Policy 5161P

Addressing Uncivil Conduct

Stakeholders are expected to:

• Calmly and politely caution or warn any speaker who is engaged in uncivil conduct. If the conduct does not cease, politely end the conversation;
• Attempt to resolve differences with another employee first in a private conversation. If that is not feasible or successful, request an appropriate administrator to conduct a private conference with all parties of concern;
• Resolve personal complaints or grievances with a supervisor’s decision or action by requesting a problem-solving conference with the supervisor or with the administrator’s supervisor.
• Persons who observe or experience uncivil behavior are encouraged to intervene, share their reflection with the offender about the impact of that behavior, or report the uncivil behavior to a supervisor.
• Supervisors have an obligation to address reports of uncivil behavior.

Administrators may be a resource to any employee whose working relationship to the individual perceived to have been uncivil creates an unusual obstacle to problem-solving. Administrators are encouraged to work with human resources and keep them apprised of instances of uncivil conduct and the progress to resolve such conduct. 

If employees perceive they, or another staff member, parent, student, community member, or volunteer have been treated in an uncivil manner by another employee of La Center School District, they should follow the steps outlined below. 

Steps to Address Uncivil Conduct

Step 1: If possible, consider cautioning an individual that their actions could be construed as uncivil conduct, in violation of District policy. If the conduct does not cease or uncivil conduct occurs, consider a reasonable and appropriate time, place and manner to speak directly and respectfully with the individual to address the incident. If necessary, politely end a non-constructive conversation and approach the matter at another time. The purpose of this conversation should focus on the expectation of civility and requirements for achieving civil exchanges in the future. Your supervisor may provide resources to assist you in confronting uncivil conduct individually.

 Step 2: If direct, personal contact with the individual is not advised, or if Step 1 does not produce a satisfactory result, the employee should ask a supervisor to facilitate a conversation with the individual perceived to have been uncivil. This facilitated conversation should focus on the expectation of civility and requirements for achieving civil exchanges in the future. Supervisors have an obligation to address reports of uncivil behavior in a timely manner. Supervisors should acknowledge receipt of a report of uncivil conduct as soon as practicable, generally within four working days, unless circumstances require a different timeline. Nothing in this procedure alters timelines or rights established by an applicable collective bargaining agreement, District complaint procedure, or law.  Supervisors should document the outcome of any facilitated conversation. 

Step 3: At any time after Step 2 has been attempted, if it is determined that civil communications and appropriate problem-solving cannot be restored between the individuals affected, the employee’s supervisor should help the employee identify and/or use appropriate problem-solving procedures to establish requirements for further communications (i.e., the presence of a specified third person, restrictions on physical access to the employee’s work space) in order to address the employee’s immediate concerns. Supervisors should document any established requirements for further communications. The supervisor may also suggest such additional resources as mentoring, specific training, and/or written materials that address the employee’s needs. 

Step 4: At any time after Step 3 has been implemented, if uncivil conduct toward an employee continues, the appropriate employee union representative should be consulted for further guidance and support. Employees who engage in uncivil behavior may be subject to corrective action, discipline, and/or performance-based action. Severe or persistent acts of uncivil conduct may violate school rules, or District Policies and Procedures. 

This guideline is not intended to manage threatening or intimidating behavior which is serious enough to cause one to fear for their own safety. Retaliation toward any person making proper use of District policies and procedures, including reporting allegations of uncivil conduct may result in corrective action or discipline. 

When uncivil conduct involves a non-employee stakeholder, the District may respond consistent with the individual’s role and applicable law, policy, and procedure. Responses may include restorative or problem-solving conversations, communication expectations, limits on the time, place, or manner of communications, restrictions on access to particular staff workspaces or school areas, referral to applicable student discipline procedures, volunteer or contractor restrictions, or use of other District policies, including policies related to parent access, complaints, nondiscrimination, harassment, safety, or board governance. 

This guideline applies to all certificated and classified employees under RCW 28A.400. 

Classification: Discretionary 4.23
Adopted: June 23, 2026