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ETHICAL CONSIDERATIONS
The Meridian Technology Center (Meridian) staff and Board
of Education are dedicated to carrying out the mission of career
and technology education. The Center’s policy and procedure
manual is a comprehensive statement of the organization’s
code of ethics, and the following policy represents a concise statement
of our beliefs and standards for the conduct of business at Meridian
Technology Center. To this end staff and the Board:
- Recognize that the chief function of Meridian at all times
is to serve the best interests of its constituency.
- Recognize that the Board has the legal authority to give direction
to only one employee – the Superintendent. Unless specifically
referred by the Chairperson of the Board, Board members should
not intervene in relations with management, other staff, or clients.
Complaints made to any Board member should be referred directly
to the Superintendent. The Superintendent will provide the Board
with facts and advice as a basis for making policy and financial
decisions, and uphold and implement policies adopted by the Board.
- Provide a safe, supportive environment to include up-to-date
facilities, equipment, instructional materials, and methods, as
well as other appropriate student services to enhance the educational
experience and enable all students to achieve their full potential
for success.
- Ensure that all instructors are appropriately qualified to provide
a high level of instruction to enable students and clients to
obtain realistic training and education for successful career
and workplace readiness.
- Accept as a personal duty the responsibility to keep up-to-date
on emerging issues and to conduct business with professional competence,
fairness, impartiality, efficiency, and effectiveness.
- Commit to keep the community informed about issues affecting
it.
- Conduct organizational and operational duties with positive
leadership exemplified by open communication, creativity, dedication,
and compassion.
- Prudently exercise discretionary authority under the law to
carry out the mission of the organization, and bring about desired
changes through legal and ethical procedures, upholding and enforcing
all applicable statutes, regulations, and court decisions.
- Serve with respect, concern, courtesy, and responsiveness in
carrying out the district’s mission.
- Demonstrate the highest standards of personal integrity, truthfulness,
honesty, and fortitude in all programs and activities in order
to inspire confidence and trust.
- Avoid any interest or activity that is in conflict with the
conduct of official and assigned duties.
- Respect and protect privileged information to which staff and
Board have access in the course and scope of official duties.
- Strive for personal professional excellence and encourage the
professional development of others.
CONFLICTS OF INTEREST
Employees and board members have an obligation to conduct business
within guidelines that prohibit actual or potential conflicts of
interest. This policy establishes the framework within which the
district wishes to operate. The purpose of these guidelines is to
provide general direction so that board members and employees can
seek further clarification on issues related to the subject of acceptable
standards of operation.
An actual or potential conflict of interest occurs when a board
member or employee is in a position to influence a decision that
may result in a personal gain for the board member or employee,
or for a relative. This may result from educational offerings, business
dealings, or in other circumstances. For the purpose of this policy,
a relative is any person who is related within the second degree
by blood or marriage, or whose relationship with the board member
or employee is similar to that of persons who are related by blood
or marriage (such as unrelated guardianships or persons who reside
in the same household).
No “presumption of guilt” is created by the mere existence
of a relationship with outside firms. However, if an employee has
any influence on transactions involving purchases, contracts, or
leases, or other business transactions, it is imperative that he
or she disclose to an executive officer of Meridian or the president
of the board as soon as possible the existence of any actual or
potential conflict of interest, so that safeguards can be established
to protect all parties.
Personal gain may result not only in cases where an employee, board
member, or relative has a significant ownership in a firm with which
Meridian does business, but also when an employee, board member
or relative receives any kickback, bribe, substantial gift, or special
consideration as a result of any transaction of business dealings
involving Meridian.
REPORTING POSSIBLE ETHICAL VIOLATIONS
Board members and employees should report any concerns about Meridian
business practices that appear to be unethical, or which may violate
Meridian’s Ethics Policy or any applicable laws. Employees
should report ethical concerns or violations to their supervisor
or to the superintendent. Concerns involving the superintendent
should be reported to the president of the board of education or
if the individual making the report believes that the complaint
may involve the president of the board, the individual may report
to any other member of the board of education. The nature of the
complaint shall determine the manner in which the complaint shall
be investigated and resolved. However, generally the district shall
use the procedures included in district approved grievance procedures,
with adaptations in the procedures appropriate to the nature and
severity of the ethical complaint.
No adverse action shall be taken or threatened against any employee
as a reprisal for making a complaint or disclosing information,
unless the complaint was made or the information was disclosed with
the knowledge that it was false or with willful disregard or deliberate
indifference for its truth or falsity.
Adopted by Meridian Technology Center Board of Education, July
28, 1994
(Revised, January 5, 2004)
(Revised, September 2, 2004)
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