348,448, 548- AR. Unlawful Harassment by and of District Employees
Procedure for Resolving Complaints Involving Unlawful Harassment by and of District Employees
Any employee who believes that the actions or words of a supervisor or other District employee constitute sexual or other unlawful harassment has a responsibility, first, to make the objection known to that supervisor or employee and in the absence of a satisfactory resolution, to report such conduct to the immediate supervisor, or to the Superintendent of Schools, if the complaint involves that supervisor.
Any District employee who observes or becomes aware of sexual or other unlawful harassment of or by a District employee by or of a District student(s), contracted individual(s), vendor(s), volunteer(s), or other third party(s) in the schools, on District property and/or in connection with any District/school-sponsored event must report such conduct to the immediate supervisor, or to the Superintendent of Schools, if the complaint involves that supervisor.
Any complaints of harassment shall be made to the employee's supervisor, any member of the administrative staff, or the Superintendent when the complaint involves the supervisor, as soon as possible but in no event more than 30 days of the alleged incident. If there are extenuating circumstances, the time limit may be extended. The supervisor shall confer with the Title IX Coordinator, who shall normally be designated by the Superintendent to investigate such complaints. Such complaints shall be investigated promptly and in an impartial and as confidential a manner as possible. If an employee is not satisfied with the handling of a complaint or the action taken by the investigator, then the employee may bring the complaint to the attention of the Superintendent of Schools. In all cases, the employee will be advised of relevant findings and conclusions in a timely fashion.
There shall be no reprisals in cases where an employee has complained about sexual harassment. Appropriate counseling may be required on a case by case basis as determined by the Superintendent.
Any employee who is found, after appropriate investigation, to have engaged in the sexual harassment of another employee shall be subject to disciplinary action, depending on the circumstances, up to and including termination, consistent with the Pennsylvania School Code of 1949, as amended and the applicable provisions of the collective bargaining agreement. |
