ASD File: GBCD
See also IJOC
AUBURN SCHOOL DISTRICT
BACKGROUND INVESTIGATION AND CRIMINAL RECORDS CHECK

Background Investigation

The Superintendent, or his/her designee, will conduct a thorough investigation into the past employment
history, criminal history records, and other appropriate background of any applicant as defined in this
policy. This investigation shall be completed prior to making a final offer of employment, approving the
contract with an individual contracting directly with the District, or approving the assignment of
an employee of a contractor, a student teacher, or designated volunteer to work within the District.

The Superintendent shall develop a background investigation protocol for use in completing a
background investigation and shall keep a written record of all background investigations which
have been done. For the purposes of this policy the term “applicant” shall include an applicant for
employment by the District, an individual with whom the District may contract to provide services
directly to students, any person identified by a contractor with the District whom the contractor
proposes to assign to provide services directly to students, student teachers who are proposed to be
placed in a District school, and designated volunteers. All applicants will be subject to a criminal
records history check meeting the minimum requirements of law, however, the Superintendent’s protocol
may specify additional background check steps for specific groups of employees, such as verifying the
educational achievements and employment history of an applicant for a teaching position. The
Superintendent’s protocol shall include a list of felonies and misdemeanors, in addition to those
specified in RSA 189:13-a, V, convictions of which shall be disqualifying. The protocol shall require
that an analysis be conducted of any pending charges or convictions for crimes not on the statutory list
of disqualifying offenses to determine whether the applicant should be disqualified. The protocol shall
take into consideration the time which has passed since the conviction, the facts and circumstances of
the charge or conviction, evidence of successful rehabilitation and an extended period of lawful behavior.
For charges pending disposition for offenses not on the statutory list of disqualifying offenses, which
the applicant discloses or which come to light during the background check, the Superintendent shall
consider all reliable information in assessing the applicant’s suitability. The Superintendent shall
assess whether, in light of the totality of the circumstances, the pending charges or convictions raise
reasonable cause to doubt the applicant’s suitability for the position.

As part of the application process, each applicant shall be asked whether he/she has ever been
convicted of any crime that has not been annulled and whether there are any criminal charges pending
against him/her at the time of application. The applicant will also be directed to report any criminal
charges brought against him or her after the application is submitted and until either hired or notified
that he or she will not be hired. The falsification or omission of any information on a job application,
during the pendency of the application, or in a job interview, including, but not limited to, information
concerning criminal convictions that have not been annulled or pending criminal charges, may be
grounds for disqualification from consideration for employment or immediate discharge from employment.

Any applicant for employment for whom the Board requires a criminal history records check or their
employer in the case of an employee of a contractor shall pay all fees and costs associated with the
fingerprinting process and/or the submission or processing of the requests for the criminal history
records check, unless otherwise determined by the Board. Fees or costs associated with a background
check of a volunteer should be borne by the district.

Criminal History Records Check

Each applicant must submit to a background check and a criminal history records check with the State of
New Hampshire, including FBI national records as required by RSA 189:13-a and RSA 189:13-b.
Refusal to provide the required criminal history records release form and any other required
releases to authorize a background check will result in immediate disqualification and no further
consideration for the position.

Volunteers

Designated Volunteers are subject to a background investigation/criminal records check and the
provisions of this policy. “Designated Volunteers” are defined and so designated pursuant to
Policy IJOC. Volunteers not categorized as “Designated Volunteers” per Policy IJOC will not be
subject to a background investigation or criminal records check.

Bus Driver and Monitors

Bus drivers and bus monitors employed by contractors shall have their criminal history records
checks processed by the New Hampshire Department of Education (NHED) as require by RSA 189:13-a
and RSA 189:13-b. Although NHED will conduct the criminal history records checks, the
Superintendent or designee shall require a background investigation.

Substitute Teachers in SAU

Substitute teachers working in other districts in SAU 15 who have undergone a criminal history
records check within the last three years under RSA 189:123-a shall not be required to undergo
an additional criminal history records check unless required by the Superintendent.

Conditional Offer of Employment

Persons who have been selected for employment may be given a conditional offer of employment,
with the final offer subject to the successful completion of the background check, the State
and FBI criminal history records check, and a determination that there are no disqualifying
pending charges or convictions.

No applicant selected for employment shall be extended a conditional offer of employment until
the Superintendent, or his/her designee, has initiated the formal State and FBI criminal history
records check process and a background investigation.

Any person who is offered conditional employment, by way of individual contract or other type of
letter of employment, will have clearly stated in such contract or letter of employment that
his/her employment or approval to work within the District as a contractor or employee of a
contractor is entirely conditioned upon the results of a criminal history records check and
background check being satisfactory to the District.

Final Offer of Employment

A person who has been extended a conditional offer of employment or conditional approval to work
within the District as a contractor or employee of a contractor may be extended a final offer of
employment or final approval upon the completion of a criminal history records check and a
background check which is satisfactory to the Superintendent.

No person with a conditional offer of employment shall be extended a final offer of employment if such
person has charges pending or has been convicted of any crime listed in RSA 189:13-a, V; or where
such person has been convicted of the same conduct in another state, territory, or possession of
the United States; or where such person has been convicted of the same conduct in a foreign country.

In addition to the felonies listed as disqualifying in pertinent and applicable law, a person may be
denied a final offer of employment if he/she has charges pending or has been convicted of any crime,
either a misdemeanor or felony, provided the basis for disqualifying the candidate is job related
for the position in question and is consistent with business necessity. Such determination will be
made by the Superintendent in accordance with the established protocol and on a case-by-case basis.
If the Superintendent chooses to nominate an applicant who has a history of conviction of a crime
or with pending charges for a position that must be approved by the School Board, the School Board
shall be informed that a criminal history exists, or that charges are pending. Pursuant to
regulations of the United Stated Dept. of Justice, and RSA 189:13-a, the Superintendent may NOT
share with the Board information directly gleaned from the criminal history records check
regarding specific criminal charges, arrests or convictions, etc.

The Superintendent, or designee, will transmit each applicant’s Criminal Record Release Authorization
Form and, where inked cards are used, the applicant’s fingerprint cards to the State Police. The
State Police will then conduct the criminal history records check and will provide the Superintendent
with the applicant’s criminal history record or confirmation that the individual does not have a
record of being charged with or convicted of a crime. In accordance with RSA 189:13-a, III the
Superintendent or designee (Director of Curriculum, Instruction and Assessment, Human Resources
Director, or Business Administrator) shall review the criminal history record form the State Police
and shall destroy the document as required by RSA 189:13-a, III-a.

When the District receives a notification of an employee, contractor, contractor’s employee, or
volunteer being charged with or convicted of a disqualifying offense under RSA 189:13-a, the
Superintendent’s protocol, or other crime which is evidence of the individual’s unsuitability
to continue in their role, the Superintendent shall take immediate appropriate action to remove
the individual from contact with students. The Superintendent will then take appropriate
employment or other action, consistent with law and any applicable employment agreement or
contract to address the individual’s ongoing relationship with the District. If the applicant’s
criminal history indicates that the applicant has been charged pending disposition for or has
been convicted of a crime listed in RSA 189:13-a, V, the Superintendent shall notify
the New Hampshire Department of Education.

Additionally, a person may be denied a final offer of employment if the Superintendent becomes
aware of other conduct which he/she determines would render the person unsuitable to perform
the responsibilities of the position involved. Such determinations shall be made on a
case-by-case basis.

Additional Criminal Records Checks

The Board may require a criminal history records check of any employee, an individual with whom the
District has contracted to provide services directly to students, any person identified by a contractor
with the District who has been assigned to provide services directly to students, student teachers
who are placed in a District school, and designated volunteers at any time.

Child Sexual Abuse Prevention Education and Training

Any person required to have a criminal background check under this policy shall be provided
informational materials, training, or other education, either online or in person, concerning
child abuse, or reporting mandates. The training must be completed within thirty days of
employment or commencement of services to the district and renewed every two years.

Legal References:
RSA 189:13-a, School Employee and Volunteer Background Investigations,
RSA 189:13-b, School Bus Driver and Transportation Monitor Criminal History Records Check

Revised: January 1998
Adopted: November 10, 1998
Revised: January 13, 2009, December 13, 2016, January 10, 2017, January 9, 2018,
August 22, 2023, April 9, 2024

ASD File: GBE
AUBURN SCHOOL DISTRICT
EMPLOYEE RIGHTS AND RESPONSIBILITIES

Essential to the success of ongoing school operations and the instructional program are the following specific responsibilities, which shall be required of all personnel:
1. Faithfulness and promptness in attendance at work.
2. Support and enforcement of policies of the Board and regulations of the school administration in regard to students.
3. Diligence in submitting required reports promptly at the times specified.
4. Care and protection of school property.
5. Concern and attention toward their own and the Board’s legal responsibility to provide a quality education and to provide for the safety and welfare of students, including the need to ensure that students are under supervision at all times.

All school employees shall set examples that are an important part of the educational process. Their manner, dress, courtesy, and attitudes establish models that affect the development of young people. The Board expects its staff members to set exemplary standards, as well as provide exemplary instruction.

Adopted: June 13, 2000

ASD File: GBEA
AUBURN SCHOOL DISTRICT
STAFF ETHICS

An employee speaking or writing as a citizen should be free from institutional censorship or discipline, but his/her special position in the community carries special obligations. The employee must remember that the public may judge the profession and institution by his/her utterances. Hence the employee should, at all times, be accurate, exercise appropriate restraint, show respect for the opinion of others, and make every effort to indicate that he/she is not a school spokesperson.

EMPLOYEE CONFLICT OF INTEREST

The Superintendent or School Board reserves the right to restrict employees from engaging in, or having a financial interest in, any activity that raises a reasonable question of conflict of interest with their duties and responsibilities as employees.

Notwithstanding the foregoing: no employee will make available lists of names of students or parents to anyone for sales purposes.

Adopted: June 13, 2000
Reviewed: December 10, 2019

ASD File: GBEBB
AUBURN SCHOOL DISTRICT
EMPLOYEE-STUDENT RELATIONS

Although it is desired that staff members have a sincere interest in students as individuals, partiality and the appearance of impropriety must be avoided. Staff members are expected to use good judgment in their relationships with students both inside and outside of the school context including, but not limited to, the following guidelines:
1. Staff members shall not make derogatory comments to students regarding the school and/or its staff.
2. Staff members shall not fraternize, written, verbally or electronically with students except on matters that pertain to school-related issues.
3. Staff members shall not associate with students in any situation or activity which could be considered sexually suggestive or involve the presence or use of tobacco, alcohol or drugs.
4. Staff members shall not use insults or sarcasm against students as a method of forcing compliance with requirements or expectations.
5. Staff members shall maintain a reasonable standard of care for the supervision, control and protection of students commensurate with their assigned duties and responsibilities.
6. Staff members shall not send students on personal errands.
7. Staff members shall, pursuant to law and Board policy, immediately report any suspected signs of child abuse or neglect.
8. Staff members who become aware of a student’s personal problem relating to sexual behavior, substance abuse, mental or physical health and/or family relationships will refer the student to the appropriate individual or agency for assistance.
9. Staff members shall not disclose information concerning a student, other than directory information, to any person not authorized to receive such information. This includes, but is not limited to, information concerning assessments, ability scores, grades, behavior, mental or physical health and/or family background.

Adopted: June 13, 2000
Revised: November 10, 2009

ASD File: GBEBC
AUBURN SCHOOL DISTRICT
EMPLOYEE GIFTS AND SOLICITATIONS

All employees are prohibited from accepting things of material value from companies or organizations doing business with the district. Exceptions to this policy are the acceptance of minor items which are generally distributed by the companies through public relations programs.

Solicitations
No organizations may solicit funds from staff members within the school, nor may anyone distribute flyers or other materials related to fund drives through the school, without the approval of the Superintendent. Staff members will not be made responsible, or will they assume responsibility for, the collection of any money nor distribution of any fund drive literature within the school unless such activity has the Principal’s approval. The Board expects such activities to be kept to a minimum. The Principal shall seek direction from the Superintendent in instances where prior practice offers no guidance about a particular fund drive.

Adopted: June 13, 2000

ASD File: GBEBD
AUBURN SCHOOL DISTRICT
EMPLOYEE USE OF SOCIAL NETWORKING WEBSITES

The School Board strongly discourages school district staff from socializing with students outside of school on social networking websites.

All school district employees, faculty and staff who participate in social networking websites, shall not post any school district data, documents, photographs or other district owned or created information on any website. Further, the posting of any private or confidential school district material on such websites is strictly prohibited.

School district employees are prohibited from engaging in any conduct on social networking websites that violates the law, school board policies, or other standards of conduct. Employees who violate this policy may face discipline and/or termination, in line with other school board policies and/or collective bargaining agreements, if applicable.

Nothing in this policy prohibits employees, faculty, staff or students from the use of educational websites if such sites are used solely for educational purposes.

Access of social networking websites for individual use during school hours is prohibited.

Adopted: December 13, 2012

ASD File: GBEC/ADB
See Also JICH
AUBURN SCHOOL DISTRICT
DRUG-FREE WORKPLACE POLICY

A. Drug-Free Workplace
1. All District workplaces are drug- and alcohol-free. All employees and contracted personnel are prohibited from:
a. Unlawfully manufacturing, dispensing, distributing, possessing, using, or being under the influence of any controlled substance or drug while on or in the workplace, including employees possessing a “medical marijuana” card.
b. Distributing, consuming, using, possessing, or being under the influence of alcohol while on or in the workplace.

2. For purposes of this policy, a “controlled substance or drug” means and includes any controlled substance or drug defined in the Controlled Substances Act, 21 U.S.C. § 812(c), or New Hampshire Controlled Drug Act RSA 318-B.

3. For purposes of this policy, “workplace” shall mean the site for the performance of work, and will include at a minimum any District building or grounds owned or operated by the District, any school-owned vehicle, and any other school-approved vehicle used to transport students to and from school or school activities. It shall also include off-school property during any school-sponsored or school-approved activity, event or function such as a field trip or athletic event where students are under the jurisdiction, care or control of the District.

4. As a condition of employment, each employee and all contracted personnel will:
a. Abide by the terms of this policy respecting a drug- and alcohol-free workplace, including any administrative rules, regulations or procedures implementing this policy; and
b. Notify his or her supervisor of his or her conviction under any criminal drug statute, for a violation occurring on District premises or while performing work for the District, no later than five (5) days after such conviction.

5. In order to make employees aware of dangers of drug and alcohol abuse, the District will endeavor to:
a. Provide each employee with a copy of the District drug- and alcohol-free workplace policy;
b. Post notice of the District drug- and alcohol-free workplace policy in a place where other information for employees is posted;
c. Establish a drug-free awareness program to educate employees about the dangers of drug abuse and drug use in the work place, the specifics of this policy, including, the consequences for violating the policy, and any information about available drug and alcohol counseling, rehabilitation, reentry, or other employee assistance programs.

B. District Action Upon Violation of Policy
An employee who violates this policy may be subject to disciplinary action; up to and including termination of employment. Alternatively, the Board may require an employee to successfully complete an appropriate drug- or alcohol-abuse, employee-assistance rehabilitation program.

The Board will take disciplinary action with respect to an employee convicted of a drug offense in the workplace, within thirty (30) days of receiving notice of a conviction. Should District employees or contracted personnel be engaged in the performance of work under a federal contract or grant, or under a state contract or grant, the Superintendent will notify the appropriate state or federal agency from which the District receives contract or grant moneys of an employee/contracted personnel’s conviction, within ten (10) days after receiving notice of the conviction.

The processes for disciplinary action shall be those provided generally to other misconduct for the employee/contractor personnel as may be found in applicable collective bargaining agreements, individual contracts, School Board policies, contractor agreements, and or governing law. Disciplinary action should be applied consistently and fairly with respect to employees of the District and/or contractor personnel as the case may be.

C. Drug-Free School Zone
Pursuant to New Hampshire’s “Drug-Free School Zone” law (RSA Chapter 193-B), it is unlawful for any person to manufacture, sell prescribe administer, dispense, or possess with intent to sell, dispense or compound any controlled drug or its analog, within a “drug-free school zone”. The Superintendent is directed to assure that the District is and remains in compliance with the requirements of RSA 193-B, I, and N.H. Ed. Part 316 with respect to establishment, mapping and signage of the drug-free zone around each school of the District.

D. Implementation and Review
a. The Superintendent is directed to promulgate administrative procedures and rules necessary and appropriate to implement the provisions of this policy.
b. In order to maintain a drug-free workplace, the Superintendent will perform a biennial review of the implementation of this policy. The review shall be designed to (i) determine and assure compliance with the notification requirements of section A.5.a, b and d; (ii) determine the effectiveness of programs established under paragraph A.5.c above; (iii) ensure that disciplinary sanctions are consistently and fairly enforced; and (iv) and identify any changes required, if any.

Legal References:
41 U.S.C. §101, et. Seq. – Drug-free workplace requirements for Federal contractors, and Federal grant recipients, RSA Chapter 193-B, Drug Free School Zones, N.H. Admin. Code, Ed. Part 316

Adopted: June 13, 1991
Adopted: June 13, 2000
Revised: May 9, 2017
Revised: December 11, 2018

ASD File: GA
AUBURN SCHOOL DISTRICT
PERSONNEL POLICIES GOALS

The Board recognizes that a dynamic and efficient staff dedicated to education is necessary to
maintain a constantly improving educational program. The Board is interested in its personnel as
individuals, and it recognizes its responsibility for promoting the general welfare of the staff.

Consistent with the Board’s goals, the Superintendent and/or designee will:

1. Recruit, select, and employ the best qualified personnel to staff the school system.

2. Provide staff compensation and benefits programs sufficient to attract and retain
qualified employees.

3. Encourage an in-service training program for all employees to improve their
performance, and to improve the overall rate of retention and promotion of staff,
including a work-site wellness program that encourages health promotion and
disease prevention for employees through attention to their physical, mental, and
emotional well-being.

4. Conduct an employee appraisal program that will contribute to the continuous
improvement of staff performance.

5. Assign personnel so as to ensure they are utilized as effectively as possible.

6. Effectively administer negotiated collective bargaining agreements.

7. Develop the quality of human relationships necessary to obtain maximum staff
performance and satisfaction.

Proposed: January 12, 1994
Adopted: June 13, 2000
Reviewed: April 9, 2024

ASD File GBEF
AUBURN SCHOOL DISTRICT
SCHOOL DISTRICT INTERNET ACCESS FOR STAFF

The School Board recognizes that technological resources can enhance teacher performance by offering
effective tools to assist in providing a quality instructional program, facilitating communications with
parents/guardians, teachers, and the community, supporting District and school operations, and
improving access to and exchange of information. The Board expects all staff to learn to use the
available technological resources that will assist them in the performance of their education. As needed,
staff shall receive training, lessons and instruction in the appropriate use of these resources.

Staff shall be responsible for the appropriate use of technology and shall use the District’s technological
resources primarily for purposes related to their education. Staff is hereby notified that there is no
expectation of privacy on district computers, computer files, email, internet usage logs, and other
electronic data.

The Superintendent or designee shall ensure that all District computers with Internet access have a
technology protection measure that prevents access to visual depictions that are obscene or pornographic
and that the operation of such measures is enforced. The Superintendent or designee may disable the
technology protection measure during use by an adult to enable access for bona fide research,
educational or other lawful purpose.

The Superintendent shall establish administrative regulations and an Acceptable Use Agreement that
outlines staff obligations and responsibilities related to the use of District technology. He/she also may
establish guidelines and limits on the use of technological resources. Inappropriate use may result in a
cancellation of the staff member’s user privileges, disciplinary action, and/or legal action in accordance
with law, Board policy, and administrative regulations.

The Superintendent or designee shall provide copies of related policies, regulations, and guidelines to all
staff. Staff shall be required to acknowledge in writing that they have read and understood the District’s
Acceptable Use Agreement.

Legal Reference:
RSA 194:3-d, School District Computer Networks

Adopted: May 8, 2012
Reviewed: June 11, 2019, June 8, 2021, June 13, 2023

ASD File: GBEF-R
AUBURN SCHOOL DISTRICT
ACCEPTABLE INTERNET USE PROCEDURES – STAFF

Purpose
The purpose of the Acceptable Use Procedures is to provide the procedures, rules, guidelines, and the
code of conduct for the use of technology and the Internet.

Definition
The definition of “information networks” is any configuration of hardware and software which connects
users. The network includes, but is not limited to, all of the computer hardware, operating system
software, application software, stored text and data files. This includes electronic mail, local databases,
externally accessed databases, DVD/CD-ROM, recorded magnetic or optical media, clip art, digital
images, digitized information, communications technologies, and new technologies as they become
available. Stand-alone workstations are also governed by this acceptable use procedure.

The School District Services
The School District provides resources for teaching and learning, communication services, and business
data services by maintaining access to local, regional, national, and international sources of information.
The School District information resources will be used by members of the school community with respect
for the public trust through which they have been provided and in accordance with policy and regulations
established by the School District. These procedures do not attempt to articulate all required or
proscribed behavior by its users.

Successful operation of the network requires that all users conduct themselves in a responsible, decent,
ethical and polite manner while using the network. The user is ultimately responsible for his/her actions
in accessing the network.

Guidelines
1. Access to the networks and to the information technology environment within the District is a
privilege and must be treated as such by all users of the network and its associated systems.

2. Information networks will be used for the purposes of research, education, and school-related
business and operations.

3. Any system which requires password access or for which the District requires an account, will
only be used by the authorized user. Account users are ultimately responsible for all activity
under their accounts.

4. The resources of the District are limited. All users must exercise prudence in the shared use
of this resource.

Unacceptable Use
The District has the right to take disciplinary action, remove device(s) and networking privileges and/or
take legal action, for any activity characterized as unethical and/or unacceptable. Unacceptable use
activities constitute, but are not limited to, any activity through which any user:

1. Violates such matters as institutional or third-party copyright, license agreements or other
contracts. The unauthorized use of and/or copying of software is illegal.

2. Interferes with or disrupts other network users, services or equipment. Disruptions include,
but are not limited to: distribution of unsolicited advertising, propagation of malware, distributing
quantities of information that overwhelm the system, and/or using a District network to make
unauthorized entry into any other resource accessible via the network.

3. Seeks to gain or gains unauthorized access to information resources.

4. Uses or knowingly allows another to use any device or computer system to devise or execute
a scheme to defraud or to obtain money, property, services, or other things of value by false
pretenses, promises, or representations.

5. Destroys, alters, dismantles or otherwise interferes with the integrity of computer based
information and/or information resources.

6. Invades the privacy of individuals or entities.

7. Uses the network for commercial or political activity.

8. Installs unauthorized software for use on District device.

9. Uses a network to access inappropriate materials.

10. Submits, publishes or displays any defamatory, inaccurate, racially offensive, abusive,
obscene, profane, sexually oriented, or threatening materials or messages either publicly or
privately.

11. Uses a District network for illegal harassing, vandalizing, inappropriate or obscene purposes,
or in support of such activities.

School District Rights
The District reserves the right to:

1. Monitor all activity. Notwithstanding any related laws, staff members have no expectation of
privacy regarding their use on the school district computer network.

2. Make determinations on whether specific uses of a network are consistent with these
acceptable use procedures.

3. Log network use and monitor storage utilization by users.

4. Determine what is appropriate use.

5. Remove a user’s access to the device or network at any time it is determined that the user
engaged in unauthorized activity or violated these acceptable use procedures.

6. Cooperate fully with any investigation concerning or relating to the District’s network activity.

School District Internet Code of Conduct
Use of the Internet by students and staff of the District shall be in support of education and research
that is consistent with the mission of the District. Internet use is limited to those persons who have
been issued District-approved accounts. Use will be in accordance with the District’s Acceptable Use
Procedures and this Code of Conduct. Users are expected to abide by the following terms and
conditions:

1. Protect their Internet log-in information from others.

2. Respect the privacy of other users. Do not use other users’ passwords.

3. Be ethical and courteous. Do not send hate, harassing or obscene mail, discriminatory
remarks, or demonstrate other antisocial behaviors.

4. Maintain the integrity of files and data. Do not modify or copy files/data of other users
without their consent.

5. Treat information created by others as the private property of the creator. Respect
copyrights.

6. Use any network in a way that does not disrupt its use by others.

7. Do not destroy, modify or abuse the hardware or software in any way.

8. Do not develop or pass on programs that harass other users or infiltrate a computer or
computing system and/or damage the software components of a computer or computing system,
such as viruses, worms or other malware, “chain” messages, etc.

9. Do not use access pornographic or otherwise inappropriate material.

10. Do not use the Internet for commercial purposes.

The District reserves the right to remove a user’s account if it is determined that the user is engaged in
unauthorized activity or is violating this code of conduct.

School District Internet Access Release Form
As a condition of my right as a staff member to use the School District network resources, including
access to the Internet, staff members understand and agree to the following:

1. To abide by the District Acceptable Use Procedures and Code of Conduct.

2. That District administrators and designated staff have the right to review, edit and/or delete
any material stored on District computers, which they believe, in their sole discretion, may be
unlawful, obscene, abusive, or otherwise objectionable. Staff members hereby waive any right of
privacy which they may otherwise have to such material.

3. That the School District will not be liable for any direct or indirect, incidental, or consequential
damages due to information gained and/or obtained via use of the District’s network resources.

4. That the School District does not warrant that the functions of any District network, or any
network accessible through District resources, will meet any specific requirements you may have,
or that the network resources will be error-free or uninterrupted.

5. That the School District shall not be liable for any direct or indirect, incidental or
consequential damages (including lost data or information) sustained or incurred in connection
with the use, operation, or inability to use District networks and resources.

6. That the use of the District network(s), including access to public networks, is a privilege
which may be revoked by network administrators at any time for violation of the Acceptable Use
Procedures and Code of Conduct. The School District will be the sole arbiter(s) of what
constitutes violation of the Acceptable Use Procedures or Code of Conduct.

7. In consideration for the privilege of using the School District network resources and in
consideration for having access to the public networks, I hereby release the School District, its
operators, and any institutions with which they are affiliated from any and all claims and
damages of any nature arising from my use, or inability to use, the District network resources.

Name of User/Staff Member: __________________________________________

I hereby certify that I have read the Acceptable Use Policy and Procedures; that I fully understand their
terms and conditions; and that I will abide by the terms and conditions set forth in that document.

Signature of User/Staff Member: __________________________________________

Date: __________________________________________

Signature of Building Principal: __________________________________________

Date: __________________________________________

Adopted: May 8, 2012
Reviewed: June 11, 2019
Revised: June 8, 2021
Reviewed: June 13, 2023