1 Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students should be treated with respect and be free of unlawful discrimination, harassment, and bullying as a part of a safe, orderly, caring and inviting working and learning environment. The Board will not tolerate any form of unlawful discrimination, harassment or bullying in any of its educational or employment activities. I. Definitions For purposes of this policy, the following definitions apply: A. School employee School employee means any of the following: an employee of a local board of education or an independent contractor or an employee of an independent contractor of a local board of education. B. Student Student is a person who has been assigned to a school by a local board of education or a person who has been suspended or expelled from any of those schools within the last year. C. Discrimination Discrimination means any act or failure to act that unreasonably and unfavorably differentiates treatment of others based solely on their membership in a socially distinct group or category, such as race, ethnicity, sex, pregnancy, religion, age or disability. Discrimination may be intentional or unintentional. D. Harassment 1. Harassment behavior is any pattern of gestures or written, electronic or verbal communications, or any physical act or any threatening communication that:
2 Page 2 a. places a student or school employee in actual and reasonable fear of harm to his or her person or damage to his or her property; or b. creates or is certain to create a hostile environment by substantially interfering with or impairing a student s educational performance, opportunities or benefits. Hostile environment means that the victim subjectively views the conduct as harassment and that the conduct is objectively severe or pervasive enough that a reasonable person would agree that it is harassment. A hostile environment may be created through pervasive or persistent misbehavior or a single incident, if sufficiently severe. Harassment includes, but is not limited to, behavior described above that is reasonably perceived as being motivated by any actual or perceived differentiating characteristic or motivated by an individual s association with a person who has or is perceived to have a differentiating characteristic, such as race, color, religion, ancestry, national origin, gender, socioeconomic status, academic status, gender identity, physical appearance, sexual orientation, or mental, physical, developmental or sensory disability. Examples of behavior that may constitute bullying or harassment include, but are not limited to, verbal taunts, name-calling and put-downs, epithets, derogatory comments or slurs, lewd propositions, exclusion from peer groups, extortion of money or possessions, implied or stated threats, assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement, and visual insults, such as derogatory posters or cartoons. Legitimate age-appropriate pedagogical techniques are not considered harassment or bullying. It is possible for harassment, including sexual or gender-based harassment, to occur in various situations. For example, harassment may occur between fellow students or co-workers, between supervisors and subordinates, between employees and students, or between non-employees, including visitors, and employees or students. Harassment may occur between members of the opposite sex or the same sex.
3 Page 3 2. Sexual harassment is one type of harassment. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when: a. submission to the conduct is made, either explicitly or implicitly, a term or condition of an individual s employment, academic progress or completion of a school-related activity; b. submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual, or in the case of a student, submission to or rejection of such conduct is used in evaluating the student s performance within a course of study or other school-related activity; or c. such conduct is sufficiently severe, persistent or pervasive that it has the purpose or effect of unreasonably interfering with an employee s work or performance or a student s educational performance, limiting a student s ability to participate in or benefit from an educational program or environment, or creating an abusive, intimidating, hostile or offensive work or educational environment. Sexually harassing conduct includes, but is not limited to, deliberate, unwelcome touching that has sexual connotations or is of a sexual nature, suggestions or demands for sexual involvement accompanied by implied or overt promises of preferential treatment or threats, pressure for sexual activity, continued or repeated offensive sexual flirtations, advances or propositions, continued or repeated verbal remarks about an individual s body, sexually degrading words used toward an individual or to describe an individual, or the display of sexually suggestive drawings, objects, pictures or written materials. Acts of verbal, nonverbal or physical aggression, intimidation or hostility based on sex, but not involving sexual activity or language, may be combined with incidents of sexually conduct are sufficiently serious to create a sexually hostile environment. 3. Gender-based harassment is also a type of harassment. Genderbased harassment may include acts of verbal, nonverbal or physical aggression, intimidation or hostility based on sex or sexstereotyping but not involving conduct of a sexual nature.
4 Page 4 E. Bullying behavior Bullying may be characterized as offensive, intimidating, malicious, or insulting behavior. It is an abuse or misuse of power through means intended to undermine, humiliate, denigrate, or injure the recipient. It is not limited to, behavior described above that is reasonably perceived as being motivated by any actual or perceived differentiating characteristic or motivated by an individual s association with a person who has or is perceived to have a differentiating characteristic, such as race, color, religion, ancestry, national origin, gender, socioeconomic status, academic status, gender identity, physical appearance, sexual orientation, or mental, physical, developmental or sensory disability. Examples of behavior that may constitute bullying or harassment include, but are not limited to, verbal taunts, name-calling and put-downs, epithets, derogatory comments or slurs, lewd propositions, exclusion from peer groups, extortion of money or possessions, implied or stated threats, assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement, and visual insults, such as derogatory posters or cartoons. Legitimate age-appropriate pedagogical techniques are not considered harassment or bullying. Cyber-bullying is one type of bullying behavior. II. Application of Policy This Policy prohibits unlawful discrimination, harassment and bullying by students, employees, volunteers, and visitors. Visitors includes persons, agencies, vendors, contractors and organizations doing business with or performing services for the School District. This Policy applies to behavior that takes place: A. in any school building or on any school premises before, during or after school hours; B. on any bus or other vehicle as part of any school activity; C. during any school-sponsored activity or extracurricular activity;
5 Page 5 D. at any time or place when the individual is subject to the authority of school personnel; and E. at any time or place when the behavior has a direct and immediate effect on maintaining order and discipline in the schools. III. Prohibited Behaviors and Consequences Students, School District employees, volunteers and visitors are expected to behave in a civil and respectful manner. The Board expressly prohibits unlawful discrimination, harassment and bullying. In accordance with G.S (Cyber-bullying of school employee by student; penalty), it is unlawful for a student to use a computer or computer network to do any of the following: A. With the intent to intimidate or torment a school employee 1. Build a fake profile or Web site. 2. Post or encourage others to post on the Internet private, personal, or sexual information pertaining to a school employee; 3. Post a real or doctored image of the school employee on the Internet. 4. Access, alter, or erase any computer network, computer data, computer program, or computer software, including breaking into a password-protected account or stealing or otherwise accessing passwords. 5. Use a computer system for repeated, continuing, or sustained electronic communications, including electronic mail or other transmissions, to a school employee. B. Make any statement, whether true or false, intending to immediately provoke, and that is likely to provoke any third party to stalk or harass a school employee.
6 Page 6 C. Copy and disseminate, or cause to be made, an unauthorized copy of any data pertaining to a school employee for the purpose of intimidating or tormenting that school employee (in any form, including, but not limited to, any printed or electronic form of computer data, computer programs, or computer software residing in, communicated by, or produced by a computer or computer network). D. Sign up a school employee for a pornographic Internet site with the intent to intimidate or torment the employee. E. Without authorization of the school employee, sign up a school employee for electronic mailing lists or to receive junk electronic messages and instant messages, with the intent to intimidate or torment the school employee. Students are expected to comply with the behavior standards established in the Student/Parent Handbook, the Code of Student Conduct, and/or Board policies. Employees are expected to comply with board policy and school system regulations. Volunteers and visitors on school property also are expected to comply with board policy and established school rules and procedures. Any violation of this Policy is serious, and school officials shall promptly take appropriate action. Students will be disciplined in accordance with the Procedure P (Code of Student Conduct) and/or other appropriate policies/procedures. Employees who violate this Policy will be subject to disciplinary action, up to, and including, dismissal. Volunteers and visitors who violate this Policy will be directed to leave school property and/or reported to law enforcement, as appropriate. When considering if a response beyond the individual level is appropriate, school administrators should consider the nature and severity of the misconduct to determine whether a classroom, school-wide or school system-wide response is necessary. Such classroom, school-wide or school system-wide responses may include staff training, harassment and bullying prevention programs and other measures deemed appropriate by the superintendent to address the behavior.
7 Page 7 IV. Assignment of students convicted of cyber-bullying Any student who is convicted under G.S of cyber-bullying a school employee shall be transferred to another school within the local school administrative unit. Consideration will be given for placement in an alternative learning program for a finite period of time. If there is no other appropriate school within the local school administrative unit, the student shall be transferred to a different class or assigned to a teacher who was not involved as a victim of the cyber-bullying. Notwithstanding the provisions in this section, the superintendent may modify, in writing, the required transfer of an individual student on a caseby-case basis. V. Notice The Superintendent is responsible for providing effective notice to students, parents and employees of the procedures for reporting and investigating complaints of discrimination, harassment and bullying. This Policy must be posted on the school system website, and copies of the Policy must be readily available in the principal s office, the media center at each school and the superintendent s office. Notice of this Policy must appear in all student and employee handbooks and in any school system publication that sets forth the comprehensive rules, procedures and standards of conduct for students and employees. VI. Training Programs The Board directs the Superintendent to make all staff and students aware of all policies, procedures, etc. concerning discrimination, harassment, and bullying. As funds are available, the Board will provide additional training for students, employees and volunteers who have significant contact with students regarding the board s efforts to address discrimination, harassment and bullying and will create programs to address these issues. The training or programs should (1) provide examples of behavior that constitutes discrimination, harassment or bullying; (2) teach employees to identify groups that may be the target of discrimination, harassment or bullying; and (3) train school employees to be alert to locations where such behavior may occur, including locations within school buildings, at school bus stops, and on cell phones and the Internet.
8 Page 8 VII. Anti-Discrimination Coordinator The Director of Student Services is Pitt County Schools designated Anti- Discrimination, Harassment and Bullying Coordinator / Section 504 Coordinator and shall participate in training by the Department of Public Instruction pertaining to anti-discrimination, anti-harassment and anti-bullying. The Coordinator shall coordinate the school system s efforts to comply with and carry out its Title IX, Section 504 and ADA responsibilities, which include investigating any complaints communicated to school officials alleging noncompliance with Title IX, Section 504 or the ADA or alleging actions which would be prohibited by those laws. VIII. Evaluation The Superintendent shall evaluate the effectiveness of efforts to correct or prevent discrimination, harassment and bullying and shall share these evaluations periodically with the Board. Last Revision/Adoption: December 7, 2009, March 21, 2005 Legal References: Age Discrimination in Employment Act of 1967, 29 U.S.C. 621 et seq.; Americans With Disabilities Act, 42 U.S.C et seq., 28 C.F.R. pt. 35; Rehabilitation Act of 1973, 29 U.S.C. 705(20), 794, 34 C.F.R. pt. 104; Title VI of the Civil Rights Act of 1964, 42 U.S.C. 2000d et seq., 34 C.F.R. pt. 100; Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e et seq., 29 C.F.R. pt. 1604; Title IX of the Education Amendments of 1972, 20 U.S.C et seq., 34 C.F.R. pt. 106; Racial Incidents and Harassment Against Students at Educational Institutions; Investigative Guidance, U.S. Department of Education, Office for Civil Rights (1994); Revised Sexual Harassment Guidance: Harassment of Students by School Employees, Other Students, or Third Parties, U.S. Department of Education, Office for Civil Rights (2001); Oncale v. Sundowner Offshore Services, 523 U.S. 75 (1998); G.S. 115C-335.5, through ; ; State Board of Education Policy HRS-A-007 Cross References: Procedure P (Procedure for Student and Parent Grievances).
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