1. Duties and Responsibilities of HCISD Employees
Protecting our kids
Duties and Responsibilities of HCISD Employees

2. Protecting our Kids – Duties and Responsibilities of HCISD Employees
Texas Education Agency Investigations
Grooming Students
Prohibited Employee/Student Relationships
Use of Electronic Media with Students
Requirement to Supervise
District policies:
Sexual Abuse & Maltreatment of Children,
Sexual Harassment,
Reporting Suspected Child Abuse
Legal Updates:
HB 2552 – Sexual Coercion
SB 179 – David’s Law

3. TEA - Investigations into Student/Teacher Relationships
: 141 cases reported
(Sept 1 – Aug. 31)
: 179 cases reported
: 188 cases reported
: 222 cases reported
: At the end of the 3rd Quarter, 846 Texas Teaching Certificates had been reprimanded, suspended, revoked, or voluntarily surrendered. These actions appear permanently on a certificate and appear publicly on the TEA Website.

4. The Texas Penal Code 21.12 states, no matter the age of a student, a relationship with a certified educator is illegal. Sexual abuse of a child by anyone is against the law.
If an educator is found guilty of an improper relationship with a student, the T.E.A. will revoke that teacher's certificate.
If convicted of this second degree felony, a teacher can face anywhere from two to 20 years in prison, up to 10 years of probation or a $10,000 dollar fine.

5. A Common Tactic used to lure students into inappropriate relationships
Grooming:  A process of identifying and engaging a child in sexual activity. It involves an imbalance of power and elements of coercion and manipulation. It involves motivation and intent to sexually exploit the child. It is a process of desensitization commonly used by predators who are educators.
A Common Tactic used to lure students into inappropriate relationships

6. PROHIBITED STUDENT-TEACHER RELATIONSHIPS DH(LEGAL, LOCAL, EXHIBIT)
Solicitation of a sexual or romantic relationship with a student will result in adverse employment actions and certificate sanctions, even if the relationship is consensual and not ultimately consummated.
SBEC may sanction the teaching certificate of an individual who has engaged in deliberate or repeated acts that can be reasonably interpreted as soliciting a sexual or romantic relationship.
Prohibited acts include, but are not limited to:
Communications tending to show that the educator solicited a romantic relationship with the student;
Making inappropriate comments about a student’s body;
Making sexually demeaning comments to a student;
Making comments about a student’s potential sexual performance;
Requesting details of a student’s sexual history;
Requesting a date;
Engaging in conversations regarding the sexual problems, preferences, or fantasies of either party;
Inappropriate hugging, kissing or excessive touching;
Suggesting that a romantic relationship is desired after the student graduates, including post-graduation plans for dating or marriage; and
Providing the student with drugs or alcohol.

7. USE OF ELECTRONIC MEDIA WITH STUDENTS DH(LEGAL, LOCAL, EXHIBIT) AND EMPLOYEE HANDBOOK
A certified or licensed employee, or any other employee designated in writing by the superintendent or a campus principal, may communicate through electronic media with students who are currently enrolled in the district.
The employee must comply with the provisions outlined by district policy and/or outlined in the employee handbook. All other employees are prohibited from communicating with students who are enrolled in the district through electronic media.
An employee who uses electronic media to communicate with students shall observe the following:
The employee may use any form of electronic media except text messaging.
Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the extracurricular activity over which the employee has responsibility.

8. An employee who communicates with a student using text messaging shall comply with the
following protocol:
The employee shall include at least one of the student’s parents or guardians as a recipient on each text message to the student so that the student and parent receive the same message;
The employee shall include his or her immediate supervisor as a recipient on each text message to the student so that the student and supervisor receive the same message; or
For each text message addressed to one or more students, the employee shall send a copy of the text message to the employee’s district address.
The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity.
The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (“professional page”) for the purpose of communicating with students. The employee must enable administration and parents to access the employee’s professional page.
The employee shall not communicate directly with any student between the hours of 8 p.m. and 7 a.m.
An employee may, however, make public posts to a social network site, blog, or similar application at any time.

9. The employee does not have a right to privacy with respect to communications with students and parents.
The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Texas Educators’ Code of Ethics including:
Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL]
Copyright law [Policy CY]
Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF]
Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with one or more currently-enrolled students.
Upon written request from a parent or student, the employee shall discontinue communicating with the student through , text messaging, instant messaging, or any other form of one-to-one communication.

10. DH(EXHIBIT) - Ethical Conduct Toward Students
Standard The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor.
Standard The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor.
Standard The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard.
Standard The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, , instant messaging, blogging, or other social network communication.
HCISD Employees are responsible for the safety and well-being of students

11. District policies
Sexual Abuse & Maltreatment of Children – FFG (Legal)
Reporting Suspected Child Abuse – DF, DG, DH, FFG, GRA
Sexual Harassment of Students – DF, DH, FFG, FFH

12. Sexual Abuse & Maltreatment of Children – FFG (Legal)
Duty to Report - By Any Person
Duty to Report – By a Professional
Any person who has cause to believe that a child’s physical or mental health or welfare has been adversely affected by abuse or neglect by any person shall immediately make a report as required by law.
Family Code (a)
Any professional who has cause to believe that a child has been or may be abused or neglected shall make a report as required by law. The report must be made within 48 hours after the professional first suspects abuse or neglect.
A professional may not delegate to or rely on another person to make the report.
Family Code (b)

13. Reporting Suspected Child Abuse – FFG(LOCAL), FFH(LOCAL), DG(LEGAL), DH(LOCAL)
FFG(LOCAL) – REPORTING CHILD ABUSE AND NEGLECT
Any person who has cause to believe that a child has been or may be abused or neglected by any person shall make a report immediately as required by law.

14. Reporting Suspected Child Abuse – FFG(LOCAL), FFH(LOCAL), DG(LEGAL), DH(LOCAL)
FFH(LOCAL) – EMPLOYEE REPORT
Any District employee who suspects or receives notice that a student or group of students has or may have experienced prohibited conduct shall immediately notify the appropriate District official listed in this policy and take any other steps required by this policy.
For the purposes of this policy, District officials are the Title IX coordinator, the ADA/Section 504 coordinator, and the Superintendent.
Reports of discrimination based on sex, including sexual harassment or gender-based harassment, may be directed to the designated Title IX coordinator for students.
Reports of discrimination based on disability may be directed to the designated ADA/Section 504 coordinator for students.

15. Reporting Suspected Child Abuse – FFG(LOCAL), FFH(LOCAL), DG(LEGAL), DH(LOCAL)
DG(LEGAL) – PROTECTION FOR REPORTING CHILD ABUSE
A board or its agents may not suspend or terminate the employment of, or otherwise discriminate against, a professional employee who in good faith:
Reports child abuse or neglect to:
The person’s supervisor,
An administrator of the facility where the person is employed,
A state regulatory agency, or
A law enforcement agency; or
Initiates or cooperates with an investigation or proceeding by a governmental entity relating to an allegation of child abuse or neglect.

16. Reporting Suspected Child Abuse – FFG(LOCAL), FFH(LOCAL), DG(LEGAL), DH(LOCAL)
DH(EXHIBIT) - Ethical Conduct Toward Students
Standard The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor.
Standard The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student.
Standard The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor.
Standard The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor.
Standard The educator shall not furnish alcohol or illegal/unauthorized drugs to any person under 21 years of age unless the educator is a parent or guardian of that child or knowingly allow any person under 21 years of age unless the educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator.
Standard The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard.
Standard The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, , instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to:
The nature, purpose, timing, and amount of the communication;
The subject matter of the communication;
Whether the communication was made openly or the educator attempted to conceal the communication;
Whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship;
Whether the communication was sexually explicit; and
Whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student.
19 TAC 247.2

17. Legal updates

18. SEXUAL COERCION HB 2552 Penal Code 21.18
Adds the offense of Sexual Coercion to the list of Title 5 Felonies.
Sexual Coercion is threatening to commit certain offenses unless the victim agrees to give actor intimate visual material, perform a sexual act, or give the actor money.
SEXUAL COERCION HB 2552

19. Includes changes regarding response to bullying incidents.
Can be a pattern of acts or a single significant act.
Can occur on or off school property.
Includes Cyberbullying.
Continues use of Bullying protocols.
David’s law SB 179

20. Job applicants must submit affidavits disclosing whether they
have been charged, adjudicated, or convicted of having an
inappropriate relationship with a minor
Personnel SB 7
Makes failure to notify by a principal to superintendent or superintendent to the state an offense
May revoke an educator’s certification if they assist another
teacher get a job in another district if they know the applicant
was involved in sexual misconduct with a minor
An administrator may have their certification revoked if they
knowingly hire someone with a history of adjudication or
conviction
Anyone who is convicted of sexual misconduct with a minor
becomes ineligible to receive a retirement annuity
A school district shall adopt a written policy concerning electronic
communications between a school employee and a student enrolled
in the district

21. rosalinda.vargas@hcisd.org (956) 430-9711
REPORT ANY SUSPECTED INAPPROPRIATE RELATIONSHIPS OR CHILD ABUSE IMMEDIATELY. IT IS YOUR DUTY!
PRESENTATION PROVIDED BY THE HCISD HUMAN SERVICES DEPT. Contact HCISD Human Services for more information
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