1 POLICY MANUAL INTRODUCTION This policy manual contains the policies of the board of directors of the North Union Community School District. Policy development is a dynamic, ongoing process. New problems, issues, and needs give rise to the continuing need to develop new policies or to revise existing ones. The use of a loose-leaf manual is to make it easier to keep the policy manual up-to-date. Each person holding a copy of this manual has a duty to keep the manual current as new and revised policies are distributed by the central administration office. How To Use This Policy Manual The North Union Community School District operates according to policies established by its board of directors. The board develops policies after careful deliberation, and the school administration implements them through specific regulations and procedures. The board reviews and evaluates its policies and makes revisions as necessary. The manual is organized according to a numeric codification system. There are nine major classifications bearing a numeric Series Code. 100 SCHOOL DISTRICT 200 BOARD OF DIRECTORS 300 ADMINISTRATION 400 EMPLOYEES 500 STUDENTS 600 EDUCATION PROGRAM 700 NONINSTRUCTIONAL OPERATIONS AND BUSINESS SERVICES 800 BUILDINGS AND SITES 900 SCHOOL DISTRICT-COMMUNITY RELATIONS Subclassifications under each numeric Series are based on a logical sequence and coded by the subclassification numeric code. The index pages that follow each tab present the policies included in that Series. These index pages serve as a table of contents for each Series. How To Find A Policy There are two ways to find a policy. The first is to review the nine Series and determine which section the policy may be in. By turning to that Series, you can review the table of contents to determine whether the policy is included. If the policy is included, you can turn to the policy by finding the correct code number in the upper right hand corner of the policy. The second way to find a policy is to look up the policy in the alphabetical index found under the tab entitled "Index" at the end of the manual. It will direct you to the Series and the policy code number. Again, you can turn to the policy by finding the correct code number in the upper right hand corner of the policy. How To Read The Signs And Symbols A variety of signs and symbols are used in concert with the numeric codification system. These are
2 explained below: -R This symbol following a policy code number indicates the statement is an administrative regulation rather than a board policy. -E This symbol following a policy code number indicates the statement is an exhibit rather than a board policy. Legal This sign indicates the legal references. They tell reference the user where the user may find the statutes, case law, attorney general opinions, or administrative rules that give authority to a policy. Cross Many policies in the manual relate to other policies in the Reference manual. Cross references are provided to assist the user in finding all of the related policies. Inquires about the policies included in this manual may be directed to the board members or to the superintendent by telephone at (712) or by writing the school district at th Avenue, Armstrong, Iowa
3 Series Legal Status of the School District 101 Educational Philosophy of the School District 102 Equal Educational Opportunity 102.E1 Section 504 Notice of Nondiscrimination 102.E2 Grievance Form for Complaints of Discrimination or Non-Compliance with Federal or State Regulations Requiring Non-Discrimination 102.E3 Grievance Documentation 102.E4 Section 504 Student and Parental Rights 102.R1 Grievance Procedure 103 Long-range Needs Assessment 103.R1 Long-Range Needs Assessment 104 Anti Bullying/Harassment Policy 104.E1 Anti-Bullying/Harassment Complaint Form 104.E2 Anti-Bullying/Harassment Witness Disclosure Form 104.E3 Anti-Bullying/Harassment Disposition Complaint Form 104.R1 Anti-Bullying/Harassment Investigation Procedures
4 Code No. 100 LEGAL STATUS OF THE SCHOOL DISTRICT Iowa law authorizes the creation of a Common Schools System. As part of this Common Schools System, this school district is a school corporation created and organized under Iowa law. This school district shall be known as the North Union Community School District. This school corporation is located in Emmet, Kossuth, and Palo Alto County, and its affairs are conducted by elected school officials, the North Union Community School District Board of Directors. This school corporation has exclusive jurisdiction over school matters in the territory of the school district. Legal Reference: Iowa Code 274.1,.2,.6,.7; 278.1(9); 279.8; 594A (2013). Cross Reference: 200 Legal Status of the Board of Directors Approved Reviewed Revised
5 Code No. 101 EDUCATIONAL PHILOSOPHY OF THE SCHOOL DISTRICT As a school corporation of Iowa, the North Union Community School District, acting through its board of directors, is dedicated to promoting an equal opportunity for a quality public education to its students. These opportunities will be provided within the limitations of the school district's ability and willingness to furnish financial support and to provide for students in cooperation with their parents and the school district community. The school district will provide the opportunity to develop a healthy social, intellectual, emotional, and physical self-concept in a learning environment that provides guidance to and encourages critical thinking in the students for a lifetime. The board endeavors through the dedication of the school district's resources, to encourage students, who come to the school district from a variety of backgrounds, to look forward to the time when they will have jobs, homes, families in the school district community, and attain recognition as individuals. In order to achieve this goal, the board will seek qualified employees dedicated to the development of their professional skills for the betterment of the educational program and for the expertise for educational productivity. Instruction and curriculum are the key elements of a public education. Critical thinking and problem solving skills that will assist the students' preparation for life shall be a part of a sequentially coordinated curriculum. The school district strives to prepare students for higher education and/or employment, to discover and nurture creative talent and to prepare them to meet and cope with social change in an atmosphere conducive to learning. The support and involvement of the home and the school district community are essential to achieve educational excellence in the school district. The school district strives to maintain an active relationship with the home and the school district community to create within the students an awareness of dignity and worth of the individual, civic responsibility and respect for authority. Legal Reference: Iowa Code ,.11A; (2013). Cross Reference: 102 Equal Educational Opportunity 103 Educational and Operational Planning 209 Board of Directors' Management Procedures 600 Goals and Objectives of the Education Program 602 Curriculum Development Approved Reviewed Revised
6 Code No. 102 EQUAL EDUCATIONAL OPPORTUNITY The board will not discriminate in its educational activities on the basis of race, color, creed, national origin, religion, sex, disability, sexual orientation, gender identity or marital status. The board requires all persons, agencies, vendors, contractors and other persons and organizations doing business with or performing services for the school district to subscribe to all applicable federal and state laws, executive orders, rules and regulations pertaining to contract compliance and equal opportunity. The board is committed to the policy that no otherwise qualified person will be excluded from educational activities on the basis of race, color, creed, religion, sex, marital status, national origin, sexual orientation, gender identity or disability. Further, the board affirms the right of all students and staff to be treated with respect and to be protected from intimidation, discrimination, physical harm and harassment. Legal Reference: 20 U.S.C et seq. (2012). 20 U.S.C et seq. (2012). 20 U.S.C et seq. (2012). 29 U.S.C. 794 (2012). 42 U.S.C et seq. (2012). 34 C.F.R. Pt. 100 (2012). 34 C.F.R. Pt. 104 (2012). Iowa Code 216.9; ,.11A; (2013). 281 I.A.C. 12. Cross Reference: 101 Educational Philosophy of the School District Equal Employment Opportunity 500 Objectives for Equal Educational Opportunities for Students Student Records Approved Reviewed Revised
7 Code No. 102.E1 NOTICE OF NONDISCRIMINATION Students, parents, employees and others doing business with or performing services for the North Union Community School District are hereby notified that this school district does not discriminate on the basis of race, color, creed, age (except students), religion, national origin, sex, marital status, sexual orientation, gender identity or disability in admission or access to, or treatment in, its programs and activities. The school district does not discriminate on the basis of race, color, creed, age (except students), religion, national origin, sex, sexual orientation, gender identity or disability in admission or access to, or treatment in, its hiring and employment practices. Any person having inquiries concerning the school district's compliance with the regulations implementing Title VI, Title VII, Title IX, the Americans with Disabilities Act (ADA), 504 or Iowa Code is directed to contact: (Title) (where located) Superintendent North Union CSD Central Office (telephone number) who has been designated by the school district to coordinate the school district's efforts to comply with the regulations implementing Title VI, Title VII, Title IX, the ADA, 504 and Iowa Code (2013).
8 GRIEVANCE FORM FOR COMPLAINTS OF DISCRIMINATION OR NON-COMPLIANCE WITH FEDERAL OR STATE REGULATIONS REQUIRING NON-DISCRIMINATION Code No. 102.E2 I,, am filing this grievance because: (Attach additional sheets if necessary) Describe incident or occurrence as accurately as possible: (Attach additional sheets if necessary) Signature Address Phone Number of Student Name Grade Level Attendance Center
9 GRIEVANCE DOCUMENTATION Code No. 102.E3 Name of Individual Alleging Discrimination or Non-Compliance: Name Grievance Date: State the nature of the complaint and the remedy requested: Indicate Principal's or Supervisor's response or action to above complaint. Signature of Principal or Supervisor
10 Code No. 102.E4 SECTION 504 STUDENT AND PARENTAL RIGHTS The North Union Community School District does not discriminate in its educational programs and activities on the basis of a student's disability. It has been determined that your child has a qualifying disability for which accommodations may need to be made to meet his or her individual needs as adequately as the needs of other students. As a parent, you have the right to the following: participation of your child in school district programs and activities, including extracurricular programs and activities, to the maximum extent appropriate, free of discrimination based upon the student's disability and at the same level as students without disabilities; receipt of free educational services to the extent they are provided students without disabilities: receipt of information about your child and your child's educational programs and activities in your native language; notice of identification of your child as having a qualifying disability for which accommodations may need to be made and notice prior to evaluation and placement of your child and right to periodically request a re-evaluation of your child; inspect and review your child's educational records including a right to copy those records for a reasonable fee; you also have a right to ask the school district to amend your child's educational records if you feel the information in the records is misleading or inaccurate; should the school district refuse to amend the records, you have a right to a hearing and to place an explanatory letter in your child's file explaining why you feel the records are misleading or inaccurate; hearing before an impartial hearing officer if you disagree with your child's evaluation or placement; you have a right to counsel at the hearing and have the decision of the impartial hearing officer reviewed. Inquiries concerning the school district's compliance with the regulations implementing Title VI, Title IX, the Americans with Disabilities Act (ADA), 504 or Iowa Code should be directed to: (Title) (Where located) Superintendent North Union Community School District (Telephone No.) who has been designated by the school district to coordinate the school district's efforts to comply with the regulations implementing Title VI, Title IX, the ADA, 504 and Iowa Code
11 Code No. 102.R1 Page 1 of 2 GRIEVANCE PROCEDURE Students, parents of students, employees, and applicants for employment in the school district will have the right to file a formal complaint alleging discrimination under federal or state regulations requiring non-discrimination in programs and employment. Level One - Principal, Immediate Supervisor or Personnel Contact Person (Informal and Optional - may be bypassed by the grievant) Employees with a complaint of discrimination based upon their gender, race, national origin, religion, age, sexual orientation, gender identity or disability are encouraged to first discuss it with their immediate supervisor, with the objective of resolving the matter informally. An applicant for employment with a complaint of discrimination based upon their gender, race, national origin, religion, age, sexual orientation, gender identity or disability are encouraged to first discuss it with the personnel contact person. This paragraph is for employees and marital status isn t a protected class for employees. A student, or a parent of a student, with a complaint of discrimination based upon their gender, race, national origin, religion, marital status, sexual orientation, gender identity or disability are encouraged to discuss it with the instructor, counselor, supervisor, building administrator, program administrator or personnel contact person directly involved. Level Two - Compliance Officer If the grievance is not resolved at Level One and the grievant wishes to pursue the grievance, the grievant may formalize it by filing a complaint in writing on a Grievance Filing Form, which may be obtained from the Compliance Officer. The complaint will state the nature of the grievance and the remedy requested. The filing of the formal, written complaint at Level Two must be within 15 working days from the date of the event giving rise to the grievance, or from the date the grievant could reasonably become aware of such occurrence. The grievant may request that a meeting concerning the complaint be held with the Compliance Officer. A minor student may be accompanied at that meeting by a parent or guardian. The Compliance Officer will investigate the complaint and attempt to resolve it. A written report from the Compliance Officer regarding action taken will be sent to the involved parties within a reasonable time after receipt of the complaint. Level Three - Superintendent/Administrator If the complaint is not resolved at Level Two, the grievant may appeal it to Level Three by presenting a written appeal to the superintendent within five working days after the grievant receives the report from the Compliance Officer, the grievant may request a meeting with the Superintendent. The superintendent may request a meeting with the grievant to discuss the appeal. A decision will be rendered by the superintendent within a reasonable time after the receipt of the written appeal. If, in cases of disability grievances at the elementary and secondary level, the issue is not resolved through the grievance process, the parents have a right to an impartial hearing to resolve the issue.
12 Code No. 102.R1 Page 2 of 2 GRIEVANCE PROCEDURE This procedure in no way denies the right of the grievant to file formal complaints with the Iowa Civil Rights Commission, the U.S. Department of Education Office for Civil Rights or Office of Special Education Programs, the Equal Employment Opportunity Commission, or the Iowa Department of Education for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination. Level Four - Appeal to Board If the grievant is not satisfied with the superintendent's decision, the grievant can file an appeal with the board within five working days of the decision. It is within the discretion of the board to determine whether it will hear the appeal. The Compliance Officer is: Name Office Address School Counselor North Union CSD Phone Number Office Hours 8:00 a.m. 4:00 p.m.
13 Code No. 103 LONG-RANGE NEEDS ASSESSMENT Long-range needs assessment enables the school district to analyze assessment data, get feedback from the community about its expectations of students and determines how well students are meeting student learning goals. The board shall conduct ongoing and in-depth needs assessment, soliciting information from business, labor, industry, higher education and community members, regarding their expectations for adequate student preparation as responsible citizens and successful wage earners. In conjunction with the in-depth needs assessment of the school district, the Board shall authorize the appointment of a committee, representing the school district personnel, parents, students and community members to make recommendations and assist the board in determining the priorities of the school district in addition to the basic skills areas of the education program. A Community Involvement Action Plan will be implemented whose purpose will be to: Conduct community needs assessment with input from all stakeholders. Hold focus group sessions with representative samples of the community. Select Advisory Committee Members to serve on Action Planning Teams and other committees. Analyze results of needs assessments: student surveys and focus group sessions. Review and revise district Missions, Beliefs, Philosophy and student Learning Goals with input from stakeholders. Review district data on state indicators, district long range and annual goals and action plans and share in APR and regular communications Review current research and best practices in curriculum areas and in areas of incorporations and Safe and Drug Free, At-Risk, Gifted and Talented Students and share in regular communications.. Present recommendations to Advisory Committee(s) and Board and share in APR. It shall be the responsibility of the superintendent to ensure the school district community is informed of students' progress on state and locally determined indicators. The superintendent shall report annually to the board about the means used to keep the community informed.
14 Code No. 103 page 2 LONG-RANGE NEEDS ASSESSMENT As a result of the board and committee's work, the board shall determine major educational needs and rank them in priority order; develop long-range goals and plans to meet the needs; establish and implement short-range and intermediate-range plans to meet the goals and to attain the desired levels of student performance; evaluate progress toward meeting the goals and maintain a record of progress under the plan that includes reports of student performance and results of school improvement projects; and annually report the school district's progress made under the plan to the committee, community and Iowa Department of Education. Legal Reference: Iowa Code 21; 256.7(4); ,.18 (2013). 281 I.A.C. 12.3(3). Cross Reference: 101 Educational Philosophy of the School District 200 Legal Status of the Board of Directors 208 Ad Hoc Committees Basic Instruction Program Buildings and Sites Long-Range Planning Buildings and Sites Surveys Approved Reviewed Revised
15 Code No. 104 Page 1 of 3 ANTI-BULLYING/HARASSMENT POLICY Harassment and bullying of students and employees are against federal, state and local policy, and are not tolerated by the board. The board is committed to providing all students with a safe and civil school environment in which all members of the school community are treated with dignity and respect. To that end, the board has in place policies, procedures, and practices that are designed to reduce and eliminate bullying and harassment as well as processes and procedures to deal with incidents of bullying and harassment. Bullying and harassment of students by students, school employees, and volunteers who have direct contact with students will not be tolerated in the school or school district. The board prohibits harassment, bullying, hazing, or any other victimization, of students, based on any of the following actual or perceived traits or characteristics, including but not limited to, age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, or familial status. Harassment against employees based upon race, color, creed, sex, sexual orientation, gender identity, national origin, religion, age or disability is also prohibited. This policy is in effect while students or employees are on property within the jurisdiction of the board; while on school-owned or school-operated vehicles; while attending or engaged in school-sponsored activities; and while away from school grounds if the misconduct directly affects the good order, efficient management and welfare of the school or school district. If, after an investigation, a student is found to be in violation of this policy, the student shall be disciplined by appropriate measures up to, and including, suspension and expulsion. If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures up to, and including, termination. If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures up to, and including, exclusion from school grounds. Volunteer means an individual who has regular, significant contact with students. Harassment and bullying mean any electronic, written, verbal, or physical act or conduct toward a student which is based on any actual or perceived trait or characteristic of the student and which creates an objectively hostile school environment that meets one or more of the following conditions: Places the student in reasonable fear of harm to the student s person or property; Has a substantially detrimental effect on the student s physical or mental health; Has the effect of substantially interfering with the student s academic performance; or Has the effect of substantially interfering with the student s ability to participate in or benefit from the services, activities, or privileges provided by a school. Approved Reviewed Revised
16 ANTI-BULLYING/HARASSMENT POLICY Code 104 Page 2 of 3 Electronic means any communication involving the transmission of information by wire, radio, optical cable, electromagnetic, or other similar means. Electronic includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, electronic text messaging or similar technologies. Harassment and bullying may include, but are not limited to, the following behaviors and circumstances: Verbal, nonverbal, physical or written harassment, bullying, hazing, or other victimization that have the purpose or effect of causing injury, discomfort, fear, or suffering to the victim; Repeated remarks of a demeaning nature that have the purpose or effect of causing injury, discomfort, fear, or suffering to the victim; Implied or explicit threats concerning one's grades, achievements, property, etc. that have the purpose or effect of causing injury, discomfort, fear, or suffering to the victim; Demeaning jokes, stories, or activities directed at the student that have the purpose or effect of causing injury, discomfort, fear, or suffering to the victim; and/or Unreasonable interference with a student's performance or creation of an intimidating, offensive, or hostile learning environment. Sexual harassment means unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: Submission to the conduct is made either implicitly or explicitly a term or condition of the student s education or benefits; Submission to or rejection of the conduct by a school employee is used as the basis for academic decisions affecting that student; or The conduct has the purpose or effect of substantially interfering with the student s academic performance by creating an intimidating, hostile, or offensive education environment. In situations between students and school officials, faculty, staff, or volunteers who have direct contact with students, bullying and harassment may also include the following behaviors: Requiring that a student submit to bullying or harassment by another student, either explicitly or implicitly, as a term or condition of the targeted student s education or participation in school programs or activities; and/or Requiring submission to or rejection of such conduct as a basis for decisions affecting the student. Any person who promptly, reasonably, and in good faith reports an incident of bullying or harassment under this policy to a school official, shall be immune from civil or criminal liability relating to such report and to the person s participation in any administrative, judicial, or other proceeding relating to the report. Individuals who knowingly file a false complaint may be subject to appropriate disciplinary action.
17 Code No. 104 Page 3 of 3 ANTI-BULLYING/HARASSMENT POLICY Retaliation against any person, because the person has filed a bullying or harassment complaint or assisted or participated in a harassment investigation or proceeding, is also prohibited. Individuals who knowingly file false harassment complaints and any person who gives false statements in an investigation shall be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy. Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and expulsion. Any school employee found to have retaliated in violation of this policy shall be subject to measures up to, and including, termination of employment. Any school volunteer found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds. The school or school district will promptly and reasonably investigate allegations of bullying or harassment. The superintendent or designee will be responsible for handling all complaints by students alleging bullying or harassment. The superintendent or designee will be responsible for handling all complaints by employees alleging bullying or harassment. It also is the responsibility of the superintendent, in conjunction with the investigator and principals, to develop procedures regarding this policy. The superintendent also is responsible for organizing training programs for students, school officials, faculty, staff, and volunteers who have direct contact with students. The training will include how to recognize harassment and what to do in case a student is harassed. It will also include proven effective harassment prevention strategies. The superintendent will also develop a process for evaluating the effectiveness of the policy in reducing bullying and harassment. The superintendent shall report to the board on the progress of reducing bullying and harassment. The board will annually publish this policy and a copy shall be made to any person who requests it at the central administrative office. Legal References: 20 U.S.C i (2012). 29 U.S.C. 794 (2012). 42 U.S.C. 2000d-2000d-7 (2012). 42 U.S.C et. seq. (2012). Iowa Code 216.9; ; (2013). 281 I.A.C. 12.3(6). Morse v. Frederick, 127 S.Ct (2007) Cross References: 502 Student Rights and Responsibilities 503 Student Discipline 506 Student Records
18 Code No. 104.E1 ANTI-BULLYING/HARASSMENT COMPLAINT FORM Name of complainant: Position of complainant: Date of complaint: Name of alleged harasser or bully: Date and place of incident or incidents: Description of misconduct: Name of witnesses (if any): Evidence of harassment or bullying, 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: / /
19 Code No. 104.E2 ANTI-BULLYING/HARASSMENT WITNESS DISCLOSURE FORM Name of witness: Position of witness: Date of testimony, interview: Description of incident 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: / /
20 Code No. 104.R1 Page 1 of 2 ANTI-BULLYING/HARASSMENT INVESTIGATION PROCEDURES Individuals who feel that they have been harassed should: Communicate to the harasser that the individual expects the behavior to stop, if the individual is comfortable doing so. If the individual wants assistance communicating with the harasser, the individual should ask a teacher, counselor or principal to help. If the harassment does not stop, or the individual does not feel comfortable confronting the harasser, the individual should: -- tell a teacher, counselor or principal; and -- write down exactly what happened, keep a copy and give another copy to the teacher, counselor or principal including; o what, when and where it happened; o who was involved; o exactly what was said or what the harasser did; o witnesses to the harassment; o what the student said or did, either at the time or later; o how the student felt; and o how the harasser responded. COMPLAINT PROCEDURE An individual who believes that the individual has been harassed or bullied will notify the school counselor, the designated investigator. The alternate investigator is the building principal. The investigator may request that the individual complete the Harassment/Bullying Complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures. The complainant shall be given a copy of the completed complaint form. Information received during the investigation is kept confidential to the extent possible. The investigator, with the approval of the principal, or the principal has the authority to initiate an investigation in the absence of a written complaint. INVESTIGATION PROCEDURE The investigator will reasonably and promptly commence the investigation upon receipt of the complaint. The investigator will interview the complainant and the alleged harasser. The alleged harasser may file a written statement in response to the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator will make written findings and conclusions as to each allegation of harassment and report the findings and conclusions to the principal. The investigator will provide a copy of the findings of the investigation to the principal.
21 ANTI-BULLYING/ HARASSMENT INVESTIGATION PROCEDURES Code No. 104.R1 Page 2 of 2 RESOLUTION OF THE COMPLAINT Following receipt of the investigator's report, the principal may investigate further, if deemed necessary, and make a determination of any appropriate additional steps which may include discipline. Prior to the determination of the appropriate remedial action, the principal may, at the principal's discretion, interview the complainant and the alleged harasser. The principal will file a written report closing the case and documenting any disciplinary action taken or any other action taken in response to the complaint. The complainant, the alleged harasser and the investigator will receive notice as to the conclusion of the investigation. The principal will maintain a log of information necessary to comply with Iowa Department of Education reporting procedures. POINTS TO REMEMBER IN THE INVESTIGATION Evidence uncovered in the investigation is confidential. Complaints must be taken seriously and investigated. No retaliation will be taken against individuals involved in the investigation process. Retaliators will be disciplined up to and including suspension and expulsion. CONFLICTS If the investigator is a witness to the incident, the alternate investigator shall investigate.
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EDINBORO UNIVERSITY OF PENNSYLVANIA Sex Discrimination, Sexual Harassment, and Related Unprofessional Conduct Policy No. G004 Supersedes Policy G004, Dated 10/7/88, 1/10/90, 12/2/92, 1/l/99, 1/1/04, 2/29/08,
9.5 Discrimination, Harassment and Other Unacceptable Behaviors (Uniform Policy) Summary Xcel Energy is committed to a workplace free of discrimination and harassment based on race, color, religion, creed,
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence
Martine Guerrier Chief Family Engagement Officer email@example.com Each child s maximum potential can best be achieved through an active engagement between parents 1 and the education community.
South Dakota Parental Rights and Procedural Safeguards Special Education Programs Revised July 2011 Prior Written Notice... 1 Definition of Parental Consent... 3 Definition of a Parent... 3 Parental Consent...
3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination
EVERYONE'S RESPONSIBILITY Guideline for Preventing Harassment and Violence in the Workplace November 2010 Guideline for Preventing Harassment and Violence in the Workplace Workplace Safety & Health Division
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,
AR 5145.7 (a) Students SEXUAL HARASSMENT As defined by Education Code Section 212.5, Sexual harassment means unwelcome sexual conduct including advances, requests for sexual favors, and other verbal, visual,
State University of New York at Potsdam Workplace Violence Prevention Policy and Procedures Revision Date: September 15, 2015 Page 1 of 7 TABLE OF CONTENTS Policy... 3 Statement... 3 Definitions... 3 Application
State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.
Massachusetts Department of Elementary and Secondary Education Checklist Required Content of Bullying Prevention and Intervention Plans under G.L. c. 71, 37O This checklist is provided by the Department
COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on
1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where
Springfield Public Schools BULLYING POLICY Approved by School Committee May 13, 2010 Amended March 6, 2014 Amended December 5, 2014 SPRINGFIELD PUBLIC SCHOOLS BULLYING PREVENTION POLICY INTRODUCTION Bullying
SWITZERLAND COUNTY School Corporation Policy Anti-Bullying Policy SCSC POLICY 6.72 The following policy has been established by the school board of Switzerland County School Corporation regarding anti-bullying.
I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment
Complaint Policy and Procedure Policy Statement This policy is intended to provide fair and prompt consideration to all staff complaints. The University encourages all staff to use the complaint procedure
HIGH PLAINS COMMUNITY SCHOOLS SCHOOL BOARD POLICY POLICY 4.1 NON- CERTIFIED PERSONNEL VACATIONS OF FULL- TIME NON- CERTIFIED PERSONNEL The full- time non- certified personnel shall be entitled to two weeks
FARMINGTON PUBLIC SCHOOLS 4118 Personnel Non-Discrimination (Personnel) The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,
AN ACT concerning education. Be it enacted by the People of the State of Illinois, represented in the General Assembly: Section 5. The School Code is amended by changing Section 27-23.7 as follows: (105
Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the
STATE OF CALIFORNIA DATE: 07/23/03 NO. 03-07 EXPIRES: Indefinite DEPARTMENT OF JUSTICE JUS 400 (REVISED 7/85) DISTRIBUTION: A - MANAGEMENT MANAGEMENT BULLETIN B - MGMT & SUPERVISORY X C - ALL EMPLOYEES
University of California, Berkeley Graduate Division Office of the Dean 424 Sproul Hall #5900 Berkeley, CA 94720-5900 Graduate Appeal Procedure (Approved by the Graduate Council, April 27, 1998) PURPOSE
Chicago Public Schools Policy Manual Title: ANTI-BULLYING POLICY Section: 705.5A Board Report: 14-0625-PO1 Date Adopted: June 25, 2014 Policy: ANTI-BULLYING POLICY Purpose The Illinois General Assembly
SETTLEMENT AGREEMENT BETWEEN THE U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES OFFICE FOR CIVIL RIGHTS AND THE STATE OF GEORGIA DEPARTMENT OF HUMAN SERVICES OCR TRANSACTION NUMBER: 09-102792 Table of Contents
BULLYING AND HARASSMENT 5.421* I. Bullying and Harassment Prohibited A. It is the policy of the Seminole County School Board that all of its students, volunteers, and school district level employees have
THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,
Campus and Workplace Violence 1 Prevention SECTION I Policy SUNYIT is committed to providing a safe learning and work environment for the college community. The College will respond promptly to threats,
POLICY 14-UMBER &/tay2-6t/v ISSUED Edward Mar _ City _Manager March 13, 1997 REVISIONS REVISED SECTION III. Legal Ramifications IV. Policy Implementation V. Non-Retaliation VI. Notification SUBJECT: POLICY
CLINTON COMMUNITY SCHOOLS APPLICATION FOR PAYROLL ASSISTANT 1401 12 th Ave N. /INSURANCE/RECEPTIONIST P.O. Box 2956 Clinton, Iowa 52733-2956 DATE OF APPLICATION: (563)243-0463 FAX: (563)243-0493 http://www.clinton.k12.ia.us
SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition
4118.11 4218.11 Personnel - Certified/Non-Certified NON-DISCRIMINATION The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,
Dale Marsden, Ed.D. Superintendent Perry Wiseman, Ed.D Assistant Superintendent Dear Applicant: We are pleased that you are interested in substitute teaching with the San Bernardino City Unified School
How to Protect Students from Sexual Harassment: A Primer for Schools This fact sheet is part of a series of tools designed by the National Women s Law Center to help schools address the dropout crisis.
i The University of Louisiana at Monroe Online Doctoral Program in Marriage and Family Therapy: Concentration in Creative Systemic Studies Doctor of Philosophy Degree Program Handbook Policies and Procedures
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TITLE 11 CHAPTER 2 PART 21 LABOR AND WORKERS COMPENSATION JOB TRAINING WORKFORCE INVESTMENT ACT GRIEVANCE AND COMPLAINT RESOLUTION PROCEDURES 188.8.131.52 ISSUING AGENCY: New Mexico Department of Workforce
CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) Page 1 of 1 ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 SUBJECT: DEPARTMENT OF HUMAN RESOURCES SUPERCEDES: 1/19/96 EQUAL EMPLOYMENT OPPORTUNITY POLICY
CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
Policy Statement Number: PS-01 Title/Topic: Equal Opportunity Policy Effective Date: 2/5/2013 Revision Number: PS0001.R06 I. PURPOSE The purpose of this policy statement is to assert Louisiana State University