3.7 General Conduct

List of 7 items.

• Minimum Standards

  Crescent Staff must follow the best practices and basic expectations indicated below:

  • Overtly support and act in accordance with the school’s mission and values;
  • Foster a safe, predictable, and supportive environment for students and staff;
  • Interact with colleagues in a respectful and collegial manner that fosters a healthy faculty culture;
  • Demonstrate planning and preparation for effective instruction and/or delivery of services;
  • Uphold professional standards of personal presentation, punctuality, professional courtesy, and discretion;
  • Carry out specific assignments as determined by their supervisor;
  • Maintain professional credentials, as appropriate;
  • Honour the confidentiality of school, student, and family information;
  • Comply with all school policies and procedures as articulated in the School’s Family Handbook; 
  • Authentically engage in self-reflection and annual development of a growth and renewal plan to include written goals and progress toward those goals.
  • Respect and comply with all applicable federal, provincial, and municipal laws; and
  • show proper care and regard for school property and the property of others.

• Substance Abuse

  The use of drugs (whether legal or illegal), and the inappropriate use of alcohol, medications, or other substances, can have serious adverse effects on the safety and well-being of the school community. Crescent School has an obligation to ensure the health and safety of the school community and to ensure that employees’ judgment and abilities are not impaired by drugs, alcohol or any other causes.
  
  

  Any employee under the influence of alcohol or any other intoxicating substance not prescribed by a physician while performing their school or school-related duties will be immediately relieved of duties and responsibilities pending a formal investigation by the Chief People Officer and the Headmaster. This is considered to be an extremely serious offence and will result in disciplinary action up to and including suspension or dismissal, subject to the Ontario Human Rights Code.
  
  

  This policy does not prohibit employees from the lawful use and possession of legally prescribed/authorized medications which are required as a result of a medical condition. However, the legal use of prescribed/authorized drugs is permitted at school only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner. All employees are expected to use medications responsibly, according to the prescribed dosage and intake schedule, and according to any other instructions from their healthcare professional (i.e. interactions, side effects etc.).
  
  

  Employees who are undergoing a prescribed medical treatment with drugs that could impair their performance at work must report this treatment. The use of such drugs as part of a prescribed medical treatment is not grounds for disciplinary action. It is essential that employees report such a situation to their supervisor.
  
  

  Crescent School will provide accommodation of impairment due to medication up to the point of undue hardship as required by applicable human rights legislation. The accommodation process will be assessed on a case-by-case basis to the extent of undue hardship.
  
  

  Crescent School understands that certain individuals may develop a chemical dependency on certain substances, which may be defined as a disease or disability. Employees are not excused from their duties as a result of their dependencies. Crescent School promotes early diagnosis. Any employee who suspects that they might have an emerging drug or alcohol dependency is expected to seek appropriate treatment promptly. Employees will not be disciplined for requesting help or due to current or past involvement in a rehabilitation effort.
  
  

  Crescent School will work with the individual who requests reasonable accommodation in an effort to ensure that the measures taken are both effective and mutually agreeable, up to the point of undue hardship. Employees are encouraged to communicate any need for accommodation to their immediate supervisor and to work with them in addressing the concern.

• Smoking

  To maintain a safe and comfortable working environment and to ensure compliance with applicable by-laws, smoking, vaping, or other use of tobacco, marijuana and similar drugs is not permitted on School property at any time.

• Scent-Reduced Environment

  Crescent School maintains a scent-reduced environment out of respect for those who are offended by or are allergic to the scent of perfumes and colognes.

• Personal Appearance

  Appropriate dress and appearance are essential to the professional work environment of the School. Just as we have dress standards and expectations of appearance for students, there are standard expectations for employees. Employees are, therefore, required to present themselves in a manner that reflects the Crescent profile. The following guidelines apply:

  • Employees at Crescent School are to be attired in business-appropriate clothes that generally lean more towards the conservative than the trendy (e.g. dress shirt and tie; tasteful, tailored clothing);
  • Denim, of any kind, and shorts are not business-appropriate clothing;
  • Caps are not an appropriate part of business attire unless the wearer is involved in some form of co-curricular activity that necessitates shade from the sun i.e. outside the School buildings;
  • Footwear must be office appropriate, which does not include items such as flip-flops, hiking boots or sporting footwear; and
  • Employees who are involved in morning co-curricular activities should take the first available break in their days to change into business professional attire.

  
  

  The only exceptions to the above pertain to Facilities employees who will wear their provided uniform and members of the Physical Education faculty who may wear appropriate Crescent athletic wear during teaching days.
  
  

  Employees are requested to apply the same governing principles that we expect of the students.

• Summer Months

  During the summer, those who are employed in the various non-teaching departments are still expected to observe the general principles above, except that shorts of a conservative length and professional style and fabric may be worn.
  
  

  Employees who come in briefly to pick up materials, etc. need not be dressed in business attire, however, if a business meeting is scheduled during the summer months, those involved should be dressed in appropriate business attire and not casual clothes.

• Casual Dress Days

  On designated casual dress days, all employees may wear tasteful, relaxed attire, including denim jeans, etc.
  
  

  Clothing of any kind with edgy or provocative messages is to be avoided.