AB 500 Requirement
SCHOOL POLICIES THAT RELATE TO EMPLOYEE INTERACTIONS WITH STUDENTS
Assembly Bill 500 (AB 500) adds section 44050 to the California Education Code and requires schools to provide on the school’s website sections of their employee handbook that relate to interactions between employees and students. The following sections are excerpted from the Poly's Employee Handbook (rev. 8/21/2024):
Student Injuries During School Hours (pg. 18-19)
An injured student should go to the Health Office for evaluation and treatment by the school nurse. In most cases, the student should be able to walk to the Health Office for their first aid needs. However, more serious injuries can occur, and the cause or extent of the injury may be difficult to determine at the time of the accident. It is always best to have one teacher stay with the injured student while another adult (or responsible student) notifies the Health Office. Many times, the school nurse is able to evaluate the injury before moving the student to the Health Office, thus avoiding further injury. Read More...
Media Posting Policy (pg. 29)
To assist employees in both protecting the privacy of students and families and in sharing student work with families and authentic audiences, the following should be followed in sharing, posting and publishing images, video, and audio of students and their work:...Read More...Electronic Communications Resource and Technology Use Policy (pgs. 26-32)
Employee Electronic Communications Resource and Technology Use Policy Members of the Polytechnic School community have access to the school’s network, servers, software, and the Internet, including access to email and password-protected website resources.
Polytechnic School provides the following policy to apply to employee use of Electronic Communications Resources owned or maintained by the school. Such Electronic Communications Resources include, but are not limited to, internet access, the school email system and addresses, voicemail, cellular telephones, personal digital assistants, smart phones, computers/laptops, telecommunications devices, video and audio equipment, wireless networks, data processing or storage systems, telecommunications equipment, transmission devices, computer systems, servers, networks, input/output and connecting devices, software, and documentation that supports electronic communications services ("Electronic Communications Resources")... Read More...
Internet, Social Media, and Electronic Communications Policy for Poly Employees (pgs. 30-32)
This policy applies to all employees, including all faculty and staff of Polytechnic School in their use of the internet, social media, and electronic communications, regardless of whether the use is through devices and resources of the school or by any other means. The school is a private institution committed to the education, betterment, and safety of its pupils, who are minors, and also committed to establishing effective and satisfying working relationships among members of its community. This Policy is designed to help the school carry out these commitments...Read More...
The list of prohibited conduct below is meant to provide guidelines and examples of prohibited conduct to help employees understand this policy. However, it is not possible to describe every possible scenario of prohibited conduct in this handbook. Accordingly, the following list is not intended to be exhaustive...Read More...
Discipline/Conduct Violations (pgs. 34-35)
Employees are expected to know and observe Poly’s rules, policies, and standards of conduct, including without limitation those described in this section of the handbook. Employees who fail to maintain proper standards of conduct or violate the school’s policies and rules are subject to disciplinary action of whatever type, up to and including termination, as determined by the school, in its sole discretion. Consistent with the At-Will Employment Policy, the school reserves the right to terminate any employee, with or without cause, and with or without notice, at any time. An employee may be terminated even if they follow the school’s standards of conduct. Nothing in this section on Rules of Conduct for Employees is intended to or changes the school’s At-Will Employment Policy.
The list of prohibited conduct below is meant to provide guidelines and examples of prohibited conduct to help employees understand this policy. However, it is not possible to describe every possible scenario of prohibited conduct in this handbook. Accordingly, the following list is not intended to be exhaustive...Read More...
Conflict Of Interest (pgs. 36-37)
Employees of Poly are expected to act in the school’s best interests and avoid situations that create an actual or potential conflict of interest. A conflict of interest arises when a personal and/or external interest or activity interferes with an employee’s ability to make sound, objective business or educational decisions on behalf of the school. Despite the best of intentions, even the appearance of a conflict of interest can be harmful to the school....Read More...
Harassment And Misconduct Policy (pgs. 38-41)
Polytechnic School is an equal opportunity employer and is committed to providing a work environment free of all harassment, discrimination, retaliation, and disrespectful or other unprofessional conduct based on:
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Race;
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Religion (including religious dress and grooming practices);
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Color;
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Sex/gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sex stereotype, gender identity/gender expression/transgender (including whether or not you are transitioning or have transitioned) and sexual orientation;
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National origin (including language use restrictions and possession of a driver's license issued to persons unable to prove their presence in the United States is authorized under federal law [Vehicle Code section 12801.9]);
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Ancestry;
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Physical or mental disability;
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Medical condition;
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Genetic information/characteristics;
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Marital status/registered domestic partner status;
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Age (40 and over);
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Sexual orientation;
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Military or veteran status;
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Any other basis protected by federal, state or local law, or ordinance or regulation.
Polytechnic also prohibits discrimination, harassment, disrespectful, or unprofessional conduct based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics....Read More...
Employee Student Boundaries Policy (pgs. 50-51)
As Polytechnic School employees, we are entrusted to educate students, provide a supportive learning environment, promote student growth and success, and model the values of the school at all times. While employees are encouraged to develop positive, friendly, and supportive relationships with students, there is an innate power imbalance in the relationship between an employee and student, which must not be abused. Poly employees are required to maintain appropriate professional boundaries with students at all times, whether on or away from campus. For purposes of this policy, the term “employee” also includes volunteers. In maintaining professional boundaries, employees must consider how their actions and words may be perceived by others, and must take care to avoid intimidation, abuse of authority, excessive attention, and any other conduct that is not anappropriate employee/student interaction or could be perceived as such....Read More...
Reporting Of Suspected Child Abuse (pg. 53)
The Child Abuse and Neglect Reporting Act (“CANRA” or the “Act”) (Penal Code §§ 11164 – 11174.3) requires certain professionals who have a special working relationship with children to report reasonably suspected abuse or neglect to the proper authorities. All employees at the school must sign an acknowledgment that they have read and understand Penal Code section 11166 regarding the reporting of suspected child abuse and neglect...Read More...
Corporal Punishment (pg. 57)
Polytechnic School does not allow nor tolerate the use of corporal punishment with students. California Education Code Section 49001 defines corporal punishment as “the willful infliction of, or willfully causing the infliction of, physical pain on a pupil.” The Code also states that, “physical pain or discomfort caused by athletic competition or other such recreational activity, voluntarily engaged in by the pupil, is not and shall not be construed to be corporal punishment ….” Any Poly employee using corporal punishment on students will be subject to disciplinary action, up to and including termination of employment...Read More...
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