All employees are expected to always promote the best interests of the school and not place themselves or the school in a position of compromise or obligation. Each employee has a responsibility to avoid any activity, agreement, business investment or interest, or other situation that could be construed as a conflict with the school’s best interests.
In order to avoid the appearance as well as the practice of preferential treatment, faculty members may not tutor current students for pay. Free tutoring for a limited duration is permissible and encouraged. Faculty members may tutor Geneva students (not current students) for pay upon disclosing in writing the terms of the tutoring to his or her immediate supervisor. Faculty should refrain from tutoring students who may be in their class in the next year or two. All paid tutoring of Geneva students by faculty must be approved in writing by the immediate supervisor.
Should an employee have any question as to whether a particular situation represents a conflict, please contact the supervisor or the HOS immediately so that appropriate guidance may be given.
Open communication is a central element of Geneva’s culture and values. Supervisors and employees should mutually strive to develop and maintain good working relationships. The school encourages open and honest dialogue about School procedures, work standards and performance—both formally (during the performance evaluation process) and informally (during the regular course of daily operations).
Geneva believes that most issues are best resolved directly between the individuals involved. If an issue arises, employees should attempt to first discuss the issue with the person involved. Please note: a specific exception to this process pertains to issues of harassment or discrimination.
If direct dialogue is not successful, the employee may consult directly with his/her immediate supervisor. The supervisor’s responsibility is to meet with the employee in a timely and professional manner to discuss the situation. Supervisors should consider reasonable solutions that would remedy the situation consistent with School policy.
If this does not provide full resolution, the employee may direct the concern to the HOS. Depending on the circumstances and issues involved, the HOS will speak with the parties involved, investigate as appropriate, and determine a resolution of the matter.
If the employee’s concern involves the HOS directly, the employee may direct his/her concern to President of the Board of Trustees.
At any point in this process, the employee may speak to Human Resources, as needed, for guidance.
Employees who use this process will not be subject to any retaliatory action by management. Employees addressing issues through this process are expected to do so in good faith. Submission of a complaint in bad faith may subject an employee to corrective action. These procedures in no way limit an Employee’s ability to consult with legal counsel or other legal representatives.
Sexual harassment and discrimination-related complaints are particularly serious and sensitive issues and will be handled with appropriate urgency. Anyone who has been subjected to, has observed, or who becomes aware of such objectionable conduct should immediately inform Human Resources, the HOS, or President of the Board of Trustees (if the issue involves the HOS), so that confidential investigation and appropriate corrective action can be promptly taken. See Section III, pages 9-12.
General Policy Questions
If an employee has questions about any school policies and how they are applied, he/she is encouraged to contact the HOS or Human Resources.