No employee or applicant shall be discriminated against in the basis of race, color, national origin, gender, disability, age, religion, creed, sexual orientation, gender identity, marital status, and socioeconomic status. Inquires or grievances related to this policy may be directed to Mr. Joseph Nelson, Equity Coordinator, 120 Central Ave. East, Clarion, Iowa 50525, phone 515-532-3423, or to the Director of the Office for Civil rights, U.S. Department of Education, 500 West Madison Street, Suite 1475, Chicago, Illinois 60661.
Suspected Bullying and/or Harassment
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.
Harassment of students will not be tolerated by anyone, with anyone, to anyone at anytime1 in the school district. This policy is in effect while students are on school grounds, school district property, or on property within the jurisdiction of the school district; while on school owned and/or school operated buses, vehicles or chartered buses; while attending or engaged in school activities; and while away from school grounds if the misconduct directly affects the good order, efficient management and welfare of the school district.
Harassment prohibited by the district includes, but is not limited to, harassment on the basis of race, sex, creed, color, national origin, religion, marital status, disability, sexual orientation, age, gender identity, physical attributes, physical or mental ability, ancestry, political party preference, political belief socioeconomic status or familial status. Students, whose behavior is found to be in violation of this policy, will be subject to the investigation procedure, which may result in discipline, up to and including, suspension and expulsion.
A student who believes he/she has been harassed shall notify the Guidance Counselor, the designated investigator. The alternate investigator is the building principal. The investigator may request that the student complete the Harassment Complaint Form* and turn over evidence of the harassment, including, but not limited to, letters, tapes, or pictures. Information received during the investigation shall be kept confidential to the extent possible.
The investigator, with the approval of the principal, or the principal has the authority to initiate a harassment investigation in the absence of a written complaint.
The investigator shall reasonably and promptly commence the investigation upon receipt of the complaint. The investigator shall interview the complainant and alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator shall make written findings and conclusions as to each allegation of harassment and report the findings and conclusions to the principal. The investigator will outline the findings of the investigation to the principal.
When appropriate and the preliminary investigation warrants, the Wright County Sheriff will be designated as an impartial investigator.
Resolution Of The Complaint
Following receipt of the investigator’s report, the principal may investigate further, if deemed necessary, and make a determination of the appropriate next step, which may include discipline up to and including suspension and expulsion.
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 shall 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, and alleged harasser and the investigator shall receive notice as to the conclusion of the investigation.
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
If the investigator is a witness to the incident, the alternate investigator shall be the investigator.
* See Board Policy: 502.10E1
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