Harassment / Bullying / Intimidation

Harassment of staff members is strictly prohibited on district property, including non-district property while a staff member is at any district-sponsored, district-approved, or district-related activity or function, such as field trips or athletic events, in which students are under the control of the district or where the staff member is engaged in district business.

Harassment includes, but is not limited to, harassment on the basis of race, color, religion, national origin, age, martial status, disability, and sexual harassment.

Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. The staff member’s submission to the conduct or communication is made a term or condition of employment;

2. The staff member’s submission to, or rejection of, the conduct or communication is the basis for decisions affecting employment and assignment;

3. The conduct or communication has the purpose or effect of substantially interfering with an individual’s work performance;

4. The conduct or communication has the effect of creating an intimidating, hostile, or offensive working environment.

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.

Aggrieved employees who feel comfortable in doing so should inform the person engaging in harassment to stop immediately. The aggrieved employee should also contact the Title IX Coordinator or an administrator who will assist them in filing a complaint.

A staff member whose behavior is found to be in violation of Board policy may be subject to discipline up to and including dismissal. A student whose behavior is found to be in violation of Board policy may be subject to discipline up to and including expulsion.

Any staff member who is subject to, or knows of, such harassment is directed to notify the building principal or superintendent immediately. If the complaint is not satisfactorily settled, the staff member may file a complaint directly with the U.S. Department of Labor, Equal Employment Opportunity Commission. Such complaints may also be filed with the appropriate enforcement agency, in lieu of the district’s complaint process, at any time, as provided by law.

There will be no retaliation by the district against any person who, in good faith, reports harassment.

See District Policy 414, 506, 506.50.

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