he/she will notify the HR Officer immediately.
4. Investigation By authority of the District, the HR Officer, upon receipt of a report or complaint alleging sexual harassment or sexual violence shall promptly initiate an investigation. The HR Officer may conduct the investigation or desig- nate other individuals to assist. The complaining party may be asked to submit a written statement, if not done previously, and potential witnesses. The investigating party shall provide a written report of the status of the investigation within ten (10) working days to the Super- intendent or to the School Board, if the Superinten- dent is the subject of the complaint. The alleged har- asser, the complainant and/or others who may have knowledge of the alleged incident(s) or circumstances giving rise to the complaint may be interviewed. In addi- tion, the District may take immediate steps, at its discre- tion, to protect the parties involved pending completion of an investigation of the alleged sexual harassment or sexual violence.
5. Report and Recommendation Once the investigation is complete, the HR Officer will prepare a written report to the Superintendent summa- rizing the complaint and the investigation findings; and if the complaint is verified, recommending appropriate action. If it is determined that the alleged conduct did occur and constitutes sexual harassment and/or vio- lence, the Superintendent will determine what discipli- nary action, if any, is appropriate to eliminate the harass- ment and prevent its reoccurrence. In making this de- termination, the Superintendent shall take into account the nature and severity of the harassment and/or vio- lence, and the entire records of the individuals in- volved.
Such remedial measures may include offering rein- statement, promotion, or other benefits that were de- nied; reassignment of the harasser or voluntary reas- signment of the victim; and facilitating an agreement between the harasser and the victim to allow them to continue working together. Discipline of the harasser, up to and including warning, suspension or immediate termination or expulsion, shall be appropriate. Follow- up meetings with both the harasser and the victim may be necessary to assure that the harassment is not re- peated, and that no retaliation occurs. In appropriate case, the Superintendent may also take immediate measures, such as suspension, pending completion of the investigation in order to protect the complaining party, students, or employees.
6. No Retaliation
No person shall be subjected to retaliation of any sort as a result of filing a report of sexual harassment or vio- lence and/or participating in an investigation. Engaging in any retaliatory conduct will be grounds for discipline up to and including dismissal or expulsion. Retaliation
includes, but is not limited to, any form of intimidation, reprisal, or harassment. 7. Policy By-Pass Any individual with a sexual harassment complaint may choose to bypass this policy and proceed directly to: NH Commission on Human Rights, 2 Chenelle Drive, Concord, NH, telephone 603/271-2767 or US Depart- ment of Health & Human Services, Office for Civil Rights, Region 1, JFK Building, Room 1875, Boston, Massachusetts 02203, telephone: 617/565-1340.
STUDENT CONDUCT, DISCIPLINE AND DUE PROCESS
(Safe School Zones)
The School Board expects student conduct to contrib- ute to a productive learning climate. Individual rights are to be honored and protected in all instance; however, the rights of one individual shall not take precedence over those of another individual or of the group itself, and all students shall have equal rights and equal re- sponsibilities in the classroom or at any school-spon- sored activity.
Students have a responsibility to know and respect the rules and regulations of the school. Students have the further responsibility to behave in a manner appropriate to good citizenship everywhere. This includes treating all students and staff with courtesy, consideration and respect.
The School Board further recognizes the right of each school to establish disciplinary procedures in accor- dance with RSA 193:13 and RSA 193-D through the development of administrative procedures which are approved by the Superintendent or his/her designee. Due process shall be afforded to any student involved in a proceeding that may result in suspension or expul- sion. Students expelled from school may be reinstated by the School Board under the provisions of RSA 193:13. The Superintendent may modify expulsion re- quirements as provided in RSA 193:13, IV, and in ac- cordance with Policy JICI.
Incidents of "gross misconduct" as defined by Ed 317, RSA 193-D (Safe School Zones Act) include theft, de- struction, and violence and are reportable offenses. Response to a student's action will be consistent with the Memorandum of Understanding and Response Plan for Criminal Incidents by and between the School District and the Police Department. Refusal to conform to the reasonable rules of the school will not be con- doned or tolerated and will result in appropriate discipli- nary action, which may include, but not limited to, a school suspension or expulsion (RSA 193:13).
Notice of this policy shall be provided to students, staff, and contracted personnel through appropriate refer- ences in the student and employee handbooks, or through other reasonable means.
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