Harassment of or by district employees will not be tolerated in the school district. School district includes school district facilities, school district premises, and non-school property if the employee is at any school sponsored, school approved or school related activity or function, such as field trips or athletic events where the employee is engaged in school business.
Harassment includes, but is not limited to that based upon perceived or actual race, religion, national origin, sex, color, national origin, religion, creed, age, marital/parental status, sexual orientation, gender identity, physical attributes, physical or mental disability, ancestry, political party preference, political belief or socioeconomic status of familial status. Harassment by board members, administrators, employees, parents, vendors, and others doing business with the school district is prohibited. Employees whose behavior is alleged to be in violation of this policy will be subject to the investigation procedure which may result in discipline, up to and including, discharge or other appropriate action. Other individuals whose behavior is alleged to be in violation of this policy will be subject to appropriate sanctions as determined and imposed by the superintendent or board.
Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain protected individuals and groups.
Employees and students who believe they have suffered harassment shall report such matters to the investigator for harassment complaints. However, claims regarding harassment may also be reported to the alternate investigator for harassment complaints.
Upon receiving a complaint, the investigator shall confer with the complainant to obtain an understanding and a statement of the facts. It shall be the responsibility of the investigator to promptly and reasonably investigate claims of harassment and to pass the findings on to the superintendent who shall complete such further investigation as deemed necessary and take such final action as deemed appropriate. Information regarding an investigation of harassment shall be confidential to the extent possible, and those individuals who are involved in the investigation shall not discuss information regarding the complaint outside the investigation process.
No one shall retaliate against an employee or student because they have filed a harassment complaint, assisted or participated in a harassment investigation, proceeding, or hearing regarding a harassment charge or because they have opposed language or conduct that violates this policy.
It shall be the responsibility of the board members, administrators, licensed and classified employees, and others having business or other contact with the school district to act appropriately under this policy. It shall be the responsibility of the superintendent and investigator to inform and educate employees and others involved with the school district about harassment and the school district’s policy prohibiting harassment.
This policy and accompanying regulations shall only apply when an employee is the victim of an alleged harasser or an employee is the alleged harasser.
Approved: November 17, 1997
Revised/Reviewed: January 24, 2022
Harassment Complaint Form
Name of complainant:
Position of complainant:
Date of complaint:
Name of alleged harasser:
Date and place of incident or incidents:
Description of misconduct:
Name of witnesses (if any):
Evidence of harassment, i.e., letters, photos, etc. (attach evidence if possible):
Any other information:
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature:
Date:
Revised/Reviewed: January 24, 2022
Name of witness:
Position of witness:
Date of testimony, interview:
Description of instance witnessed:
Any other information:
I agree that all of the information on this form is accurate and true to the best of my knowledge.
Signature:
Date:
Revised/Reviewed: January 24, 2022
Complaint Procedure
An employee who believes that they have been harassed shall notify the Administrator that is not the immediate supervisor, the designated investigator. The alternate investigator is Building Administrator that is the immediate supervisor. The investigator may request that the employee complete the Harassment Complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures. Information received during the investigation shall be kept confidential to the extent possible. The investigator, with the approval of the superintendent, or the superintendent has the authority to initiate a harassment investigation in the absence of a written complaint.
Investigation Procedure
The investigator shall reasonably and promptly commence the investigation upon receipt of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator shall report to the superintendent. The investigator will outline the findings of the investigation to the superintendent.
Resolution of the Complaint
The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator’s report. Following the investigator’s report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step which may include discipline up or other appropriate sanctions.
Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent’s discretion, interview the complainant and the alleged harasser. The superintendent shall file a written report closing the case. The complainant, the alleged harasser and the investigator shall receive notice as to the conclusion of the investigation.
Points to remember in the investigation
Conflicts
If the investigator is the alleged harasser or a witness to the incident, the alternate investigator shall be the investigator. If the alleged harasser is the superintendent, the alternate investigator shall take the superintendent’s place in the investigation process. The alternate investigator shall report the findings to the board.
Approved: November 17, 1997
Revised/Reviewed: January 24, 2022