Employee Information

All District employees are expected to maintain high standards in their school relationships, to demonstrate integrity and honesty, to be considerate and cooperative, and to maintain professional relationships with students, parents, staff members, and others. District employees are expected to demonstrate sensitivity and respect in dealing with the religious, cultural and ethnic beliefs of individual students and their families.

No District employee may:

• Engage in political activity (campaign, solicit, plan, etc.) during work time.
• Use students to promote political candidates or issues.
• Engage in other employment during work time.
• Have an interest in District contract, work or business – except instructional materials.
• Receive gifts in exchange for influencing District decisions.

Detailed in Board Policy Manual.

Equal Opportunity

Equal opportunity means treating all employees and all students in a similar manner and not impeding access to employment or educational opportunities because of protected characteristics or by harassment.

The District prohibits employment discrimination based on race, color, religion, creed, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, military status or unfavorable military discharge, citizenship status provided the individual is authorized to work in the United States, use of lawful products while not at work, being a victim of domestic or sexual violence, or physical or mental handicap or disability if otherwise able to perform the essential functions of the job with or without reasonable accommodation, and other legally protected categories.

District 15 prohibits discrimination against students on the basis of race, color, gender, religion, national origin, language, disability, sexual orientation, age, or any other legally protected characteristic.

District 15 shall provide employees an employment environment free of unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct/communications constituting sexual harassment.

District employees shall not make sexual advances, request sexual favors or engage in unwelcome conduct of a sexual nature in exchange for decisions effecting hiring, discipline, promotion, or termination or when such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

District 15 policy protects students from sexual harassment and other harassment, intimidation or bullying that either affects the educational environment or is based upon a student’s sex, color, race, religion, creed, ancestry, national origin, physical or mental disability, sexual orientation, or other protected group status.

Any District 15 employee found to have violated equal employment or educational policies will be subject to discipline, up to and including termination.

From secured buildings and trained and prepared staff to caring, safe, and orderly classrooms and learning environments, School District 15 is strongly committed to providing safe schools and learning environments for all students and staff.

Visit the School Safety page for more detailed information.

Starting July 1, 2023, a new law took effect for all Illinois schools. Faith's Law is named after a prevention advocate and child sexual abuse survivor from Illinois who pushed for change to state laws related to educator sexual misconduct in K-12 schools. 

Sexual misconduct is defined as:

Any act, including, but not limited to, any verbal, nonverbal, written, or electronic communication or physical activity, by an employee or agent of the school district, charter school or nonpublic school with direct contact with a student that is directed toward or with a student to establish a romantic or sexual relationship with the student. Such an act includes, but is not limited to, any of the following:

1. A sexual or romantic invitation. 
2. Dating or soliciting a date. 
3. Engaging in sexualized or romantic dialog.
4. Making sexually suggestive comments that are directed toward or with a student.
5. Self-disclosure or physical exposure of a sexual, romantic, or erotic nature.
6. A sexual, indecent, romantic, or erotic contact with a student

Faith’s Law Resource Guide

ISBE has developed and maintains the Faith’s Law Resource Guide that includes guidance for pupils, parents/guardians, and teachers about sexual abuse responses and prevention resources available in their community, including the contact information of entities that provide services for victims of child sexual abuse and their families.  

D15 Employee Code of Professional Conduct Policy

School District 15 has developed and implemented an employee code of professional conduct policy, 5:120 Employee Ethics; Code of Professional Conduct; and Conflict of Interest in compliance with Faith’s Law.

For more information about Faith’s Law, please visit ISBE’s Faith’s Law webpage.

Employee Rights and Responsibilities under the Family and Medical Leave Act

Physician's Certification Form

Release of Medical Records and Information

Certification of Health Care Provider for Employee's Serious Health Condition under FMLA

Certification of Health Care Provider for Family Member's Serious Health Condition under FMLA

For employment verification, please contact:
Georgianne O'Donnell, odonnelg@ccsd15.net, 847-963-3000

Community Consolidated School District 15 is an equal-opportunity employer and does not discriminate on the basis of race, color, religion, national origin, gender, sexual orientation, age, ancestry, marital status, physical or mental disability, unfavorable discharge from military service or other characteristics protected by law. A disability or medical condition will not bar you from employment if you are able to perform with reasonable accommodation the essential functions of the job for which you are applying.

FMLA Notice

Employment Eligibility Verification