COMPLAINT PROCEDURES FOR SUPPORT PERSONNEL

 

The Board of Directors believes the district support staff employees should discuss and resolve complaints they may have about the district or their job with their immediate supervisor in order to provide a speedy resolution of the complaint.

 

For all complaints regarding a violation of a Board policy or an administrative rule and which are not included in the grievance procedure of the master contract covering the employee in question, the support of the master contract covering the employee in question, the support of the master contract covering the employee in question, the support staff employee shall report the complaint to his/her immediate supervisor within five days of the alleged violation.  The alleged violation shall first be discussed with his/her immediate supervisor and resolved.

 

If the complaint cannot be resolved by the employee’s immediate supervisor, the building principal shall discuss the complaint with the support staff employee and resolve the matter.

 

If the principal cannot resolve the complaint, the support staff employee shall, within five days of the discussion regarding the complaint with the building principal, make the complaint in writing to the superintendent of schools, and arrange to discuss the matter with the superintendent.

 

Should the matter not be resolved within ten days of the discussion with the superintendent, the employee may ask to have the complaint placed on the agenda of the next Board of Directors meeting.  Action taken by the Board on the complaint shall be final.

 

 

Adopted:  January 12, 1987                   

 

Reviewed:  Feb. 10, 1997         
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016

SEXUAL HARASSMENT

 

         A.     Policy.  All members of the School District, including, but not necessarily limited to, the Board, the Administration, the faculty, the staff, and the students, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment.  Any person who engages in sexual harassment while acting as a member of the school community will be in violation of this policy and subject to the procedures outlined below.

 

         B.     Definition of Sexual Harassment.  Unwelcome sexual advances; requests for sexual favor; or other verbal or physical conduct of a sexual nature may constitute sexual harassment where;

 

         1.      Submission to such conduct is made either explicitly or implicitly a term or condition of a person’s employment or educational development; or,

        

         2.      Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual; or,

        

         3.      Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or creating an intimidating, hostile, or offensive working or educational environment.

 

C.     The Grievance Officer.  The Superintendent shall be a sexual harassment grievance officer who will be vested with the authority and responsibility of processing all sexual harassment complaints in accordance with the procedure set out below.  In the event that the grievance officer becomes a party to a sexual harassment complaint, alternate grievance officer shall be appointed by the Board and shall assume this responsibility.

 

D.     Procedure.

 

         1.      Any member of the school community who believes that he or she has been subjected to sexual harassment shall report the incident(s) to the grievance officer.

 

         2.      The grievance officer receiving complaints shall attempt to resolve the problem in an informal manner through the following interviewing process:

 

                  a.      The  grievance officer shall confer with the charging party in order to obtain a clear understanding of that party’s statement of the facts.

 

                  b.      The grievance officer shall then attempt to meet with the charged party in order to obtain his or her response to the complaint.

 

                  c.      The grievance officer may hold as many meetings with the parties as is     necessary  to gather facts.

 

                  d.      On the basis of the grievance officer’s perception of the situation, he or she may:

                           (1)  Attempt to resolve the matter informally through conciliation.

 

                           (2)  Report the incident and transfer the record to the Superintendent or his/her designee, and so notify the parties by certified mail.

 

         3.      After reviewing the record made before the grievance officer, the Superintendent or designee may attempt to gather any more evidence necessary to decide he case, and thereafter impose any sanctions deemed appropriate, including a recommendation to the Board of Directors for termination or expulsion.

 

 

All matters involving sexual harassment complaints shall remain confidential to the extent possible.

 

 

Adopted:  October 14, 1985                  

 

Reviewed:  Feb. 10, 1997          
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016

GIFTS TO SUPPORT PERSONNEL

 

The Board of Directors prohibits staff members and employees of the school district from soliciting, accepting, or receiving, either directly or indirectly, any gift having a value of $50 or more from students, parents, or other individuals.

 

The acceptance of a token of appreciation is not to be considered a violation of this policy.

 

Any gift to an employee or family member of a value which exceeds $15 shall be reported by the employee on the appropriate form provided by the District.  All such reports shall be open for public inspection.  A gift shall not include anything received from a relative within the fourth degree unless the relative is acting as an agent.

 

 

Adopted:  October 14, 1985                 

 

Reviewed:  Feb. 10, 1997          
March 12, 2001
December 19, 2005
June 20, 2011
July 11, 2016