Alabama Educator code of ethics

1. Alabama Educator code of ethics

2. Alabama Educator Code of Ethics - History • A resolution was passed by the State Board of Education adopting the Educator Code of Ethics. • The Board approved codification of the Educator Code of Ethics in its Administrative Code. • After approval by the Board, the Legislative Council overruled the adoption of the rules saying the rules were “too vague” despite them already being adopted by the State Board of Education and in place for a number of years. • The Governor vetoed the Legislative Council’s action. • The Legislature overrode the Governor’s veto. • The Educator Code of Ethics still remains as a Board Resolution.

3. The Alabama Educator Code Of Ethics • Standard 1: Professional Conduct: An educator should demonstrate conduct that follows generally recognized professional standards. •  Standard 2: Trustworthiness: An educator should exemplify honesty and integrity in the course of professional practice. •  Standard 3: Unlawful Acts: An educator should abide by federal, state, and local laws and statutes. •  Standard 4: Teacher/Student Relationship: An educator should always maintain a professional relationship with all students, both in and outside the classroom. •  Standard 5: Alcohol, Drug and Tobacco Use or Possession: An educator should refrain from the use of alcohol and/or tobacco during the course of professional practice and should never use illegal or unauthorized drugs.

4. Ala. Educator Code of Ethics, cont. • Standard 6: Public Funds and Property: An educator entrusted with public funds and property should honor that trust with a high level of honesty, accuracy, and responsibility. •  Standard 7: Remunerative Conduct: An educator should maintain integrity with students, colleagues, parents, patrons, or businesses when accepting gifts, gratuities, favors, and additional compensation. •  Standard 8: Maintenance of Confidentiality: An educator should comply with state and federal laws and local school board policies relating to confidentiality of student and personnel records, standardized test material, and other information covered by confidentiality agreements. •  Standard 9: Abandonment of Contract: An educator should fulfill all of the terms and obligations detailed in the contract with the local board of education or educational agency for the duration of the contract.

5. Teacher/Student Relationship: An educator should always maintain a professional relationship with all students, both in and outside the classroom.

6. Crimes that are the Basis of Certification Action

7. Legislative Intent for Criminal History Background Checks The Legislature finds that there is a compelling state interest and it is in the best interest of the children of Alabama to protect them from those persons who may inflict physical or mental injury or abuse, sexual abuse or exploitation, or maltreatment or other mistreatment upon children. Therefore, in establishing the Alabama Child Protection Act of 1999, it is the intent of the Legislature to provide for the implementation of a system that allows the State Superintendent of Education, local boards of education, and other nonpublic schools to ensure that prospective employees and current employees are suitable for employment and have not been convicted of a crime that bears upon their fitness to teach or to have responsibility for the safety and well-being of children as defined in this chapter.

8. Fitness to Teach • Factors considered in determining whether a conviction bears a reasonable relationship to the fitness of a current employee or applicant include: • 1. The likelihood that the conduct may adversely affect children or fellow employees. • 2. The degree of such adversity anticipated. • 3. The proximity or remoteness in time of the conduct. • 4. The type of certificate held by the individual, if applicable. • 5. Any extenuating or aggravating circumstances surrounding the conduct. • 6. The praiseworthiness or blameworthiness of the motives resulting in the conduct. • 7. The likelihood of the recurrence of the questioned conduct. • 8. The extent to which disciplinary or employment action may inflict an adverse impact or chilling effect upon the constitutional rights of the individual or other employees. • 9. Any other factor that is relevant to determining whether the individual is fit to have unsupervised access to a child or children.