If you change your phone number or move, please fill out the appropriate form found under School Stream Forms.
All staff are reminded of the District’s commitment to maintaining a work environment free from all forms of discrimination, including unlawful harassment.
For the purpose of this policy, harassment of an employee consists of verbal, written, graphic or physical conduct relating to an individual’s race, color, national origin/ethnicity, gender, age, disability, sexual orientation or religion when such conduct:
- Is sufficiently severe, persistent or persuasive that it affects an individual’s ability to perform job functions or creates an intimidating, threatening or abusive work environment.
- Has the purpose or effect of substantially or reasonably interfering with an individual’s work performance.
- Otherwise adversely affects an individual’s employment opportunities.
For purposes of this policy, sexual harassment of an employee shall consist of unwelcome sexual advances, request for sexual favors, and other inappropriate verbal, written, graphic or physical conduct of a sexual nature when:
- Acceptance of unwelcome sexual advances, request for sexual favors, or other verbal or physical conduct of a sexual nature is a term or condition of an individual’s continued employment.
- Submission to or rejection of such conduct is the basis for employment decisions affecting the individual.
- Such conduct is sufficiently severe, persistent of pervasive that it has the purpose or effect of creating an intimidating, hostile or offensive working environment.
Examples of conduct that may constitute sexual harassment include but are not limited to sexual flirtations, advances, touching or propositions, verbal abuse of a sexual nature; graphic or suggestive comments about an individual’s dress or body, sexually degrading words to describe an individual; jokes, pin-ups, calendars, objects, graffiti, vulgar statements, abusive languages, innuendoes, references to sexual activities, overt sexual conduct, or any conduct that has the effect of unreasonably interfering with an employee’s ability to work or create an intimidating, hostile or offensive learning or working environment.
Complaint Procedure
- An employee shall report a complaint of harassment, orally or in writing, to the building principal or a designated employee, who shall inform the employee of his/her rights and of the complaint process.
- The building principal immediately shall notify the superintendent or other designated administrator and shall conduct an impartial, thorough and confidential investigation of the alleged harassment.In determining whether alleged conduct constitutes harassment, the totality of the circumstances, nature of the conduct, and context in which the alleged conduct occurred shall be investigated.
- The building principal shall prepare a written report summarizing the investigation and recommending disposition of the complaint. Copies of the report shall be provided to the complaint, the accused, the superintendent and others directly involved, as appropriate.
- If the investigation results in a substantial charge of harassment, the district shall take prompt corrective action to ensure the harassment ceases and will not occur.