Student Code of Conduct and Staff Information

443 STUDENT CONDUCT

A student’s conduct is a personal matter which should be kept within reasonable bounds that apply equally to all members of the community. Students should have freedom and encouragement to express their individuality in school in any way so long as such conduct does not intrude upon and endanger the freedom of others to behave as they wish – especially upon the freedom of other students to receive instruction. The Board’s intent is to try to establish a rational position between freedom for each individual and the necessity for sufficient order to permit the operation of the instructional program.

Respect for the individuality of students argues against attempts by the school to force student behavior into a common mold. Our Board-approved statement of school goals emphasizes our schools’ responsibility for helping each student to develop his/her unique abilities to the maximum.

The Board recognizes that implementation of this policy calls for sensitive, tolerant, intelligent action on the part of the school staff so that fostering of individuality is not incompatible with educationally sound group effort. In each instance in which an employee acts to help a student conduct him/herself properly, emphasis shall be placed upon the growth of the student in their ability to discipline him/herself.

All students, on the other hand, should recognize the consequences of their conduct, including their actions toward each other, language, dress, and manners.

Students, both individually and in groups, shall comply with school regulations until needed changes are made through due process and shall recognize the authority of the teachers. Disobedience or open defiance of the teacher’s authority shall constitute sufficient cause for disciplinary action.

Students are also expected to abide by the code of conduct and behavior as outlined in the Board-approved Code of Classroom Conduct. Any student who violates the Code of Classroom Conduct may be subject to removal from class and/or disciplinary action.

The School District of Wisconsin Rapids does not discriminate in standards and rules of behavior, including student harassment, on the basis of sex, race, color, national origin, ancestry, creed, religion, pregnancy, marital or parental status, sexual orientation or physical, mental, emotional or learning disability or handicap. Discrimination complaints shall be processed in accordance with established procedures.

LEGAL REF.: Sections 118.13 Wisconsin Statutes
                                     118.164
                                     120.13(1)
                                     120.44
PI 9.03(1), Wisconsin Administrative Code

CROSS REF.: 310, Instructional Goals and Objectives
                      447, Student Discipline
                      411-Rule, Student Discrimination Complaint Procedures
                      443-Rule, Code of Classroom Conduct
                      371- Student Organizations

APPROVED: November 11, 1974
REVISED: December 1980
August 13, 2001

443-RULE CODE OF CLASSROOM CONDUCT

Statement of Principle

The Wisconsin Rapids Public School District recognizes and accepts its responsibility to create, foster, and maintain a positive and safe class environment, conducive to teaching and to the learning processes. Every member of the school community is expected to cooperate in this central mission. Administrators, teachers, and other staff must use their training, experience, and authority to create school and classes where effective learning is possible. Students are expected to come to school, and to every class, ready and willing to learn. Parents should be aware of their children’s activities, performance and behavior in school. They are asked to cooperatively work with educators and make contact with the school to prevent or address problems.

The District shall attempt to make its schools as free as possible of the dangers of violence, weapons, drugs, and other behavior harmful to the educational environment.

Student behavior that is dangerous, disruptive or unruly or that interferes with the teacher’s ability to teach effectively will not be tolerated. Student’s exhibiting such behavior as outlined in this Code, may be removed from class in accordance with established procedures within this Code. This removal serves the multiple purposes of eliminating (or minimizing) the disruption, or reinforcing the District’s strong commitment to an appropriate educational environment, and of allowing a “time out” period, for disciplinary or other reasons, short of suspension or expulsion.

Beginning August 1, 1999, a teacher employed by the District, may remove a pupil from the teacher’s class if the pupil violates the terms of this Code of Student Classroom Conduct (the “Code. Removal from class under this Code does not prohibit the District from pursuing or implementing other disciplinary measures including, but not limited to, detentions, suspension or expulsion, with the student who was removed.

Reasons for Student Removal from Class

A teacher may remove a student from class for any of the following reasons:

1. Acts of Violence (Student/Staff)

Physical or verbal threats or confrontations
Fighting/Threats
Intimidation – Physical/Psychological
Weapons
Vandalism or Theft of School Property

2. Acts of Inciting

Inciting
Gang Posturing
Creating a Hostile Environment

3. AODA Issues

Under the Influence of Illegal Substances
Possession of Illegal/or Implied to be Illegal Substances

4. Classroom Disruption (Behavior which disrupts the learning environment)

Disruptive Behavior
Disruptive Talking (insubordination)
Dressing/Grooming That Creates a Hostile Environment
Repeated Violation of Classroom Rules

A student may be removed from class for conduct or behavior which:

  1. violates the District’s policies regarding suspension or expulsion;
  2. violates the behavioral rules and expectations set forth in the Student Handbook;
  3. is disruptive, dangerous or unruly;
  4. otherwise interferes with the ability of the teacher to teach effectively; or
  5. interrupts the effective teaching and learning process.

Removal is a serious measure, and should not be imposed in an arbitrary, casual or inconsistent manner. It is neither possible nor necessary to specify every type of improper or inappropriate behavior, or every inappropriate circumstance that would justify removal under this Code. A teacher’s primary responsibility is to maintain an appropriate educational environment for the class as a whole. The teacher should exercise his or her best judgment and use building practices and policies when deciding whether it is appropriate to remove a student temporarily from class.

(A student with a disability may be removed from class and placed in an alternative educational setting only to the extent authorized by state and federal laws and regulations. IDEA)

Removal is to be understood as a teacher giving control of the student over to a principal or designee as the teacher has exhausted their means of behavior management and wants the student processed as a Code of Conduct violation. Each violation will be written up on the Code of Conduct violation form.

Procedures

Introduction

Removing a student from class is a serious matter and should not be taken lightly by the teacher, student, or the parent/guardian. Teachers must immediately notify the principal/designee of the reason for such action. The principal or his/her designee will evaluate the situation and take appropriate action. Students who are removed by their teacher must immediately go, or be taken, to the main office. When the student arrives at the main office, the principal or designee will give the student an opportunity to briefly explain the situation. If the principal or designee is not available immediately upon the student’s arrival, the student should be taken to the short term removal area, and the principal or designee should speak to the student as soon as possible.

Within twenty-four (24) hours or one school business day of the removal, whichever is longer, the teacher shall submit to the principal or designee a short, concise, and specific written explanation of the basis of the removal. Such information may be submitted on a form provided by the principal or designee.

Short Term Placement

For the duration of the removal, the student shall stay in the short-term removal area or in an area specified by the principal or designee. In general, the student should spend the time working on classroom assignments or an assignment relating to the misconduct (e.g. writing an account of what happened or an apology). In no event should the student’s time in removal be recreation or other free time.

In general, a student shall remain in the short-term removal area for at least the duration of the class or activity from which she or he was removed. Prior to allowing the student to return to his/her normal schedule, the principal or designee will speak to the student to determine whether the student is, or appears to be, ready and able to return to class without a recurrence of the behavior for which the student was removed.

In the event it is not deemed appropriate to return the student to the regular class, the principal or designee shall either retain the student in the short-term removal area, or, if necessary, appropriate and practicable, utilize suspension alternatives.

Long Term Placement

Long-term placement in another class, instructional setting or alternative program following removal from the classroom is an extremely serious step that should not be undertaken hastily or for less than compelling reasons. Such a step could have profound consequences for the affected student and his or her class, as well as any new class or teacher to which the student may then be assigned. For these reasons, long term placement should not ordinarily be considered or implemented except after a thorough consultation, including a thorough consideration of alternatives between the teacher(s), parents and the principal or designee. For the same reasons, long-term placement should not ordinarily be considered on the basis of a single incident. Decisions regarding placement following removal from class rests with the principal.

If a teacher believes the best interest of the student and/or the class requires placement in a setting other than return to the classroom, the teacher should so notify the principal in writing. The statement should include, as clearly and completely possible:

  a. the basis for the removal request;
  b. the alternatives, approaches and other steps considered or taken to avoid the need for placement, i.e., parental intervention;
  c. the impact, positive and negative, on the removed student; and
  d. the impact, positive and negative, on the rest of the class.

Upon receipt of the written statement, the principal may consult with the teacher and/or District staff. In most cases, it is appropriate to inform and consult with the parent(s)/guardian of the student, and the student involved in a long-term removal.

Following consideration of the teacher’s statement and any other pertinent information, the principal shall, at his/her discretion, place the student into one of the following:

  a. an alternative education program as defined by law;
  b. another class in the school or another appropriate place in the school, as determined by
  the principal or designee;
  c. another instruction setting; or
  d. the classroom from which the student was removed if the program has been resolved.

The student, in a long-term alternative placement, shall receive an educational program and services comparable to, though not necessarily identical with, those of the class from which he or she was removed. The program does not need to be in the exact academic subjects of the former class.

Long-term placement is an administrative decision, and therefore is not subject to a formal right of appeal. However, the parent(s)/guardian of the student, and/or student shall have the right to meet with the principal and teacher(s) who made the request for removal. Where possible, the meeting should take place within three (3) business days of the request of the meeting. At the meeting, the principal shall inform the parent(s)/guardian and/or student as fully as possible regarding the basis for the removal, the alternatives considered, and the basis for any decision. However, nothing in this Code shall prevent the principal from implementing a removal to another classroom, placement or setting prior to any meeting, even if the parent(s)/guardian or student objects to the removal.

Parent(s)/Guardian Notification Procedures

Under Code of Classroom Conduct Violations

1. The building principal or designee (teacher) shall attempt to notify the parent(s)/guardian of a minor student by personal contact or telephone call when a student is removed from class. Written notification shall follow within two business days of the removal. This notification shall include the reasons for the student’s removal from class, the duration of the removal, and the placement decision involving the student.

2. If the removal from class and change in educational placement involves a student with a disability, parent(s)/guardian notification shall be made consistent with state and federal laws and regulations.

3. If the student removed from the class is also subject to disciplinary action for the particular classroom conduct (i.e., suspension or expulsion), the student’s parent(s)/guardian shall also be notified of the disciplinary action in accordance with legal and policy requirements.

ADOPTED: June 14, 1999
REVISED: August 13, 2001

831 TOBACCO USE ON SCHOOL PREMISES

Smoking and use of other tobacco products by students, personnel, and the community is prohibited on property owned, rented by or under the control of the Board. This includes school buildings, grounds and school-owned vehicles.

Violations shall be processed in accordance with state statues and established procedures at each building level.

Students in violation of this policy who are participating in WIAA activities will be subject to disciplinary measures as per WIAA guidelines.

LEGAL REF.: Sections 101.123 Wisconsin Statutes
120.12(20)
120.44

APPROVED: November 13, 1989
REVISED: July 9, 1990
June 17, 2002

522.4 CODE OF ETHICS (Professional Staff)

The educator, believing in the worth and dignity of each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.

The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one’s colleagues, of students, of parents, and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct. The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge conduct.

The remedies specified by the NEA and/or its affiliates for the violation of any provision of the Code shall be exclusive and no such provision shall be enforceable in any form other than one specifically designated by the NEA or its affiliates.

Principal I

Commitment to the Student

The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

In fulfillment of the obligation to the student, the educator:
   1. Shall not unreasonably restrain the student from independent action in the pursuit of learning.
   2. Shall not unreasonably deny the student access to varying points of view.
   3. Shall not deliberately suppress or distort subject matter relevant to the student’s progress.
   4. Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.
   5. Shall not intentionally expose the student to embarrassment or disparagement.
   6. Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, family, social or cultural background or sexual orientation, unfairly:
       a. Exclude any student from participation in any program.
      b. Deny benefits to any student.
       c. Grant any advantage to any student.
   7. Shall not use professional relationships with students for private advantage.
   8. Shall not disclose information about students obtained in the course of professional service, unless disclosure serves a compelling professional purpose or is required by law.

Principal II

Commitment to the Profession

The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service. In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgement, to achieve conditions that attract persons worthy of the trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.

In fulfillment of the obligation to the profession, the educator:
   1. Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.
   2. Shall not misrepresent his/her professional qualifications.
   3. Shall not assist any entry into the profession of a person known to be unqualified in respect to character, education, or other relevant attribute.
   4. Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.
   5. Shall not assist a noneducator in the unauthorized practice of teaching.
   6. Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.
   7. Shall not knowingly make false or malicious statements about a colleague.
   8. Shall not accept a gratuity, gift, or favor that might impair or appear to influence professional decisions or action.

CROSS REF.: WREA Agreement
APPROVED: November 11, 1974
REVISED: January 14, 2002

522 STAFF CONDUCT AND DRESS

An employee’s conduct and dress should be a personal matter. He/she should have freedom to express his/her individuality so long as he/she does not intrude upon and endanger the freedom of others to dress and behave as they wish.

Insistence on rigid conformity is contrary to the District's stated purposes for education. More than ever, in this age of expanding populations and thought molding by mass media of communication, it is important for the schools to nourish evidences of individuality to counter the specter of group think.

The Board recognizes that implementation of this policy calls for sensitive, tolerant, intelligent action on the part of the school staff so that fostering of individuality is not incompatible with educationally sound group effort. The only limitations shall be those of effect upon professional performance, health of associates and students, and level of community tolerance.

CROSS REF.: WREA Agreement
                      AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance/Computer Technicians)
                      AFL-CIO Local 95 Agreement (Office and Professional Employees)
                      Substitute Teachers’ Agreement

APPROVED: November 11, 1974
REVISED: January 14, 2002

522.1 DRUG-FREE WORKPLACE

The District is committed to maintaining a drug-free workplace. Therefore, the following activities and conduct by employees shall be strictly prohibited:

a. The illegal manufacturing, distribution, dispensing, possession or use of controlled substances on school premises or during school-sponsored activities; and

b. The possession, use and distribution of alcoholic beverages on school premises or during school-sponsored activities.

All employees shall be expected to abide by provisions of this policy. In addition, employees engaged in the performance of a grant received directly from the federal government shall notify the Superintendent or his/her designee of any criminal drug statute conviction occurring in the workplace within the time period specified by law. The Superintendent or his/her designee shall notify the appropriate federal agency of the conviction.

Any employee who violates this policy shall be subject to disciplinary action in accordance with provisions of current employee agreements or other procedures established by the Board. Employees may also be referred to law enforcement authorities for prosecution.

A copy of this policy shall be distributed to all District employees; published annually and posted in each building in the District. In addition, employees shall be informed annually about: (a) the dangers of alcohol and other drug abuse in the workplace; (b) the District's drug-free workplace policy; (c) any assistance or rehabilitation programs available in the area; and, (d) penalties that may be imposed upon employees for alcohol and other drug abuse violations occurring in the workplace.

LEGAL REF.: Section 125.09 Wisconsin Statutes
Chapter 161
Drug-Free Workplace Act of 1988

CROSS REF.: 523.4, Employee Assistance Program
                      WREA Agreement
                      AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance/Computer Technicians)
                      AFL-CIO Local 95 Agreement (Office and Professional Employees)
                      Substitute Teachers’ Agreement

APPROVED: January 14, 2002

511 EQUAL EMPLOYMENT OPPORTUNITY

The conditions of employment in this School District, including the wages, hours, terms and benefits, shall be applied without regard to race, creed, religion, color, national origin, sex or sexual orientation, marital status, age, political affiliation, disability, handicap, citizenship, ancestry, arrest or conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United State of Wisconsin, or use or nonuse of a lawful product off school premises during non-working hours or any other reason prohibited by law.

Further, there shall be no discrimination by the Superintendent or other school officers against any employee because of his/her activity or membership in an employee organization.

Reasonable accommodations shall be made for qualified individuals with a disability or handicap, unless such accommodations would impose an undue hardship to the District.

Complaints regarding the interpretation or application of this policy shall be referred to the administrative staff and processed in accordance with established procedures. Notice of this policy shall be given in accordance with state and federal laws.

LEGAL REF.: Titles VI, VII of the Civil Rights Act of 1964
                     Title IX, Education Amendments of 1972
                     Section 504 of Rehabilitation Act of 1973
                     Americans with Disabilities Act of 1990
                     Immigration Reform and Control Act of 1986
                    Civil Rights Act of 1991
                    Age Discrimination Act of 1975
                    Sections 111.31 - 111.395 Wisconsin Statutes
                    118.195
                    118.20

CROSS REF.: 511-Rule, Employee Discrimination Complaint
                      WREA Agreement
                      AFL-CIO Local 95 Agreement (Office/Professional Employees)
                      AFL-CIO Local 1075 Agreement (Lunch, Custodians and Maintenance/Computer Technicians)
                      Substitute Teachers’ Agreement

APPROVED: November 11, 1974
REVISED: January 14, 2002

Adjust Font Size: A A A A A A