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Regulations Manual

Administrative Regulations Manual & Procedures

Under Policy Governance®, within the directives and limitation listed in the Board Governance Policies, the Board delegates the development and implementation of Administrative Regulations and procedures to the Superintendent and staff, except in regard to issues for which they are mandated by law to take direct action. A comprehensive review and revision of all District policies and procedures was completed between August and December 2015, and the conversion to an Administrative Regulations Manual was completed on February 1, 2016.

Regulations establish legal records and standards of conduct for the school district. Regulations can provide a bridge between the School Board's philosophy and goals and the everyday administration of programs.

The Issaquah School District is continually updating Regulations and procedures to keep current with state laws and regulations as well as best practices. Regulations or procedures on this website may be in transition or in process of being revised. Please contact Tricia Romo, Public Records Officer, if you have a specific policy question or to double-check on a Regulation.

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4000 - Community Relations

Civility Procedure - 4011P


Code: 4011P

Adopted: 9/25/2001

Last Revised Date: 2/27/2019

Regulation 4011 and the procedures that follow are intended to support all partners in the educational process; maintain a safe, constructive work and learning environment; provide models of respectful problem-solving, and reduce the potential for serious or widespread disruptions within the school district.

These procedures are not intended to manage threatening or intimidating behavior which is serious enough to constitute harassment or to cause one to fear for his or her safety. Rather, these procedures are meant to underscore the expectation of civil conduct in all interactions within the District, provide all individuals the tools and knowledge to eliminate uncivil conduct they experience within the District, and replace uncivil conduct with acceptable, productive interactions. 

A. Parents.

If parents or other community members believe they have been treated in an uncivil manner by a District employee, they should follow the steps outlined in 4220: Complaints Concerning Staff or Programs

B. Employees.

If employees believe they have been treated in an uncivil manner by an adult member of the community, or a student of the District, they should follow the steps outlined below:

Step 1:

Within two days of the incident, speak directly and respectfully with the individual, in an appropriate time, place and manner, seeking to resume communications on a civil basis. (If the individual is a student, the employee may also speak with the student’s parent.)

Step 2:

At any time after Step 1 has been attempted, if civil discussion cannot be resumed, the employee should ask a co-worker or supervisor to facilitate a conversation with the individual perceived to have been uncivil. Such a facilitated conversation should focus on the expectation of civility and requirements for achieving civil exchanges in the future.

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/among the individuals affected, the employee’s supervisor should help the employee 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 protect the employee’s rights. *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 employee and his/her supervisor will discuss and select remedies beyond Regulation 4011 available to all employees of the District. 

*Note: At all times, the Executive Director of Human Resources and/or Assistant Superintendent of Human Resources shall be a resource to any employee whose working relationship to the individual perceived to have been uncivil creates an unusual obstacle to problem-solving.

C. Students

If students believe they have been treated in an uncivil manner by an adult volunteer, or member of the community during the school day or at any school event, competition, or activity, they should follow the steps outlined below:

Step 1:

Within two days of the incident, seek advice from a guidance counselor, teacher, or other trusted employee of the school, as well as from a parent. If advisable, speak directly and respectfully with the individual, in an appropriate time, place and manner, seeking to resume communications on a civil basis.

Step 2:

If direct, personal contact with the individual is not advised or does not produce a satisfactory result, the student should ask a guidance counselor, teacher or administrator to facilitate a conversation between the student and the individual perceived to have been uncivil. Such a facilitated conversation should occur with the knowledge of the student’s parent and should focus on the expectation of civility and requirements for achieving civil exchanges in the future.

Step 3:

At any time after Steps 1 and 2 have been attempted, if it is determined that civil communications and appropriate problem-solving cannot be restored between/among the individuals affected, the principal may modify the conditions under which the individuals interact with one another and may suggest or require the use of additional resources to help address needs.

Step 4:

At any time after Steps 1, 2, and 3 have been attempted, if uncivil conduct toward a student continues, the student and administrator will discuss and select remedies beyond Regulation 4011 available to all students of the District.

Retaliation toward any person making proper use of District policies and procedures is unacceptable and will not be tolerated.

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