Rowland Unified School District

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Special Projects/GATE » Sexual Harassment Of Or By Employees Or Students #4-4119.11

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

 
SEXUAL HARASSMENT OF OR BY EMPLOYEES OR STUDENTS
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.
 
Philosophy, Goals, Objectives, and Comprehensive Plans BP 0410(a) NONDISCRIMINATION IN DISTRICT PROGRAMS AND ACTIVITIES
 
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.
 
BP 0410(c)
All Personnel BP 4030(a)
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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El Acoso Sexual De O Por Empleados O Estudiantes
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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所有人員 BP 4119.11(a)
性騷擾
 
管理委員會承諾維護一個不受騷擾的教育環境. 委員會禁止雇員, 或其他人員在學校或由學校主辦的相關活動中性騷擾. 委員會並禁止對抱怨, 作證, 協助或依照這項政策和行政規則而參與投訴過程之人進行報復行為或行動..
 
對或被任何雇員的性騷擾將不會被容忍. 管理委員會認為性騷擾是一項嚴重違規, 其可能導致觸犯的雇員遭受懲戒處分.
 
依照教育法規, 第212.5款及 CCR 4916, 性騷擾定義如下:
 
"為此章節的目的, ' 性騷擾' 意味不受歡迎的性殷勤, 要求性招待, 和其它有性暗示的口頭, 視覺, 或身體行為, 由一起工作或相同教育環境之同性或異性的某人, 在任何下述情況:
1. "順從此行為對此個體的就業, 學術狀態, 進展, 或升遷明確地或暗示地產生一個有利條件.
2. "順從或拒絕此行為將作為依據來影響個人之就業或學術決定.
3. "此行為對個人的工作或學術表現行為有負面地影響, 或製造一個威嚇的, 敵對, 或討厭的工作或教育環境.
4. "順從或拒絕此行為將作為依據來影響個人在教育機構之福利, 和服務, 榮譽, 計劃, 或活動."
 
被教職員性騷擾
 
個人行為超乎工作關係在某一點已變成不受歡迎. 此雇員如被通知其行為已被其同事認為不受歡迎, 其應該立即停止此一行為. 在收到通知後任一有性暗示的行為可被認定是性騷擾. 個人抱怨此不受歡迎的行為將交由雇主調查. 調查完成後, 騷擾者將受到懲戒處分, 嚴重者可遭到解職. 雇員間在雙方同意下發生關係, 如欲中止此關係, 必須清楚地告訴對方, 此行為已不再是雙方同意或受歡迎的, 且所有這樣的行為必須停止.
教職員報告程序
 
委員會鼓勵和盼望在工作地點遭受其他雇員或其他個人性騷擾的教職員,立刻向他們的直屬上司, 校園行政官員或向人事部門的助理總監報告. 電話(626) 854-8337. 性騷擾受害者應該儘快的以口頭或書面方式正式提出控訴.
 
報告的協助
如教職員渴望得到特別的協助或有關規則的資訊或性騷擾報告之費用,他們可聯絡助理總監--人事部門 (626) 854-8337. 學區辦公室之地址是 1830 South Nogales Street, Rowland Heights, CA 91748-2993.
此外, 教職員或學生可利用學區外的補救措施如聯絡”全國公平就業住屋部門”, 電話(213) 897-2840 or 或”平等就業機會委員會美國辦事處”, 電話(800) 669-EEOC. 亦可聯絡社會服務人員, 電話(800) 540-4000 來報告性騷擾事件或獲得進一步協助.
 
如果可疑的騷擾者是學生, 該部門之最高行政官員必須呈送一份報告給特別計劃主任; 如果可疑的騷擾者是雇員或志工, 該部門之最高行政官員必須向人事部門助理總監報告. 一旦控訴被報告, 最高行政官員或被指派者必須開始調查. (參見對正式控訴的回應程序R 6-6124.) 在調查後且認定確實發生性騷擾, 騷擾者將依規定被懲戒.
 
貼出佈告和宣傳
 
這項政策將公佈在學區行政辦公室. 這項政策的影本將做為學生在每季度, 學期, 和暑期班開始所舉辦之新生訓練之一部分. 這項政策的影本將在每學年開始或雇用一名新職員時提供給每一位教學人員, 所有行政人員和所有分類的雇員.
 
這項政策的影本亦將出現在學年期間給學生, 父母或雇員的任一出版物.
法律參考: (見下一頁)
 
法律參考:
教育法規
200-262.4 Prohibition of discrimination on the basis of sex
政府法規
12900-12996 Fair Employment and Housing Act, especially:
12940 Prohibited discrimination
12950.1 Sexual harassment training
勞工法規
1101 Political activities of employees
1102.1 Discrimination: sexual orientation
規則法規, TITLE 2
7287.8 Retaliation
規則法規,, TITLE 5
4900-4965 Nondiscrimination in elementary and secondary education programs receiving state financial assistance
美國法規, TITLE 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
聯邦規則法規, TITLE 34
106.9 Dissemination of policy
法院判決
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
管理資源:
OFFICE OF CIVIL RIGHTS AND NATIONAL ASSOCIATION OF ATTORNEYS GENERAL
Protecting Students from Harassment and Hate Crime, January, 1999
WEB SITES
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
 
Policy 羅蘭聯合學區
adopted: June 26, 2007 Rowland Heights, California
 
 
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