Policy Details Page

Regulation. 5207R
Personnel

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PROHIBITION OF HARASSMENT, BULLYING AND INTIMIDATION 

Informal Complaint Process
Anyone may use informal procedures to report and resolve complaints of harassment,
intimidation or bullying, even if the alleged perpetrator is unknown at the time. While it is not
required, complainants are encouraged to attempt informal procedures with the guidance of
appropriate staff members prior to filing a formal complaint. At the building level, programs may
be established for receiving anonymous complaints. Such complaints must be appropriately
investigated and handled consistent with due process requirements. Informal reports may be
made to any staff member, and staff shall always inform complainants of their right to, and the
process for, filing a formal complaint. Staff shall also direct potential complainants to an
appropriate staff member who can explain the informal and formal complaint processes and what
a complainant can expect. Staff members shall also inform an appropriate supervisor or
designated staff person when they receive complaints of harassment, intimidation or bullying,
especially when the complaint is beyond their training to resolve alleged serious misconduct.
Informal remedies include, but are not limited to, an opportunity for the complainant to explain
to the alleged perpetrator that the conduct is unwelcome, disruptive or inappropriate, either in
writing or face-to-face; a statement from a staff member to the alleged perpetrator that the
alleged conduct is not appropriate and could lead to discipline if proven or repeated; or a general
public statement from an administrator in a building reviewing the district harassment,
intimidation and bullying policy without identifying the complainant. Informal complaints may
become formal complaints at the request of the complainant, parent or guardian, or because the
district believes the complaint needs to be more thoroughly investigated.

Formal Complaint Process
Anyone may initiate a formal complaint of harassment, intimidation or bullying, even if the
informal complaint process is being used. Complainants should not be promised confidentiality
at the onset of an investigation. It cannot be predicted what will be discovered or what kind of
hearings may result. Efforts should be made to increase the confidence and trust of the person
making the complaint. The district will fully implement the anti-retaliation provisions of the
policy to protect complainant(s) and witness(es). The building principal or designee may
conclude that the district needs to conduct an investigation based on information in his/her
possession regardless of the complainant’s interest in filing a formal complaint. The following
process shall be followed pertaining to formal complaints:

A. All complaints, whether written or verbal, shall be filed with the site/building or program
administrator. Formal complaints shall set forth the specific acts, conditions or
circumstances alleged to have occurred that may constitute harassment, intimidation or
bullying.

B. Regardless of the complainant’s interest in filing a formal complaint, the building or
program administrator or the district’s compliance officer may conclude that the district
needs to investigate the matter as if a formal complaint had been filed based upon
information in his/her possession.

C. The site/building or program administrator or designee shall investigate all formal
complaints of harassment, intimidation or bullying, and other information in their
possession that the site/building or program administrator believes requires further
investigation. The site/building or program administrator or designee is to investigate
student-to-student harassment, intimidation or bullying complaints and take appropriate
action. The investigation of harassment, intimidation or bullying complaints involving
employees shall be referred to the site/building or program administrator who, in
consultation with the district’s compliance officer, will determine who will coordinate the
investigatory efforts. Within thirty (30) working days, the investigator shall render a
decision in writing and mail it to the complainant. Time limits may be extended by
mutual consent. A letter confirming any extension will be sent. If mutual agreement to a
timeline extension is not reached, the complainant may immediately appeal to the next
level. The complaint will be considered abandoned and the matter settled in accordance
with the district’s official last answer if the complainant fails to appeal the decision to the
next level within the designated appeal period.

Appeal process
Level One
Should the complainant determine the decision is unsatisfactory; a written appeal must be filed
with the superintendent within ten (10) working days after receipt of the written response.
Within fifteen (15) working days after receipt of the appeal, the Superintendent or designee shall
meet with the complainant in an effort to resolve the matter. Within thirty (30) working days
after the meeting, the decision of the Superintendent or designee shall be rendered in writing and
mailed to the complainant. Should the complainant determine the decision is unsatisfactory; an
appeal must be made within ten (10) working days after receipt of the written response.

Level Two
The appeal must be made in writing to the President of the School Board. The Board shall
review the complaint and may establish a hearing to review the case. The board has thirty (30)
working days to render a decision. The complainant will be notified in writing of the Board’s
decision.

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Approval Date: 10/04/2004