Sexual Harassment Of Or By Employees Or Students #4-4119.11

Board Policy #4-4119.11

 

The Governing Board is committed to maintaining an educational environment that is free from harassment. The Board prohibits sexual harassment of employees, or other persons, at school or at school-sponsored or school-related activities. The Board also prohibits retaliatory behavior or action against persons who complain, testify, assist or otherwise participate in the complaint process established pursuant to this policy and the administrative regulation.

 

I. Sexual harassment of or by any employee shall not be tolerated. The Governing Board considers sexual harassment to be a major offense which can result in disciplinary action of the offending employee.

 

II. Pursuant to Education Code, Section 212.5, and CCR 4916, sexual harassment is defined as follows:

 

"For the purpose of this chapter, 'sexual harassment' means unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature, made by someone from or in the work or educational setting whether it occurs between individuals of the same sex or individuals of opposite sexes, under any of the following conditions:

 

A. "Submission to the conduct is explicitly or implicitly made a term or a condition of an individual's employment, academic status, progress, or promotion.

 

B. "Submission to, or rejection of, the conduct by the individual is used as the basis for employment or academic decisions affecting the individual.

 

C. "The conduct has the purpose or effect of having a negative impact upon the individual's work or academic performance, or of creating an intimidating, hostile, or offensive work or educational environment.

 

D. "Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits, and services, honors, programs, or activities available at or through the educational institution."

 

III. Sexual Harassment by Employees

 

Personal conduct beyond working relationships may at some point become unwelcome. Employees placed on notice that the co-employee now believes the conduct to be unwelcome shall cease such conduct immediately. Any conduct of a sexual nature following such notice may be determined to be sexual harassment. Such conduct is subject to investigation by the employer on the complaint of an individual who believes it to be unwelcome. Upon completion of the investigation, the harasser may be subject to disciplinary action up to and including termination. Employees who participate in a consensual relationship, and at some point wish to discontinue the relationship, must clearly state to the other participant that the conduct is no longer consensual or welcome, and that all such conduct must cease.

 

A. Reporting Procedures for Employees

The Board encourages and expects employees to immediately report incidents of sexual harassment by other employees or other individuals at their work site to their immediate supervisor, site administrator or to the Assistant Superintendent of Human Resources at (626) 854-8337. Victims of sexual harassment should file a formal complaint verbally or in writing as soon as possible.

 

B. Reporting Procedures for Students

Any student who feels that he/she has been the victim of sexual harassment by employees or other adults at the school as previously defined in this policy pursuant to the provisions of Education Code, Section 212.5, or according to Regulation 5- 5131, shall immediately file a complaint either verbally or in written form to a teacher, counselor, administrator at the school site, or to the Director of Special Projects/GATE at (626) 854-8390.

 

C. Any student who has knowledge of conduct by employees of the District, volunteers, or other individuals of the community which may constitute sexual harassment should immediately report verbally or in written form such conduct to a staff member or administrator of the school.

 

IV. Sexual Harassment by Students

In addition to the reasons specified in Education Code, Section 48900, Section 48900.2 specifies that a pupil may be suspended from school or recommended for expulsion if the superintendent or principal of the school in which the pupil is enrolled determines that the pupil has committed sexual harassment as defined in Education Code Section 212.5. (See Regulation 5-5131 for a more detailed description of sexual harassment between students.)

 

A. For purposes of this policy, the conduct described in Education Code, Section 212.5, must be considered by a reasonable person of the same gender as the victim to be sufficiently severe or pervasive to have a negative impact upon the individual's academic performance or to create an intimidating, hostile, or offensive educational environment.

 

B. Reporting Procedures for Students

Any student who feels that he/she has been the victim of sexual harassment by students or other individuals at their school site as previously defined in this policy pursuant to the provisions of Education Code Section 212.5 or according to Regulation 5-5131 shall immediately file a complaint either verbally or in written form to a teacher, counselor, administrator at the school site or to the Director of Special Projects/GATE, at (626) 854-8520.

 

C. Any student who has knowledge of conduct by other students at the school which may constitute sexual harassment should immediately report verbally or in written form such conduct to a staff member or administrator of the school.

 

V. Assistance In Reporting

 

A. In the event, employees or students desire specific assistance or information on the regulations or for reporting charges of sexual harassment, they may contact as follows:

 

Students – contact Title IX co-chairs – Director of Pupil Services or Director of Special Projects/GATE at (626) 854-8520;

Employees – contact Assistant Superintendent of Human Resources (626) 854-8337. The address to the District Office is 1830 South Nogales Street, Rowland Heights, CA 91748-2993.

 

B. In addition, employees or students may obtain further assistance in reporting sexual harassment or pursuing available remedies outside the District by contacting the State Department of Fair Employment and Housing at (213) 897-2840 or the U. S. Office of Equal Employment Opportunity Commission at (800) 669-EEOC. Social Service Personnel can also be contacted and their number is (800) 540-4000.

 

VI. Filing of Complaints

 

A. Any teacher, counselor, supervisor or administrator who has received a sexual harassment complaint, verbally or in writing from any student or employee, must forward a written report to the building administrator.

 

B. If the alleged harasser is a student, the building administrator must forward a report to the Director of Special Projects/GATE, and if the alleged harasser is an employee or volunteer the building administrator must report it to the Assistant Superintendent of Human Resources. Once the complaint has been reported, the building administrator or designee must commence an investigation. (See Procedures for Response to Formal Complaints R 6-6124.) Following the investigation and

after making a determination that sexual harassment did occur, the harasser will be disciplined accordingly.

 

VII. Posting and Dissemination

 

A. This policy shall be displayed in the Administrative offices of the District. A copy of this policy shall be provided as part of the orientation program conducted for new students at the beginning of each quarter, semester, and summer session. A copy of this policy shall be provided to each faculty member, all members of the administrative staff and all classified employees at the beginning of each school year or at the time there is a new employee hired.

 

B. A copy of this policy shall also appear in any publication such as student handbooks or advice or rights which may be given to students, parents or employees during the course of the school year.

 

 

The Governing Board is committed to equal opportunity for all individuals in education. District programs and activities shall be free from discrimination based on gender, sex, race, color, religion, ancestry, national origin, ethnic group identification, marital or parental status, physical or mental disability, sexual orientation, or the perception of one or more of such characteristics. The Board shall promote programs which ensure that discriminatory practices are eliminated in all District activities.

 

District programs and facilities, viewed in their entirety, shall be in compliance with the Americans with Disabilities Act.

 

The Superintendent or designee shall ensure that the District provides auxiliary aids and services, when necessary, to afford individuals with disabilities equal opportunity to participate in, or enjoy the benefits of, a service, program, or activity. These aids and services may include, but are not limited to, qualified interpreters or readers, assistive listening devices, note-takers, written materials, taped text, and Braille or large print materials.

 

Individuals with disabilities shall notify the Superintendent or principal if they have a disability that requires special assistance or services. Reasonable notification should be given prior to the school-sponsored function, program, or meeting.

 

The Superintendent or designee shall notify students, parents/guardians, employees, employee organizations, and applicants for admission and employment; and sources of referral for applicants, about the District's policy on nondiscrimination. Such notification shall be included in each announcement, bulletin, catalog, application form, or other recruitment materials distributed to these groups. (34 CFR 104.8, 106.9)

 

The Superintendent or designee shall also provide information about related complaint procedures.

In compliance with law, the District's nondiscrimination policy shall be published in the individual's primary language to the extent practicable.

 

NONDISCRIMINATION EMPLOYMENT

 

The Governing Board recognizes a basic commitment to equal opportunities for all individuals in employment. It is the policy of the Board to uphold federal and state laws and other regulations to ensure that discriminatory practices are eliminated and not tolerated in all areas of District employment, treatment, recognition, and promotion. The District will investigate complaints alleging failure to comply, and seek to resolve those complaints in accordance with these procedures and timelines until a resolution is achieved.

 

All employees are expected to carry out their responsibilities in a manner that is free from discriminatory statements or conduct.

 

The Board prohibits unlawful discrimination against and/or harassment of District employees and job applicants on the basis of actual or perceived race, color, national origin, ethnic group identification, ancestry, religion, age, marital status, pregnancy, physical or mental disability, medical condition, veteran status, gender, sex or sexual orientation at any District sire and/or activity. The Board also prohibits retaliation against any District employee or job applicant who complains, testifies, or in any way participates in the District’s complaint procedures instituted pursuant to this policy.

Any District employee who engages or participates in unlawful discrimination, or who aids, abets, incites, compels, or coerces another to discriminate, is in violation of this policy and is subject to disciplinary action, up to and including dismissal.

 

Employees who believe they have been discriminated against should first try to resolve the issue at the local level by referring their complaint to either the alleged violator and/or their supervisor. If the complainant is not satisfied with the resolution at this level, he/she may refer the complaint to the Director of the Personnel Commission or the Assistant Superintendent of Human Resources.

Employees who allege they have been discriminated against must file their complaint within a thirty (30) day timeline.

 

The Superintendent or designee shall regularly publicize, within the District and in the community, the District’s nondiscrimination policy, and the availability of complaint procedures. Such publication shall be included in each announcement, bulletin, or application form that is used in employee recruitment. (34 FCR 100.6, 106.9)

 

The District’s policy and administrative regulation shall be posted in all schools and offices including staff lounges and student government meeting rooms.

Other Remedies

 

An employee may, in addition to filing a discrimination complaint with the District, file a complaint with either the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC). The time limits for filing such complaints are as follows:

 

1. To file a valid complaint with DFEH, the employee must file his/her complaint within one (1) year of the alleged discriminatory act(s), unless an exception to Government Code 12960. (Government Code 12960)

 

2. To file a valid complaint directly with EEOC, the employee must file his/her complaint within one-hundred, eighty (180) days of alleged discriminatory act(s). To file a valid complaint with EEOC after filing a complaint with DFEH, the employee must file the complaint within three-hundred (300) days of the alleged discriminatory act(s) or within thirty (30 days) after the termination of proceedings by DFEH, whichever is earlier. (42 USC 2000e-5)

 

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política de la Junta #4-4119.11

 

El Consejo de Administración está comprometido a mantener un ambiente educacional libre de acoso. La Mesa prohíbe acoso sexual de empleados, u otras personas, en la escuela o en actividades patrocinadas en la escuela o relacionadas a la escuela. La Mesa también prohíbe comportamiento en represalia o acción contra personas que se quejan, testifican, u de otra manera participan en el proceso de quejas establecido según esta política y la regulación administrativa.

 

Acoso sexual de o por cualquier empleado no deberá tolerarse. El Consejo Administrativo considera acoso sexual ser una ofensa mayor que puede resultar en acción disciplinaria del empleado que ofende.

 

Según el Código de Educación, Sección 212.5, y CCR 4916, acoso sexual se define como sigue:

“Para el propósito de este capitulo, ‘acoso sexual’ quiere decir avances sexuales no solicitados, peticiones para favores sexuales, y otra conducta verbal, visual o física de naturaleza sexual, hecha por alguien de o en el trabajo o ambiente educacional si ocurre entre individuos del mismo sexo o individuos de sexos opuestos, bajo cualquiera de las condiciones a continuación:

 

1. “Sumisión de la conducta explícitamente o implícitamente hizo una imposición o una condición de situación de empleo, situación académica, progreso, o promoción de un individuo.”

 

2. “Sumisión a, o rechazo de, la conducta por un individuo se usa como base para el empleo o para decisiones académicas afectando al individuo.”

 

3. "La conducta tiene el propósito o el efecto de tener un impacto negativo en el trabajo del individuo o en la ejecución académica, o para crear un ambiente de trabajo intimidante o un ambiente educacional intimidante, hostil, u ofensivo.”

 

4. "Sumisión a, o rechazo de, la conducta por el individuo se usa como base para cualquier decisión afectando al individuo tocante beneficios, y servicios, honores, programas, o actividades disponibles en o por medio de la institución educacional."

 

Acoso Sexual por Empleados

 

Conducta personal mas allá de relaciones laborales pueden en algún punto llegar a ser molestas. Los empleados avisados que el co trabajador ahora cree que la conducta es molesta deberá cesar tal conducta inmediatamente. Cualquier conducta de naturaleza sexual después de tal aviso se puede determinar ser acoso sexual. Tal conducta es sujeta a que el empleador investigue la queja presentada por un individuo que cree que esto es molesto. Al haber completado la investigación, el hostigador puede ser sujeto a acción disciplinaria incluyendo terminación de empleo. Los empleados que participan en una relación consensual, y en algún punto desean descontinuar la relación, deben claramente decirle al otro participante que la conducta ya no es consensual o aceptada, y que tal conducta debe cesar.

 

Procedimientos para Reportar Quejas por los Empleados

 

La Mesa anima y espera que los empleados inmediatamente reporten incidentes de acoso sexual por otros empleados u otros individuos en su sitio de trabajo a su supervisor inmediato, a su administrador del sitio, o al Asistente Superintendente - División de Recursos Humanos al (626) 854-8337. Victimas de acoso sexual deben presentar una queja formal verbal o por escrito tan pronto como sea posible.

 

Ayuda para Reportar

 

En el evento que los empleados deseen ayuda especifica o información de las regulaciones, o para reportar cargos de acoso sexual, ellos pueden contactar al Asistente Superintendente – División de Recursos Humanos al (626) 854-8337. La dirección de la Oficina del Distrito es: 1830 South Nogales Street, Rowland Heights, CA 91748-2993.

 

Además, los empleados pueden obtener más ayuda en reportar acoso sexual o proseguir remedios disponibles fuera del Distrito contactando el State Department of Fair Employment and Housing al (213) 897-2840, o a U.S. Office of Equal Employment Opportunity Comission al (800) 669-EEOC. Social Service Personnel puede también contactarse y el número es (800) 540-4000.

 

Presentando Quejas

 

Cualquier maestro, consejero, supervisor, o administrador que ha recibido una queja de acoso sexual, verbalmente o por escrito de cualquier estudiante o empleado, debe entregarle un reporte por escrito al administrador del sitio.

 

Si el presunto hostigador es un estudiante, el administrador del sitio debe enviarle un reporte al Director de Proyectos Especiales, y si el presunto hostigador es un empleado o voluntario, el administrador del sitio debe reportarlo al Asistente Superintendente - División de Recursos Humanos. Una vez que la queja ha sido reportada, el administrador del sitio o su designado deben comenzar una investigación. (Ver Procedimientos para Responder a Quejas Formales R 6-6124.) Siguiendo la investigación, y después de hacer una determinación que acoso sexual sí ocurrió, el hostigador será disciplinado como corresponde.

 

Publicación y Propagación

 

Esta política deberá exhibirse en las Oficinas Administrativas del Distrito. Una copia de esta política deberá proporcionársele a cada miembro de la facultad, a todos los miembros del personal administrativo, y a todos los empleados certificados al principio de cada año escolar, o en el tiempo cuando un empleado nuevo es contratado.

 

Una copia de esta política también deberá aparecer en cualquier publicación dada a estudiantes, padres, o empleados durante el curso del año escolar.

 

Legal Reference:

CODIGO DE EDUCACIÓN

200-262.4 Prohibition of discrimination on the basis of sex

CÓDIGO DEL GOBIERNO

12900-12996 Fair Employment and Housing Act, especially:

12940 Prohibited discrimination

12950.1 Sexual harassment training

CÓDIGO LABORAL

1101 Political activities of employees

1102.1 Discrimination: sexual orientation

CÓDIGO DE REGULACIONES, TÍTULO 2

7287.8 Retaliation

CÓDIGO DE REGULACIONES, TÍTULO 5

4900-4965 Nondiscrimination in elementary and secondary education programs receiving state financial assistance

CÓDIGO DE LOS ESTADOS UNIDOS, TÍTULO 42

2000d-2000d-7 Title VI, Civil Rights Act of 1964

2000e-2000e-17 Title VII, Civil Rights Act of 1964, as amended

2000h-2-2000h-6 Title IX, 1972 Education Act Amendments

CÓDIGO DE REGULACIONES FEDERALES, TÍTULO 34

106.9 Dissemination of policy

DESICIONES DEL TRIBUNAL

Department of Health Services v. Superior Court of California, (2003) 31 Cal.4th 1026

Faragher v. City of Boca Raton, (1998) 118 S.Ct. 2275

Burlington Industries v. Ellreth, (1998) 118 S.Ct. 2257

Gebser v. Lago Vista Independent School District, (1998) 118 S.Ct. 1989

Oncale v. Sundowner Offshore Serv. Inc., (1998) 118 S.Ct. 998

Meritor Savings Bank, FSB v. Vinson et al., (1986) 447 U.S. 57

Management Resources:

OFICINA DE DERECHOS CIVILES Y ASOCIACIÓN NACIONAL DE AGENTES DEL MINISTERIO PÚBLICO

Protecting Students from Harassment and Hate Crime, January, 1999

SITIOS WEB

California Department of Fair Employment and Housing: http://www.dfeh.ca.gov

Equal Employment Opportunity Commission: http://www.eeoc.gov

U.S. Department of Education, Office of Civil Rights: http://www.ed.gov/offices/OCR

Política DISTRITO ESCOLAR UNIFICADO DE ROWLAND

Adoptada: 26 de junio de 2007 Rowland Heights, California

 

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