is a public trust, requiring employees to place loyalty to ethical principles above private gain.
1.2. It is the basic belief that employees assume responsibility for providing professional leadership in their schools. This responsibility requires employees to maintain standards of exemplary personal and professional conduct. To these ends, employees must subscribe to the following:
2. CODE OF EMPLOYMENT
2.1. You are responsible to read and become familiar with Title 67, Chapter 16, Utah Code Annotated (UCA), the Utah Public Officers and Employees Ethics Act, and current district policies and procedures. The Utah Code is available at the State Library, most public libraries, most state agencies, and online at le.state.ut.us. Current district policies and procedures can be found in your school’s administrative office, at the District Office, or online.
2.2. Sevier School District (SSD) and its employees must, at all times, comply with all applicable laws and regulations. SSD will not condone the activities of employees who attempt to achieve results through a violation of the law or engage in unethical dealings which include, but are not limited to, any payments for illegal acts, indirect contributions, improper rebates, and bribery.
2.3. Employee conduct should be in keeping with the best ethical standards and well above minimum standards required by law. Holding ourselves to the highest of standards ensures public trust and fosters positive relationships within our communities.
2.4. Employees uncertain about the application or interpretation of any legal requirements should refer the matter to their supervisor, who, if necessary, should seek the advice of the appropriate personnel.
3. GENERAL EMPLOYEE CONDUCT
3.1. SSD expects its employees to conduct themselves in a businesslike manner. Drinking, gambling, fighting, swearing, and similar unprofessional activities are strictly prohibited while on the job.
3.2. Please reference SSD policies – #2003, Drug Free Workplace, # 2006, Code of Conduct/Appropriate Behavior, #2015, Threat of/or Actual Harm to Students or District Employees, #2225, Orderly School Termination for Employees, #2250, Discrimination and Harassment, and #2305, Employee Dress Expectations.
3.2.1. Employees must not engage in sexual harassment or conduct themselves in a way that could be construed as such, for example, by using inappropriate language, keeping or posting inappropriate materials in their work area, or accessing inappropriate materials on their computer.
3.2.2. Please reference SSD policy #2290, Acceptable Use Policy.
4. CONFLICTS OF INTEREST
4.1. SSD expects that employees will perform their duties conscientiously, honestly, and in accordance with the best interests of SSD and the public. Employees must not use their position or the knowledge gained as a result of their position for substantial private or personal advantage as described in UCA 67-16. Regardless of the circumstances, if the employee senses that a course of action they have pursued, are presently pursuing, or are contemplating pursuing may involve them in a conflict of interest between their private interests and public duties, they should immediately communicate all the facts to their supervisor.
5. OUTSIDE ACTIVITIES AND EMPLOYMENT
5.1. All employees share a serious responsibility for SSDs good public relations, especially at the community level. Employees must avoid acquiring any business interest or participating in any other activity outside SSD that would, or appear to:
5.1.1. Interfere with efficient performance of the employees SSD position.
5.1.2. Conflict with interests of SSD.
5.1.3. Be the type that would reasonably give rise to criticism or suspicion of conflicting interests or duties.
5.1.4. Violate state ethics law or rules
5.2. An employee may be required to obtain written approval from the Superintendent or the Superintendents designee to continue or to obtain outside employment if the District determines there is a potential for conflict with primary employment pursuant to UCA 67-16-4.
6. GIFTS, GRATUITIES AND SPECIAL TREATMENT
6.1. Members of the Board of Education and employees of the Sevier School District shall neither offer nor accept gifts which might reasonably be interpreted as an attempt to influence the conduct of District business. Additionally, more strict requirements apply to procurement, as described below.
6.2. A public employee cannot knowingly receive, accept, take, seek or solicit, directly or indirectly for himself or herself or another, a gift of substantial value or a substantial economic benefit tantamount to a gift. UAC 67-16-5.
6.3. Regarding SSDs activities, employees may not receive payment or compensation of any kind, except as authorized under SSDs policies.
7. FUNDS AND OTHER ASSETS
7.1. Employees who have access to SSD funds in any form must follow the prescribed procedures for recording, handling, and protecting money as detailed in the SSDs procedures handbook or other explanatory materials, or both. SSD imposes strict standards to prevent fraud and dishonesty. If employees become aware of evidence of any fraud or dishonesty, including any procurement violations, they should immediately advise their superior or the District Office so that SSD can promptly investigate further.
7.2. All school-related funds, regardless of the source, are considered SSD funds and purchasing guidelines must be followed. SSD funds and all other assets of SSD are for SSD purposes only and not for personal benefit. This includes the personal use of organizational assets, such as computers.
8. PROCUREMENT
8.1. When an employee’s position requires spending SSD funds or incurring any reimbursable personal expenses, that individual must follow established procurement procedures.
8.2. The Utah Procurement Code (Title 63G, Chapter 6a, Utah Code) and district procurement policies establish additional restrictions that apply to district officers and employees who have any involvement with procurement. These restrictions apply not only to anyone involved in evaluating or deciding to award a contract to or purchase goods or services from a particular vendor but also to anyone who administers an existing contract for the district, including making payments, ensuring compliance, enforcing a contract or auditing a contractor regarding a contract. With narrow exceptions, these restrictions prohibit accepting or requesting anything of value from anyone involved with procurement. These restrictions also prohibit officers or employees from using their position or influence to obtain a personal benefit for self or family members from anyone involved with procurement. You are responsible to read and become familiar with the specifics of these restrictions, contained in district policy 5010, Purchasing & Procurement Policy.
8.3. Expected compliance with the Utah Procurement Code and district procurement policy includes not purposefully evading procurement requirements, including not separating or dividing purchases to qualify as small purchase procurements or to meet small purchase procurement thresholds.
9. ORGANIZATION RECORDS AND COMMUNICATIONS
9.1. Accurate and reliable records of many kinds are necessary to meet the SSDs legal and financial obligations and to manage the affairs of SSD. SSDs books and records must accurately and timely reflect all transactions. Employees responsible for accounting and recordkeeping must fully disclose and record all assets, liabilities, or both, and must exercise diligence in enforcing these requirements.
9.2. False record-keeping or false communication of any kind involving expense reports, claim vouchers, attendance records, time cards, work orders, financial records, or similar reports or statements is a fraudulent act and may result in employee termination.
10. DEALING WITH OUTSIDE PEOPLE AND ORGANIZATIONS
10.1. Employees must take care to separate their personal roles from their SSD positions when communicating on matters involving SSD business. Employees must not use organization identification, stationery, supplies, and equipment for personal or political matters.
10.2. When communicating publicly on matters that involve SSD, employees must not presume to speak for SSD on any topic, unless they are authorized to do so expressly by the Superintendent or the Superintendents designee or as a result of their position of authority as long as they are certain that the views they express are those of SSD, and it is SSDs desire that such views be publicly disseminated.
10.3. Official news releases, which represent the authoritative stance of the District and of the Board of Education, shall be released through the Superintendent or the Superintendents designee on official letterhead. Only releases prepared in this way shall represent the official voice of the District and the Board of Education.
10.4. Personnel that has been designated by the Board of Education should conduct official SSD contact with the press. If you have any questions on communications with outside parties, please contact your administration for additional directives.
11. PROMPT COMMUNICATIONS
11.1. In all matters relevant to guardians, students, suppliers, governmental authorities, the public and others in SSD, all employees must make every effort to achieve complete, accurate, and timely communications; responding promptly and courteously to all proper requests for information and to all complaints. Please reference SSD policy #2240, Grievance Procedure.
12. RECORDS MANAGEMENT AND ACCESS
12.1. It is the policy of SSD to manage District records in a manner that provides timely and appropriate access to information, which has been collected.
12.2. It is also SSDs commitment to protect the privacy rights of individuals about whom the information has been collected.
12.3. Records access falls under the Utah Government Records Access and Management Act (Title 63G, Chapter 2, Utah Code) and District polices. Please reference SSD policy - #3090 Student Records, 6040, Public Information Program, and 6015, Information Technology Security.
12.4. When handling financial and personal information about others with whom SSD has dealings, follow District policy, and observe the following general principles:
12.4.1. Collect, use, and retain only the personal information necessary for SSD business.
12.4.2. Retain information only for as long as necessary as directed by District policy and/or as required by law. Protect the physical security of this information.
12.4.3. Limit internal access to personal information to those with a legitimate reason for seeking that information. Use only personal information for the purposes for which it was originally obtained. Obtain the consent of the person concerned before externally disclosing any personal information, unless legal process or contractual obligation provides otherwise.
13. CONSEQUENCES OF VIOLATING CODE OF EMPLOYMENT
13.1. No employee shall induce or attempt to induce another employee to violate Sevier School Districts Code of Employment.
13.2. Dismissal may be imposed depending on the severity of the violation.
13.3. Dismissal may be required where the employee knowingly and willfully violates the law.
Approved:08/05/20