|Tubman Elem. School wine delivery|
There aren’t many employers that would allow you to have your "wine of the month" shipment delivered to your job. Surely having a wine shipment sent to your elementary school likely will earn you a reprimand, even your walking papers.
When a local school principal (allegedly) received a monthly wine shipment from Last Bottle of Napa, California at her NW elementary school, here in DC– it caught the attention of a Fed-X employee who informed school staff. A picture of one of the wine delivery sent May 15, 2015 was provided to The Washington Teacher.
Pay attention to the shipping label on the box (pictured left) which reveals the shipment was delivered to Amanda Delabar at 3101 13th Street NW, District of Columbia 20010, which is the address of Tubman Elementary school where Delabar is the principal. The label is stamped home pre-paid ALCOHOL and requires an adult signature.
One might ask what’s wrong with having wine delivered to you at your place of employment, which just so happens to be an elementary school? As an educational leader, principals are models of leadership for teachers and students and should maintain standards of exemplary professional conduct.
“If a principal would reprimand one of his/her staff for a similar type of offense then they too should refrain from engaging in such behavior”, stated a DC principal who wished to remain anonymous.
The Child, Youth, Safety and Omnibus Amendment Act of 2004 requires criminal background checks for certain DCPS employees who work with students prior to the commencement of employment, and reasonable suspicion drug/alcohol testing. This act led to the creation of the DCPS 2013 Employee Mandatory Drug and Alcohol Testing Policy which has certain provisions that also prohibit intoxicants at work.
Given that DCPS is committed to protecting the safety, health and welfare of young people in its charge, as well as that of its employees, a safety sensitive employee (i.e. principal, teacher, school staff,) are prohibited from possessing a container of alcohol, while on duty (see Section 6 for prohibited conduct on page 10).
Under the 2013 drug and alcohol policy, the consequences are rather severe and gives DCPS the right to require a fitness for duty, place an employee on administrative leave, detail the employee to a non safety-sensitive position and or terminate any covered employee who engages in any of the prohibited conduct outlined in Section 6,
We need to bear in mind that principals are people with the same follies as their staff.
As a side note, DC Public Schools has no problem administering discipline to teachers when found guilty of similar offenses.
Should principals be held to the same treatment as their employees, if found guilty?
What do you think would be an appropriate way to handle this situation ? You tell me. Feel free to write me at firstname.lastname@example.org
© Candi Peterson 2015