Office of Professional Standards

The AISD Office of Professional Standards provides on-going guidance and support to employees through their personnel-related needs, including building effective communication, understanding district policy, remediation, conflict resolution, conduct investigations, grievances, and more.

See more about Professional Standards policies and processes below. For more information or support, please contact the Professional Standards team at 512-414-9827 or submit a dialogue through Let's Talk.

Professional Standards forms and documents can be found in the AISDWeb Staff Document site, under Human Resource online library > Employee Relations Forms. (Must be logged in with an AISD account to view.)  


Employee Complaints/Grievances shall be filed in accordance to District Policy DGBA (Local) and follow the formal process.  The Board encourages employees to seek informal resolution and discuss concerns with their supervisor, principal, or other appropriate administrator who has the authority to address the concerns. Concerns should be expressed as soon as possible to allow early resolution at the lowest possible administrative level. Mediation is available upon request.  An employee whose concerns are resolved may withdraw a formal complaint at any time. 

Grievances must be filed within a designated timeframe using the official complaint form and may be hand-delivered, emailed, faxed, or sent by US Mail to the Professional Standards Office. 

See the Grievance Process explained in more detail here.

The grievance/complaint form can be found in the AISDWeb Staff Document site, under Human Resource online library > Employee Relations Forms. (Must be logged in with an AISD account to view.)  

The Americans with Disabilities Act of 1990 seeks to eliminate discrimination against individuals with disabilities in the areas of employment, transportation and public accommodations. ADA prohibits employers from excluding people from jobs, services, activities or benefits based on their disabilities. The ADA defines disability with respect to an individual as:

  • A physical or mental impairment that substantially limits one or more major life activities of such individual;
  • A record of such an impairment; or
  • Being regarded as having such an impairment.

It also defines:

  • A qualified individual with a disability as one who possesses the requisite skills, education, experience and training for a position, and who can, with or without reasonable accommodations, perform the essential functions of the position the individual desires or holds.
  • A substantial limitation as an impairment that prevents the performance of a major life activity that the average person in the general population can perform; or a significant restriction as to the condition, manner or duration under which an individual can perform a particular major life activity as compared to the average person in the general population.
  • A reasonable accommodation as a modification or adjustment to the job application process or the work environment that enables a qualified person with a disability to be considered for a position, or enjoy the same benefits and privileges of employment as are enjoyed by similarly situated employees without disabilities.

Major life activities include:

  • Walking
  • Seeing
  • Speaking
  • Hearing
  • Breathing
  • Learning
  • Performing manual tasks
  • Caring for one’s self
  • Working
  • Eating
  • Sleeping
  • Standing
  • Lifting
  • Bending
  • Reading
  • Concentrating
  • Thinking

Major bodily functions:

  • Functioning of immune system
  • Normal cell growth
  • Digestive
  • Bowel
  • Bladder
  • Neurological
  • Brain
  • Respiratory
  • Circulatory
  • Endocrine
  • Reproductive
  • Communicating






Procedures for Requesting ADA Accommodations

Employees can initiate the accommodation process by requesting an accommodation for a disability to the Professional Standards Office. If you believe you have a qualifying disability and are seeking accommodations in the workplace to enable you to perform your essential job functions, contact Professional Standards to begin the interactive interview process as required by federal law.

Email to begin the interactive process.

Please note: Having a medical condition alone is not enough to make an employee eligible for accommodations under the American with Disabilities Act Amendment Act of 2008 (ADAAA).

The district reserves the right to obtain an independent medical opinion concerning the impairment for which an employee seeks an accommodation at district expense.

The Austin Independent School District (AISD or the District) is an equal opportunity employer and maintains a policy of nondiscrimination with respect to all employees and applicants for employment. All personnel actions such as recruitment, hiring, training, promotion, transfer, compensation and benefits, discipline, and termination are administered without regard to race, color, religion, gender, national origin, age, disability, genetic information, or military status of otherwise qualified individuals. AISD does not discriminate on the basis of membership or application for membership in the uniformed services and does not discriminate against an employee or applicant who acts to oppose unlawful discrimination or participates in the investigation of a complaint of alleged discriminatory employment practices. Hiring decisions are made on the basis of each applicant's qualifications, experiences, and abilities as well as the business needs of the district.