HomeMy WebLinkAboutNew Employee Packet InformationImpofiant Employee
Information
(Please retain for your records)
Resisrralion Prucedure for First Time Usen bnelime onli:. Logon to https://iv isions.dg3.k l2.id.us/ from your school home page. Click on
Staff / ivisons web Ponal.o Click on Register in the upper right comer.o Any user name can be used for login purposes; unless already in use.o Please use your full First Name and Last Name in the designated fields.o Enter Display Name (This is the name that will show on the screen when you are
logged in).o You may use any email address.. Once you have filled in all ofthe above information, click on the Register icon at
the boftom ofthe screen. An email will be sent to the address you provided that
will include the registration code.. Once you receive that email, click on the link, which will log you into iVisions.
Enter the User Nam€ and Password you initially created. A new web page will
pop up. Scroll down to the bottom ofthe page. You will need to enter the last four
digits ofyour social security number, your birth date, and your zip code. A new
screen will pop up requiring you to link your employee informalion.
Relarnins Users Lasin Procedue:. Logon to htlps://iv isions.dg3.k I 2. id. us/ fiom your school home page click on
Human Resources / iVisons Web Portal. Click on Log In. Enter your User Name and Password
If lou do nol rcmember your password please click lhe "Forgol Passr)ord?" lin*
and your password $,ill be emailed to the email address you used when you signed
up lor iVisions.
Ifyou hrve rlrerdy registered, please DO NOT register again. lfyou do not
remember your login informrtion or need to change your emril address for
retrieving your possword, please contact the pryroll deprrtment et (208) 52i4400 for
rssistence.
The followinp are t few section descriplions:
Emolovee Resources/lnformation Center:
The Information Center is the welcome area to the Employee Resources ofthe web ponal. ln this area"
you will find important information regarding announcements, compensation, benefits, forms,
documents, and helpful links.
Emplovec Resourccs/Compensstioo/Prv Pcriod:
The Pry Period option allows you to select any individual payroll that has been processed within the
past fiscal ycar to pull up a statement ofyour paycheck for that pay date. You can also print by clicking
on Print Eamings Statement (bottom).
Employce Rcsourccs/Comocnsrtion/W2 lnformstion:
The W2 Informslion option allows you to view and print your curent W2. To view your W2, click on
W2 Wagcs and Tsa Statemcnl. Your current W2 will be opened as a PDF file. You can print a copy of
your W2 f.om the PDF file.
Emolovee Resources/Contact & Certilication lnformstion/Co]|trct Informotion:
The Contsct lnformation option allows you to view the current demographic information that the tlR
department has on file for you. In addition, you can submit changes to your contact information. Please
only submit ohce. Chahges will be |isible after they are approved by the payroll department.
ALL NAME CHANCES MUST BE SUBMITTED TO THE HR OFFICO AND WILL REQUIRE
A COPY OF YOUR NEW SOCIAL SECURITY CARD.
I l'(t7'16
ions Web Portal
Bonneville f oint School District has implemented a web-based system to provide employment
S
information at your
requests and view staff information.
. Compensation
. PayCheck
Calculator
. Employee
Emergency Conta ct
lnformation
. Employee Contact
lnformation
o Address Change
o W-2
o Forms
. Benef it lnformation
. Leave Ba la n ces
. Certiticate and
Endorsements
o Ed ucation
lnfo rm a tio n
. And More
Contact us:
Bonneville Joint School
District No. 93
3497 N. Ammon Rd.
ldaho Falls, lD 83401
Phone: (208) 52544OO
Fax: (208) 5290104
Bureau of Criminal Identification
NONCRIMINAL JUSTICE APPLICANT PRIVACY STA'IEMf NT
As an applicant who is the subject of a national fingetprint-based criminal history record check for a non-criminal justice purposc you
have cenain rights which are discussed below.
This serves as notification from ldaho Depanment ofEducation that your fingerprints will be used to chcck thc criminal history rccords
of the State of Idaho and the FBI and that those rccords will bc uscd solely for the purposc requested and may not be disseminatcd
outside the receiving depanment, related agency or other authorizcd cnlity. The collection of applicant fingerprints in ldaho is
authorizcd by Idaho Code $67-3008.
lf you have a criminal history record, the oflicials making a determination of your suitability for thc job, license, or other
benefit must provide you the opportunity to complete or challenge the accuracy of the information in the record.
Procedures for obtaining a change, correction, or updating of your criminal history record are set forth at Title 28, Code of
Ircdcral Regulalions (CFR). Scction 16.34.
Ifyou havea criminal history record,you should be alforded a reasonable amountof time to corrector complate the record,
ordecline to do so, before being denied thejob, license, orothcr bonofit based on information in the criminal histor) record.
Disclosure of your Social Security number is voluntary and is solicited pursuant to the Federal Privacy Act and ldaho Code
S67-f,012 to aid the processing of an interstate background check request for noncriminal justice purposes allowed bt federal
slatute, federal executive order or a state statute that has been approved by the attorney general.
Thc llngcrprints and inlormation reported from this requcst may bc discloscd pursuant to your consenl, and may also be discloscd by
the FBI withour your consent as permitted by the Federal Privacy Act of 1974 (5 USC 552a(h)). Routine uses include. but are not
limited to. disclosures to appropriate governmental authorities rgsponsible for civil or criminal law enforcement, counterintelligcncc.
national security or public safcty matcrs to which the informalion may be relevant; to Stalc and local govcrnmental agencies and
nongovcrnmental entities or application proccssing as authorizcd hy l;ederal and State legislalion. cxecutivc ordcr. or rcgulation.
including employment. sccurity. licensing. and adoption checks. Depcnding on the nature of )our application. other authorities ma)
includc numerous Federal or Statc statutcs pursuant to Public l,aw 92-544 or other authorized authorilics.
According to Idaho state law and if agcncy policy permits. you may bc provided a copy of your FBI criminal history record lbr
review and possible challenge upon submission of a written requesl. lf agency policy does not permit it to provide you a copy of
the record. you may obtain a copy of the record by submitting fingerprints and a lee to the FBI. Information regarding this process
may be obtaincd at hftp://www.Ibi.gov/about-us/cjis/background-checks.
If you decide to challenge the accuracy or completeness of your F'BI criminal history record, you should send your challengc to
the agcncy that contributed the qucstioned information to the FBL Altematively, you may send your challenge directly to thc
F'BI at the same website address as provided above. -l'he l'BI will then forward your challenge to thc agency that contributed the
questioned information and request the agency to verity or correct the challenged entry. Upon receipl of an offl'icial communication
from that agency, the FBI will make any necessary changevcorrsctions to your record in accordance with the information supplied b1
that agency. (See 28 CFR 16.30-16.34)lfa changc, conection or update needs to be made to an ldaho criminal history record. thal proccss information is available on
the ldaho State Police website.
http J\arn .isp.idaho.eov/idefltificariory'crime hislorv/r'r€quentlyAskedOuestions{riminalRepository.htn .
Your signalure below acknowle.lges lhis agency has informed lou of lour ptiroc! righls fu lingery nl-based backgrourul
chec* ruquests used by lhe ngen.y lor non-crirnihal iuslice putpo!;es.
I do do not rrant a copv ofthc Itivacy Acl Statemcnt.
Signatule ofApplicant
DATE OF BIR'TI.I OR EDUID NUMBER
Idaho State Police
Print Applicant Name
700 S. Stralford Dr. Ste. 120
Meridian.83642 08/t6116
Date
PERSONNEL
5320F
Page 1 of 1
'1 . The unlawful manufacture, distribution, dispensing, possession, in person or in
vehicles located on school property, or use of a controlled substance or alcohol is
prohibited on any school premises or at any school sponsored activity, regardless of
location.
2. The District shall take action against any employee who is in violation of this policy.
3. lmmediately upon notice that an employee has been convicted of any criminal drug
statute violation occurring in the workplace, which is in violation of District Policy,
said employee shall be suspended without pay, pending a review by the District.
4. Such review may require further action
a. The employee may request a leave of absence for the duration of the existing
school year, and may reenter employment only upon completion of an approved
rehabilitation program.
b. This program must be approved by a committee, comprised of a Board-
appointed administrator, a colleague, and the Superintendent or his/her
designee.
c. The committee must also assure that the program is approved for such purposes
by Federal, State, local health, law enforcement, or other appropriate agencies
prior to attendance by the employee.
d. Termination of employment.
5. lt is the responsibility of each District employee to monitor the workplace for violation
of this policy.
6. lf any employee has knowledge relating to drug use or alcohol use on school
property by any other employee, he/she is required to inform their supervisor
immediately.
7. When there is reasonable suspicion of drug possession, the District may notify the
appropriate law enforcement agency for a legal search and seizure and/or use of
canine animals for detection.
Bonneville Joint School District No. 93
EMPLOYEE USE OF DRUGS OR ALCOHOL LETTER
This letter is to inform you of the Bonneville Joint District No. 93 policy regarding a drug
and alcohol free workplace. The policy was adopted to enable the District to receive
Federal lmpact Aid, and grants. ln addition, it is our wish to educate our students, by
example, in a drug-free environment. The following is an outline of policy # 5320,
Employee or Public Use of Drugs or Alcohol.
E?D{hlEVILLE
-/ JoINT ScHOOL DISTRICT NO. 93
The District desires that all employees have a
respectful and safe work environment free of
bullying, violence, and inappropriate conduct.
To that end, all employees are expected to work
together in a cooperative spirit to serve the best
interests ofthe District and to be courteous to
students, one another, and the public.
What is Harassment?
Harassment of a District employee is defined as
verbal or physical conduct that denigrates or
shows hostility toward an individual because of
his or her race, color, gender, national origin,
religion, age (4o or over), physical or mental
disability, sexual orientation, or because of his or
her opposition to discrimination or his or her
participation in the discrimination complaint
process. Harassment is when someone's
conduct is so severe, persistent, or pervasive
that it:r Has the purpose or effect of unreasonably
interfering with an
employee's work
performance;
. Creates an intimidating,
th reaten ing, hostile, or
offensive work
environment; or
r Otherwise adversely
affects the employee's
employment
opportunities.
harassment - a management official, student,
co-worker, or non-employee, such as a
contractor, ve n dor, or guest.
Types of Harassment
Sexual Harassment
The Equal Employment Opportunity
Commission (EEOC) defines sexual harassment
as including, but not limited to unwelcome
sexual advances, requests for sexualfavors,
sexually motivated physical, verbal, or
nonverbalconduct of a sexual nature when:
o Submission or rejection of the conduct is
either explicitly or implicitly a condition of
an employee's employment,
. lt unreasonably interferes with an
individual's work performance, or
. lt creates an intimidating hostile or
offensive work environment.
Bullying
Bullying is the repeated aggressive behavior or
frightening of others with an apparent intent to
dominate, that takes place in the workplace.
Cyber Bullying
Cyber Bullying includes, but is not limited to,
the following misuses of technology: harassing,
teasing, intimidating, threatening, or terrorizing
another person by sending or posting
inappropriate and hurtful e-mail messages,
instant messages, text messages, digital
pictures or images, or web site posting,
Ha rassment Prevention Trai n i ng
e victim can
be anyone
affected by the
conduct, notjust
the individual at
whom the
offensive
cond uct is
directed.
Anyone in the workplace can commit
including blogs through the District's computer
network and the lnternet, whether accessed on
campus or off campus, during or after school
hou rs.
lntimidation
lntimidation includes, but is not limited to, any
threat or act intended to;
r Tamper, substantially damage, or interfere
with another's property,
r Subject anotherto offensive physical
contact, or
r lnflict serious physical injury on the basis of
race, color, religion, national origin, age, or
sexual orientation.
Menacing
Menacing includes, but is not limited to, any act
intended to place a school employee, student,
or third party in fear of imminent serious
physical injury.
Rights and Responsibilities
All District employees are expected to take
appropriate measures to prevent harassment.
Employees who believe they are being harassed
or who witness potential harassment should
report the offending conduct so that it can be
stopped before it becomes severe or pervasive
and rises to a possible violation of law.
Any person making a knowingly false
accusation regarding harassment will be subject
to d isciplinary action, up to and
including d isch a rge.
Procedures for
Ouestions or comments?
Call Human Resources at :
525-44oo
Reporting
When reporting harassm ent, rememberto:
r Take prompt action and
stop the ha rassme nt.
o Report all incidents to
the a ppropriate school
of6cial.
Provide the names of all
pa rties involved and any
witn esses.
r Help document exactly
what was said or done.
r Complete District form 5z5oF or 5z5zF.
You may file an oral or written complaint with
any of the following:
o Principa l/Desig n e e
r S u pe rvisor/De s ig n ee
r Title lX Officer
r Equal Employment Opportunity Commission
(Federal)
Confidentiality
t
lndividuals are
protected
aga in st
retaliation for
assisting in the
nvesti no of9
When you report information or make an
allegation of harassment, confidentiality will be
maintained to the greatest extent possible in all
phases ofthe complaint process in accordance
with policy and procedures.
Know the District's Policies!
Policy 5z5o Sexual Harassment - Sexual lntimidation ln The
Workplace
5z5oF Harassment Complaint Form
Policy 5z5z Hazing, Harassment, lntimidation, Bullying, Cyber
Bullying, Menacing
5z5zF Hazing, Harassment, lntimidation, Bullying, Cyber
Bullying, Menacing Complaint Form
5z5zP Hazing, Harassment, lntimidation, Bullying, Cyber
Bullying, Menacing Procedures
E NEVILLE
T o INT SCHOOL DISTRICT NO. 93'L..rni^t fot.th.t - A.hi.oint Ea..tt,n..-
3497 North Ammon Road, ldaho Falls, ldaho,83401 . (208) 525-4400 Fax (208) 529-0104 j www.dg3schoots.org
Employee Injury and Accident Procedure
While we strive to minimize the number and severity of injuries and accidents that take
place in our schools and other workplaces, accidents and other injuries do occur. With this in
mind, the following procedures are in place to help assure the accidents and injuries are reported
and investigated; hazards mitigated, and injured employees treated in a timely and effective
fashion. To this end, the procedures listed below should be followed if you are involved in an
accident or sustain an injury:
I . All accidents and injuries will be repo(ed regardless of the severity or the need for
medical attention.
2. Report your accident or injury to your supervisor as soon as possible.
3. In the case ofa major accident or injury call 911.
4. In the case ofminor accidents or injuries, seek medical treatment at either Mountain
View Redi-Care or Community Care.
5. Mountain View Redi-Care and Community Care are the District's only atthorized
workmen's compensation providers.
6. The supervisor should fill out the accident report and the school secretary will post the
injury to the Accident Tracker system within 24 hours of the injury or accident.
7. The report should detail the specifics ofthe accident or injury. (Time, Date, Location,
Weather Conditions, Activity, Equipment Involved, Witnesses, Etc.)
8. Both the supervisor and employee should sign the injury report verifing the reported
information.
9. If medical attention is required at a later date than the original occurrence, the injured
employee should go to Mountain View Redi-Care or Community Care. This should be
reported to your supervisor as soon as possible.
If you seek treatment outside of the duthorized providers, you could be held responsible
fot the associated medical bills,
Bonneville Joint School District No. 93 is an Equal Opportunity Employer
WORKERS COMPENSATION PROVIDERS ARE:
•
•
W
OPEN 6a-1a 7 days a week
1441 Parkway Dr., Blackfoot
M-F 8-9 Sat & Sun 9-6
Westside Idaho Falls Rigby Rexburg Pocatello
765 S. Utah Ave. 2725 Channing Way 167 E. 1st St. 72 E. Main St. 1595 Yellowstone Ave.
M-S 8-9 Sun 10- M-F 8-9 Sat & Sun 10-6 M-S 8-8 Sun Closed M-S 8-10 Sun 8-8 M-S 8-8 Sun 10-6
If you are Injured on the Job:
-->
UNDER THE FAMILY AND MEDICAL LEAVE ACT
LEAVE
ENTITLE EI{TS
EliEible employees who \Nod( lor a cover€d employer can tale op to 12 wo€Kt ol unpald. iotsprctecled leave in a 12flonlh p€nod
for the tolkning rca$ns:
EMPLOYEE RIGHTS
. Th. bl(h ot a chlld or placement of a chlld tor adoptlon orioster cale;
. To bond wlth a chlld (laave must be taken wlthln lyoarolth€ chlld s blrth oI placemsnt)i
. To car€ for lh€ 6mploy..'s s!ous., chlld, or parentwho has a quallfylng sorlou3 h66lth cohdltlon;
. For t te empbyso's own qualMng sedous heath cordidoi u|at mak.3 th6 ornploye€ unaue to perlo.m the emplovee's hb;. For qualltylnl .xll.ncler rolaled to lhe forellin dsployment of a mllilaty m.mb€t who lstho smployee's spouse,
chlld, or Parent.
Aa cll8lble .mploy.€ vdro ls 6 cov€r.d serulcem.mb€t s sPor6€, chlld, parent, or n.xl ot kln ma, also tak€ up to 26 weeks
ol FMIA leav. ln a slngl€ 12flonth perlod to care for the !€rvlcememDcr wlth 6 scrloos lnJury or lllness.
ELIGIBILITY
REQUIRE]UlENTS
&nploye€s maychoose, ot an employcr may requirc, ose of acirued pald l€ave while t6klng FML leave. I an emplovee
robstltuies accru.d pald l€svs lor FMLA l€av., the employee must complywlth th€ €mPbyer's normalpaid leaYe policies.
Whlle employee. ar. on FttLA leav6, emploters mu.t contlnue hoahh lnsuEncc coverago a6 It lhs €mpbfG6 were not on leav€.
Upon retum lrom FMLA loav6, most employees must b€ rcstorcd to the 36me job or on€ n€arly id€nticalto ii with
aquivalsnt p6y, bensrts, and oth€r 6mployment tems and conditions.
An ompbyer may not tnrortur. wtrh an lndhAcual s FMLA rlEhts o. rstallato agrlhst someon€ lor uslng or ,ylng to us€ FULA leave,
opposin6 any pactlco mads unhxrulbry the FIlrLA. or belng lnvolvsd ln any Proc6odln6 undar or rolat€d to Ue FMIA.
Ah emploree wrlo rvorkr fo'r a colllrld €.ndq,er must m€€t thr€€ critcis in olrhr to be .ltslbb for fuLA l€a',t. Ihe ernplqree n'J3t
. tiaw wortod fo. th6 €mploy€r toi at l3asl 12 months:. 86v€ at lcast 1250 hours ol seBlc€ ln the l2 months b€foro takln6 l6ay6;r and. wofi a! a locatlon where the employsi has at least 50 employees wlthln 75 mlles ot the employe€'s wo&dte.
*Speclal 'hours of s.rvlc6' Gqulrements apply to aldln€ lllght crcrY 6mpby€€.,
GerHalr. cmdole6 musl grv.3OdaF'a.,,vance notlc€ of the need tor Fl$LA lcavc. It lt b not posgble to gh/e 3odays notlce,
an employec musi notfiy thc .mployer as sooo as posslble and, genetally. folbYr th. emPloy.T's usual pocedtrcs.
Employe€s do not havo to share a medlcal dlagnosls, but mllst provlde 6nou8h lntomatlon lo lh€ €mplq,€l so it c.n dstomlns
r the lear/e quallle6 for FMIA protocdon. sllfoclenl lnlormatl,on could lnclud,r lnlomhE 3n ornplolar that the ernploree ls or
wittbe unabte to p€rtom hB or hsl job funcuons, that a famlly member €nnol p€rfom dally actlvltl$, or thd ho6plt lEatlon or
conunulng m.dlcaltEatment l. nec€s6ary Emplo),ces must lnlorm tho omployor It th6 no€d lor leaw ls for a t€ason lor whLh
FMLA lea€ uras prsvlously tak.n or certlffed.
^r employ€€ do€s not noed to us€ lcave ln one block, When lt ls medlcally n.cess.y or oiherwlse pemltted, employees
may taks l.ave ldlermllt€ntt or on a rGduc€d s.hedule.
Emplor€rs mtlsl noltt lts .rnplorlcs I Lar! wil b. d€ltignat d rt FULA l€a€, and ll !o, nor mudl le8E wiI be &.tsnticd a5
Empbtcs may lL a cornpblnt tlth th. U.s. D.gartm€rt of LaOor, Wago and Hour D{,161o., or may blng a pdv& husrrlt
The FMLA does nor afl€ct any lsd.ral or stale law prohibiting discrimination or supcrse<h any {ate or local law or collecdt o
b6rgrinlng agr!.m.nt thal provides gr.at€r famit or modica I leaw ddnts.
Employers csn rcquire a cenifrcalioo or p€riodic rc.ertificalion suppodng th€ need lor leave. I th€ employer dct€rminB that the
c€(iflcation is incomplet€, it must gDvlde a wiitten notlce andicating what additional information is rcquircd.
Onc€ an omployer becom6 awa.e lhal an employ€e's need lor l€ave h lor a rcason th6t m6y quallfy under the FMLA lhe
ernployer must notlly the smployee f he or slE b elldble lor FMLA leav€ and. lf ellgbb, musl also provlde a no{ic! of rlghts and
r6poGlbllttb undcr the rULA. lf the empb)'e€ B not elgible, th€ employ€r must prcvlde a reason fot lnellElblllty.
For additional information or to file a complaint:ffi
iWHE
1-866.4-USWAGE
www.dol.gov/whd
(1-866-487-9243) TTY: 1-877-889-5627
THE UNITED STATES DEPARTIVENT OF LABOR WAGE AND HOUR DIVISION
BEXEFITS &
PROTECtTO}{S
REQUESTIT{G
LEAVE
E PLOYER
RESPONSIBILITIES
E FORCEMENT
U.S. Department of Labor I Wage and Hour Division
PERSO NNEL
5244
Page 1 of 2
PERSONAL CONDUCT
Employees of Bonneville Joint School District No. 93 are expected to maintain high
standards of honesty, integrity, and impartiality in the conduct of District business and
required to comply and confcm to ldaho law and the Code of Ethics of the ldaho
Teaching Profession. Administrators and supervisors may set forth additional rules and
regulations governing an employee's conduct on the job within a partiollar building.
Guidelines
Administrators and supervisors shall review and discuss this policy with all staff
annually.
Conflic-t of lnterest
1. An employee should not dispense or utilize any information gained frorn ernployment
with the District, accept gfts or benefits, or participate in business enterprises or
employment which creates a conflict of interest with the faithful and impartial
discharge of the employee's District duties.
2. A District employee may, prior to acting in a manner wtlich may impinge on any
fiduciary duty, disclose the nature of the private interest lvhicft creates a conflict.
3. Care should be taken to avoid using, or avoid the appearance of using, official
positions and confidential informatim for personal advantage or gain.
Confidential lnformation
1. Employees should hold confidential all information deemed to be not for public
consumption as determined by law and Board policy.
2. EmploTees shall respect the confidentiality of people served in the course ofthe
employee's duties and use information gained in a responsible manner.
3. Discretion should be used within the schod system's n etwork cf cormunication.
Relationship with Students
1. ln addition tothe responsibility of all employees to detect and report suspected cftild
abuse, it is of equ al importance to avoid the perception or possible incidence of dtild
abuse.
2. Physical contact that is unnecessary and/or inappropriate or conduct that may
reasonably be perceived by parents as inappropriate is forbidden. Such contact
may include but is not limited to:
Bonneville Joirt School District No, 93
PERSONNEL
524n
Page 2 ot 2
a. Striking of any student personally or with an object that may result in bodily harm
to the student.
b. Physical contact of any type that is, or can be perceived as serual or overly
fam iliar.
c. Verbal assault or other gesture whidt inflicts ernotional or social harm to the
student.
3. Employees should not jeopardize themselves or their employment by being alone
with a student.
Discipline
Violation of this policy may subject the employee to immediate suspension and/or
discharge consistent with the requirernents of Procedure No. 5140P2, Discharge of
Ceftifi c ated Perso nnel Pru e dure.
Adopted 11-02-2005 Reviewed 0+11-2012 Revised
Cross Reference: Oischarge of Certilicated Personnel Procedure #5140P
Code of Ethbs-Certified Statr rl5200
Code of Ethbs fd ldaho Professbnal Educators #52mE
Grounds for Re\ocation of a Certificate i5215
Corporal Punishment #5257
ReportirE Child Abuse, Abandonment or Neglect #5260
ReportirE Child Abuse, Abandonment or Neglect Procedres #5260P
Corrective Actions and Punishment #3340
Corrective Actions and Punishment Procedures #3340P
Legal Reference: l.C. S 33-1208 Revocation, Suspension or Denial of Certificate - Grounds, Code
d Ethics of the ldaho Teaching Profession
Bonneville Joirl School District No, 93
PersmalCondl.rt
PERSONNEL
5250
Page 'l of 3
SEXUAL HARASSMENT - SEXUAL INTIMIDATION IN THE WORKPLACE
The sexual harassment of any employee or recipient of services rendered by Bonneville
Joint School District No. 93 is absolutely and strictly forbidden. The District shall do
everything in its power to provide employees an employment environment free of
unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct or communications constituting sexual harassment, as defined and othenivise
prohibited by state and federal law.
Guide lines
1. Principals and Supervisors are expected to take appropriate steps to make all
employees aware of the contents of this policy and distribute copies to them.
2. District employees shall not make sexual advances or request sexual favors or
engage in any conduct of a sexual nature when:
a. Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual's employment;
b. Submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual; or
c. Such conduct has the purpose or effect of substantially interfering with the
individual's work performance or creating an intimidating, hostile, or offensive
working environment.
4. Aggrieved persons who feel comfortable doing so, should directly inform the person
engaging in sexually harassing conduct or communication, that such conduct or
communication is offensive and must stop.
5. Employees who believe they may have been sexually harassed or intimidated
should contact the Title lX coordinator or an administrator, who will assist them in
filing a complaint.
6. An individual with a complaint alleging a violation of this policy shall follow the
Uniform Grievance Procedure #41 12.
lnvestigation
'1 . When an allegation of sexual harassment is made of any employee, the designated
school officials or District appointed representative will take immediate steps to:
a. Protect the grievant from further harassment;
Bonneville Joint School District No. 93
PERSONNEL
5250
Page 2 of 3
b. Discuss the matter with and obtain a statement from the accused and his/her
representative, if any;
c. Obtain signed statements of witnesses;
d. Prepare a report of the investigation.
2. Sexual harassment will be evaluated in light of all of the circumstances.
Confidentiality
1. Due to the damage that could result to the career and reputation of any person
falsely or in bad faith accused of sexual harassment, all investigations and hearings
surrounding such matters will be designed to the maximum extent possible to protect
the privacy of, and minimize suspicion towards, the accused as well as the
complainant.
2. Only those persons responsible for investigating and enforcing this policy will have
access to confidential communications.
3. All persons involved are prohibited from discussing the matter with co-workers
and/or other persons not directly involved in resolving the matter,
Discipline
'1 . A violation of this policy may result in discipline, up to and including discharge.
2. Any person making a knowingly false accusation regarding sexual harassment will
likewise be subject to disciplinary action, up to and including discharge.
DEFINITIONS
lntimidating, Hostile and Offensive: include conduct that has the effect of humiliation,
embarrassment, or discomfort.
Sexual Harassment: includes, but is not limited to, unwelcome touching, crude jokes or
pictures, discussions of sexual experiences, pressure for sexual activity, intimidation by
words, actions, insults or name calling, teasing related to sexual characteristics, and
spreading rumors related to a person's alleged sexual activities.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature, verbal comments, sexual name calling, gestures, and
profanity.
Adopted:02-09-1994 Reviewed:Revised: 04-14-1999
Bonneville Joint School District No. 93
11-02-2005
PERSONNEL
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Cross Reference: Uniform Grievance Procedure #321O,#4112 and #5860
Legal Reference: TitleVll of theCivil Rights Act, 42 U.S.C. SS 2000(e), et seq., 29 C. F.R. S 1604.1 1
Title lX of Education Amendments, 20 U.S.C. SS 1681, et seq.
l.C. S 67-5909 Acts Prohibited
Bonneville Joint School District No. 93
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Page 1 of 5
HAZING, HARASSMENT, INTIMIDATION, BULLYING,
CYBER BULLYING, MENACING
The Bonneville Joint School Diskict No. 93 Board of Trustees is committed to
maintaining an educational environment that protects and promotes dignity, individual
worth, and mutual respect for each individual. Therefore, bullying, cyber bullying,
hazing, harassment, intimidation, or menacing by students, staff, or third parties is
strictly prohibited and shall not be tolerated. The Superintendent is directed to develop
administrative procedures that include descriptions of prohibited conduct, reporting and
investigative procedures, as needed, and provisions to ensure that notice of this policy
is provided to students, staff, and third parties.
Guidelines
1. Students, employees, and visitors deserve the opportunity to participate or work in a
safe, supportive atmosphere that promotes equal opportunities, free from all forms of
discrimination and conduct that can be considered harassing, coercive, or disruptive.
2. Retaliation against any person, who reports, is thought to have reported, files a
complaint, or otherwise participates in an investigation or inquiry is prohibited.
3. False charges shall be regarded as a senous offense and shall result in disciplinary
action or other appropriate sanctions.
4. lndividuals in violation of this policy may be subject to school disciplinary action even
if the threat is not substantial, direct, or specific enough to constitute a violation of
state or federal law.
a. Students whose behavior is found to be in violation of this policy will be subject to
discipline up to and including expulsion.
b. Staff whose behavior is found to be in violation of this policy shall be reported to
the Professional Standards Commission and will be subject to discipline up to
and including dismissal.
c. Third parties whose behavior is found to be in violation this policy shall be subject
to appropriate sanctions as determined and imposed by the Superintendent or
Board.
d. The SuperintendenUdesignee shall submit the case to the appropriate law
enforcement agency when the charges warrant such action.
Bonneville Joint School District No. 93
Hazing, Hanassment, lntimidation, Bullying, cyber Bullying, [4enacing
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Bullying: is the repeated aggressive behavior, frightening of others with an apparent
intent to dominate, or any act that substantially interferes with a student's educational
benefits or a school employee's or third party's opportunities, or performance, that takes
place on or immediately adjacent to school grounds, at any school-sponsored activity,
on school-provided kansportation, or at any official school bus stop, and may include:
> Physically harming a school employee, student, or third party (hitting, pushing)
or damaging a school employee's, student's, or third party's property;
> Knowingly placing a school employee, student, or third party in reasonable fear
of physical harm to the individual or damage to the person's property;
> Name-calling, obscene gestures, malicious teasing, or electronic threats;
> lndirect attacks such as intentional exclusion from groups, anonymous hurtful
notes, or spreading false rumors; or
> Creating a hostile educational environment
Bullying often occurs without apparent provocation
Bullying is not playful teasing between relatively equal individuals.
Cyber Bullying: includes but is not limited to the following misuses of technology:
harassing, teasing, intimidating, threatening, or terrorizing another person by sending or
posting inappropriate and hurtful e-mail messages, instant messages, text messages,
digital pictures or images, or Web site posting, including blogs through the District's
computer netvvork and the lnternet, whether accessed on campus or off campus, during
or after school hours.
District Official: includes, but is not limited to, teacher, school counselor, school nurse,
principal, assistant principal, and administrator.
Harassment: includes but is not limited to, any act which subjects an individual or
group to unwanted, abusive behavior of a nonverbal, verbal, written, electronic, or
physical nature on the basis of age, race, religion, color, national origin, disability,
marital status, sexual orientation, physical characteristic, cultural background,
socioeconomic status, or geographic location.
. Specific actions that constitute harassment may include, but are not limited to;
Bonneville Joint School District No. 93
Hazing, Harrassment, lntimidation, Bullying, Cyber Bullying, Menacing
DEFINITIONS
PERSONNEL
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(also 3295 and 4370)
Page 3 of 5
> Physical acts (i.e. aggression or assault, battery, damage to property,
intimidation, vandalism, implied or overt threats of violence);
Verbal acts (i.e. demeaning jokes, bullying, taunting, hazing, intimidation, hate
speech, slurs, derogatory nicknaming, innuendoes, or other negative remarks);
> Visual acts (i.e. graffiti, slogans or visual displays such as cartoons or posters
depicting derogatory sentiments); or
Criminal acts (acts in violation of ldaho Criminal Codes or ldaho Human Rights
Commission Code).
Harassment, lntimidation or Bullying: means any act that substantially interferes with
a student's educational benefits, opportunities, or performance, or a school employee's
opportunities or performance that takes place on any school premises or at any school
sponsored activity, regardless of location and that has the effect of:
Physically harming a school employee, student, or third party or damaging the
individual's property;
Knowingly placing a school employee, student, or third party in reasonable
fear of physical harm to the person or damage to the individual's property; or
> Creating a hostile educational environment
Hazing: includes but is not limited to, any act that recklessly or intentionally endangers
the mental health, physical health, or safety of a school employee, student, or third party
for the purpose of initiation or as a condition or precondition of attaining membership in,
or affiliation with, any District-sponsored activity or grade level attainment such as but
not limited to:
> Forced consumption of any drink, alcoholic beverage, drug, or controlled
substance;
> Forced exposure to the elements;
> Requiring total or substantial nudity on the part of the person;
> Requiring, encouraging, authorizing or permitting another to be subject to
wearing or carrying any obscene or physically burdensome article;
> Physical assaults upon the person;
> Offensive physical contact with the person;
Hazing, Harrassment, lntimidation, Bullying, Cyber Bullying, Menacing
Bonneville Joint School District No. 93
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> Participation by the person in boxing matches, excessive number of calisthenics,
or other physical contests;
> Transportation and abandonment ofthe person;
Confinement to unreasonably small, unventilated, unsanitary, or unlighted areas,
> Sleep deprivation;
Assignment of pranks to be performed;
> Any forced activity that could adversely affect the mental or physical health or
safety of a school employee, student, or third party; or
> Any other activities intended to degrade or humiliate.
. The term hazing, as defined does not include customary athletic events/activlties or
similar contests or competitions, and is limited to those actions taken and situations
created in connection with initiation into or affiliation with any group or organization.
. The term hazing does not Include corporal punishment administered by District
officials or employees of the District when such actions are in accordance with the
Corporal Punishment policy #3345
. Any activity described in this definition shall be presumed to be "forced" activity, the
willingness of an individual to participate in such activity notwithstanding.
lntimidation: includes, but is not limited to, any threat or act intended to:
> Tamper, substantially damage, or interfere with another's property,
. Cause substantial inconvenience,
> Subject another to offensive physical contact, or
> lnflict serious physical injury on the basis of race, color, religion, national origin,
or sexual orientation.
Menacing: includes, but is not limited to, any act intended to place a school employee,
student, or third party in fear of imminent serious physical injury.
On any school premises or at any school sponsored activity, regardless of
location: shall include, but not be limited to buildings, facilities, and grounds on the
Bonneville Joint School District No. 93
Hazing, Harrassment, lntimidation, Bullying, Cyber Bullying, Menacing
> Forced prolonged exclusion from social contact;
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school campus, school busses or at any official school bus stop, school parking areas;
and the location of any school sponsored activity. This includes instances in which the
conduct occurs off the school premises but impacts a school related activity.
Third Parties: include, but are not limited to, coaches, school volunteers, parents,
school visitors, service contractors, or others engaged in District business, such as
employees of businesses or organizations participating in cooperative work programs
with the District, and others not directly subject to District control at interscholastic
events, extracunicular athletic completions, or other school events.
Adopted 09-14-2005 Reviewed Revised 12-13-2006
1 1-1 8-2009
Cross Reference
Legal Reference lC 51 8-917 Hazing
lC S18-9174 Student Harassment - lntimidation - Bullying
lC S 33-205 Denial of School Attendance
lC S33-512 Governance of Schools
lC $67-5909 Acts Prohibited
20 USC S 168'1, et seq. Title lX of the Education Amendments of 1972
34 CFR Part 106 Nondiscrimination on the basis of sex in education programs
and activities recelving or benefiting from federal flnancial assistance
42 U.S.C. 200e-2(a ) Title Vll of the Civil Rights Act of 1964
Franklin v. Gwinnett Co. Public Schools, 112 S. Ct. 1028 (1992)
lC 16-16'19 Reporting of abuse, abandonment or neglect
Gebser v. Lago Vista lndependent School District, 118 S. Ct. 1989
(19e8)
Mentor Savings Bank v. Winson, 477 U.S. 57 (1986)
Elison v. Brandy, 924 F .2d872 (gth Cir. 1991 )
Bonneville Joint School District No. 93
Hazing, Harrassment, lntimidation, Bullyang, Cyber Bullying, Menacing
Uniform Grievance Procedure #3210, #4112, #5860
Section 504 Hearing #3212
Computer Use Agreement #327 0, 327 0F, 327 0P
Student Conduct #3285
Sexual Harassment #3290
Assault and/or Battery #3315
Corporal Punishment #3345
Detention #3350
Student Suspension#3355
Student Suspension Procedures #3355P
Student Denial of Enrollment or Expulsion #3360
Student Denial of Enrollment or Expulsion #3360P
Safe and Secure LearningMork Environment #3555, #4305, #5311
Reporting Child Abuse, Abandonment or Neglect #3585, #5260
Reporting Child Abuse, Abandonment or Neglect Procedures #3585P, #5260P
Disruptive Public Conduct #4325
1
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CORPORAL PUNISHMENT
The Bonneville Joint School District No. 93 Board of Trustees believes that corporal
punishment does not deter disruptive behavior. Therefore, it may not be used to
discipline students.
Reasonable physical force may be used upon a student with or without advance
notice when a reasonable person would deem necessary the use of such force:
a. for self-defense;
b. for the protection of others or the student;
c. the preservation of order; or
d. to protect District property.
2. The nature and severity of the physical force should be commensurate with the
circumstances of the situation. The following factors should be considered in
determining whether the force used was appropriate:
a. the purpose, including the safety and security of others;
b. age, strength, attitude, and past behavior of the student; or
c. availability of less severe but equally effective means of dealing with the
situation.
The provisions of this policy apply to incidents which occur on any school premises or at
any school sponsored activity, regardless of location.
Discipline
1. Discipline for an employee, may involve actions up to and including dismissal.
2. Discipline for a visitor, may involve actions up to and including future prohibition from
entering any school premises or attending any school sponsored activity, regardless
of location.
3. The SuperintendenVdesignee shall submit the case to the appropriate law
enforcement agency when the charges warrant such action.
Bonneville Joint School District No. 93
Guidelines
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DEFINITIONS
On any school premises or at any school sponsored activity, regardless of
location: shall include, but not be limited to buildings, facilities, and grounds on the
school campus, school busses, school parking areas; and the location of any school
sponsored activity. This includes instances in which the conduct occurs off the school
premises but impacts a school related activity.
Adopted 07-13-2005 Reviewed
Cross-Reference Bullying, Hazing, and Harassment 1i4370
Prohibition of Weapons #3335
Assault and Battery #33'15, 4380
Abuse of School Property #3325, 4360, 5327
Reporting Child Abuse Abandonment or Neglect #3585, 5260
Reporting Child Abuse Abandonment or Neglect Procedures #3585P, 5260P
Bonneville Joint School District No. 93
Revised
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BONNEVILLE JOINT SCHOOL DISTRICT NO. 93
COMPUTER/NETWORK ACCEPTABLE USE AGREEMENT
EMPLOYEES AND STUDENTS
'1 . The User agrees not to publish on or over Dg3Net any information which violates or
infringes upon the rights of others or any information which would be abusive,
profane or sexually offensive to an average person, or which without the approval of
the System Administrators, contains any advertising or any solicitation of other
Users to use goods or services.
2. The User agrees not to use the facilities and capabilities of D93Net to conduct any
business or activity or to solicit the performance of any activity that is prohibited by
law or District policy.
3. Because D93Net provides, through the lnternet, World Wide Web computer access,
the User and the parent of a Student User specifically understands that the System
Administrators and the District do not have control of information residing on other
systems.
4. Measures to restrict minors' access to harmful materials include lnternet filtering
district-wide. The District recognizes and advises the User that no filter provides
complete blocking of all harmful materials.
5. The User and the parent of a Student User are advised that some electronic
communications including chat rooms, instant messaging, news groups, and e-mail,
may contain defamatory, inaccurate, abusive, obscene, profane, sexually oriented,
threatening, racially offensive, or illegal material.
a. The District does not condone or permit the use of such materials in the school
environment.
b. A User knowingly bringing such materials into the school environment will be
dealt with according to the discipline policies of the individual school building and
the District, and such activities may result in termination of access to D93Net,
termination of employment, and/or school expulsion.
Netiquette/On-Line Cond uct
1. The User is expected to abide by generally accepted rules of network etiquette,
including, but not limited to:
a. Be polite. Do not get abusive in your messages to others.
b. Use appropriate language. Do not swear, use vulgarities or any other
inappropriate language.
c. lllegal activities, including "hacking," are strictly forbidden.
Bonneville Joint School District No. 93
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d. Do not reveal personal information of others and be cautious when revealing
your own personal information (credit card numbers, social security number,
home address, phone number, etc.)
e. Do not use the network in such a way that you would disrupt the use of the
network by other Users.f. All communications and information accessible via the network should be
assumed to be private property of Bonneville Joint School District No. 93.
g. Do nol submit, publish, or display any defamatory, inaccurate, abusive, obscene,
profane, sexually oriented, threatening, racially offensive, or illegal material; nor
encourage the use of controlled substances.
h. Do not transmit materials, information or software in violation of any local, state
or federal law or District policy.
2. Any action by the User that is determined to constitute inappropriate use of D93Net
or to improperly restrict or inhibit other Users from using D93Net is strictly prohibited
and may result in disciplinary action.
3. The User specifically agrees to indemnify the District and the System Administrators
for any losses, costs, or damages, including reasonable attorneys'fees, relating to,
or arising out of any breach of this agreement by the User.
4. D93Net is to be used by the User for his/her professional/educational benefit.
Commercial uses, such as promoting or advertising any business, are strictly
prohibited.
Software Libraries
Public domain files, or files in which the author has given expressed consent for on-
line distribution, may be uploaded to the software libraries by the User.
1
Bonneville Joint School District No. 93
a. D93Net may not be used to promote any political or charitable cause or
organization, including soliciting of funds, unless it is a District or a District's
school sanctioned cause.
b. Personal use by the User is to be limited to time when the User is not providing
paid services for District.
c. Use of the network is a privilege, not a right.
d. lnappropriate use will result in the removal of privileges.
e. Unauthorized equipment connected by the User to D93Net, harmful to network
performance, is not allowed.f. The User may not attach any equipment or cabling that may cause D93Net to be
out of accepted network specifications. Any such equipment will be removed
when found.
g. The User may not perform any maintenance of equipment connected to D93Net,
unless authorized by System Administrators, nor has the right to authorize such.
h. The User can not install, connect, or use unauthorized equipment on D93Net
unless authorized by District System Administrators.
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2. Any software having the purpose of damaging other Users' systems or D93Net (e.g
computer viruses) is specifically prohibited.
3. The System Administrators or their designees reserve the right to refuse posting of
files and to remove files.
5. System Administrators do not necessarily inspect software uploaded by Users and
the District does not guarantee the suitability or performance of any software
downloaded from D93Net or other accessed services.
6. The User is responsible for inoculating all uploaded/downloaded software for
vtruses.
Copyrighted Material
1. Copyrighted material must not be placed on any system connected to D93Net
without purchasing the appropriate license or obtaining the author's permission.
2. Only the owner(s) or persons they speciflcally authorize may upload copyrighted
material to D93Net.
3. The User may download copyrighted material for his/her own use.
4. The User may non-commercially redistribute a copyrighted program only with the
permission of the owner or authorized person expressed in the document, on
D93Net, or obtained directly from the author.
Public Domain Material
1. The User may upload public domain programs to D93Net.
2. The User may download public domain programs for his/her own use or non-
commercially redistribute a public domain program.
3. The User assumes all risks regarding the determination of whether a program is in
the public domain.
4. The User is responsible for inoculating all uploadedidownloaded software for
viruses.
Bonneville Joint School District No. 93
4. The System Administrators further reserve the right to immediately terminate the
account of any User who misuses the software libraries.
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Public Posting Areas (message boards/instant messaging/usenet groups)
1. UseNet messages are posted from systems connected to the lnternet.
2. Dg3Net System Administrators have no control of the content of the messages
posted.
3. UseNet groups will not be available on D93Net's local network.
4. lnstant messaging is real-time chat between 2 or more individuals.
5. System Administrators have the obligation to monitor and limit all instant messaging
due to factors such as band-width, inappropriate or unethical use, federal E-Rate
requirements, and District Policy.
Electronic Mail
1. Messages received by D93Net are retained for 30 days unless deleted by the
recipient. A canceled D93Net account will not retain its e-mail.
2. The User is expected to remove old messages in a timely fashion and System
Administrators may remove such messages if not attended to by the User.
3. No district employee may use the District's e-mail or on-line services (lnternet) for
the promotion of:
a. election or political campaigns,
b. issues dealing with private or charitable organizations or foundations or
c. ballot issues
4. Use for other informal or personal purposes is permissible within reasonable limits
5. E-mail should not be considered private.
a. The District's e-mail and lnternet systems are intended to be used for educational
purposes only.
b. All e-mail/lnternet records are considered District records and should be
transmitted only to individuals who have a need to receive them.
c. Additionally, District records and e-mail/lnternet records are subject to disclosure
to law enforcement or government officials or to other third parties through
subpoena or other process.
d. System Administrators may investigate complaints regarding e-mail which is
alleged to contain defamatory, inaccurate, abusive, obscene, profane, sexually
oriented, threatening, racially offensive, or illegal material to District, local, state,
or federal officials in investigations concerning any e-mail transmifted on D93Net.
Bonneville Joint School District No. 93
PERSONNEL
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e. While the District does not intend to regularly review Users' e-mail/lnternet
records, Users have no right or expectation of privacy in e-mail or the lnternet.f. The District owns the computers and software making the e-mail and lnternet
system and permits the Users to use them in the performance of their duties for
the District.
g. E-mail messages and lnternet records are to be treated like shared paper flles,
with the expectations that anything in them is available for review by the
Su perintendenVdesignee.
h. Consequently, Users should always ensure that the educational information
contained in e-mail/lnternet messages is accurate, appropriate, and lawful.i. System Administrators do not guarantee delivery or receipt of e-mail to any User.
6. E-mail/lnterned messages by employees may not necessarily reflect the views of the
District.
7. Abuse ofthe e-mail or lnternet systems, though excessive personal use, or use in
violation of the law or district policies, will result in disciplinary action, up to and
including termination of employment
Disk Usage
1. The System Administrators reserve the right to set quotas for disk usage on D93Net.
2. lf the User exceeds his/her quota, the User will be required to delete files to return to
compliance.
3. The User may request that disk quota be increased by submitted a request via e-
mail to webmaster@d93.k12.id.us stating the need for the quota increase.
4. The User who remains in non-compliance of disk space quotas after seven (7) days
of notification will have files removed.
Security
1. Security is a high priority.
2. lf the User can identify a security problem on D93Net, the User must notifo a System
Administrator or e-mail webmaster@d93.k'1 2.id.us.
3. The User should not demonstrate the problem to others.
4. The User may not let others use his/her account. except as noted below (STUDENT
SUPERVTSTON).
5. Passwords should not be easily guessable, nor should they be words found in a
dictionary.
Bonneville Joint School District No. 93
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6. Attempts to login to D93Net using another User's account or as a System
Administrator will result in termination of the User's account.
7. The User should immediately notify the System Administrator
(webmaster@d93.k12.id.us) if his/her password is no longer secure, of if the User
has reason to believe that someone has obtained unauthorized access to his/her
account.
8. lf the User is identified as a security risk, User may be denied access to D93Net.
Student Supervision
1. A District 93 staff person may allow Students who are not authorized Users to
access Dg3Net through the Staff Member's account as long as the Staff Member
does not disclose the password to the Students and understands that the Staff
Member assumes responsibility for actions of Students using his/her account.
2. ln the event that Students have individual accounts, a Staff Member must be present
supervising the Student's use of D93Net.
3. lt is the Student's responsibility to obtain permission from a District 93 Staff Member
to use D93Net.
Vandalism
1. Vandalism will result in disciplinary actions.
2. Vandalism is defined as any attempt to harm or destroy data of another User.
D93Net, or any of the agencies or other networks that are connected to D93Net.
3. This includes, but is not limited to, the uploading or creation of computer viruses.
Termination of Account
1. A User's access to D93Net may be terminated at any time by the User by notifying a
System Administrator.
2. Accounts inactive for more than 30 days (and associated files) may be removed
without notice to the User.
3. The District administration, faculty, and/or staff may request the System
Administrator to deny, revoke, or suspend a User's access.
a. The System Administrators reserve the right, at their sole discretion, to suspend
or terminate a User's access.
Bonneville Joint School District No. 93
PERSONNEL
Personal lnformation
1. The District will not disclose personal information without expressed consent of the
User.
2. There will be no unauthorized disclosure, use, or dissemination of personal
information regarding minors.
3. System Administrators reserve the right to cooperate fully with the District, local,
state, or federal officials in investigations concerning illegal activities on Dg3Net.
DEFINITIONS
D93Net: all Local Area Computerized Networks which includes all attached equipment
(computers, printers, servers, hand held palms, and other connecting devices) that
make up the Wide Area Networking System of Bonneville Joint School District No. 93.
Electronic mail ("E-mail"): an electronic message sent by or to a User in
correspondence with another person having e-mail access
On-line services (lnternet): a communications tool whereby information, reference
material, and messages are sent and retrieved electronically on personal computers.
Student: any Student that is full-time, part{ime or dually enrolled in any school or
facility of Bonneville Joint School District No. 93.
Staff Member: all employees working in any capacity for the Bonneville Joint School
District No. 93.
User: all Staff Members or Students that use D93Net in any capacity.
DistricUSchool District: Bonneville Joint School District No. 93.
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b. The System Adminislrators reserve the right, at their sole discretion, to suspend
or terminate a User's access to D93Net upon any breach of the terms of this
agreement by the User.
c. Prior to a suspension or termination or as soon after as is practicable, the
System Administrator will inform the User of the suspected breach and give the
User an opportunity to present an explanation.
d. The User may request a review hearing with a different System Administrator
than the one who imposed the suspension or termination within seven (7) days of
such suspension or termination.
e. After the review, access may be restored if the System Administrator upholds
User's appeal.f. The SuperintendenVdesignee shall be promptly notified of all termination actions.
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Superintendent: the Superintendenudesignee of Bonneville Joint School Dishict No.
93.
System Administrators: the Technology Services Coordinator and/or Technology
Network Administrator of Bonneville Joint School District No. 93.
I further understand that any violation of the regulations above is unethical and may
constitute a criminal offense. Should I commit any violation, my access privileges may
be revoked, and school disciplinary and/or appropriate legal action may be taken.
Adopted:05-18-2004 Reviewed:Revised:
Cross Reference: lnternet Filtering #5360
Request for Reconsideration of a Website Procedure #5360
Political Activity- Staff Participation #55390
Legal Reference:ldaho Constitution Article lll, Section 1
ldaho Attorney General Opinion No. 95-07
Bonneville Joint School District No. 93