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Evergreen Middle School team wins big at National History Day event

For months, a team of eighth graders from Evergreen Middle School conducted extensive research on the Tuskegee Airmen. Their hard work paid off last week when their 10-minute documentary, “The Tuskegee Airmen: Courage Knows No Color,” was named National Champion in the Junior Group Documentary category of the National History Day competition.

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Harassment of Staff

File: ACB-R

Because all employees have the right to work in a non-intimidating environment, harassment will not be condoned or tolerated. Harassment, intimidation, or bullying means any intentional written message or image, verbal or physical act, including, but not limited to, one shown to be motivated by race, gender; creed; religion; color; ancestry; national origin; sex; honorably discharged veteran or military status; sexual orientation, including gender expression or identity; marital status; age; mental or physical disability; or the use of a trained guide dog or service animal by a person with a disability when such act: a) physically harms an individual or damages the individual’s property; or b) has the purpose or effect of substantially interfering with an individual’s work performance; or c) is so severe, persistent, or pervasive that it creates an intimidating or threatening work environment; or d) has the effect of substantially disrupting the orderly operation of the workplace or school.

Harassment, Intimidation, or Bullying
“Harassment, intimidation, or bullying” can take many forms including, but not limited to slurs, rumors, “put-downs,” jokes, innuendoes, demeaning comments, drawings, cartoons, pranks, gestures, physical attacks, threats, or other written, oral, physical, or electronically transmitted messages or images. Nothing in this policy requires the affected individual to actually possess a characteristic that is a basis for the harassment, intimidation, or bullying. This policy is not intended to prohibit expression of religious, philosophical, or political views, provided that the expression does not substantially disrupt the educational environment.

Sexual Harassment
Sexual harassment is a type of harassment and occurs when the types of verbal, visual, or physical conduct described above are sexual in nature or are based on gender. Conduct is gender-based when it would not occur but for the sex of the person to whom it is directed. Sexual harassment exists when: (1) submission to the conduct is, either explicitly or implicitly, a term or condition of employment; or (2) submission to or rejection of the conduct is used as the basis of an employment decision affecting such individual; or (3) the conduct unreasonably interferes with the individual's job performance or creates a work environment that is intimidating, hostile or offensive.

Harassing conduct includes repeated offensive sexual flirtations, advances or propositions, continued or repeated verbal abuse of a sexual nature, graphic or degrading verbal comments about an individual or about his/her appearance, the display of sexually suggestive objects or pictures, and any offensive or abusive physical contact. Harassment, including sexual harassment, does not refer to casual conversations or compliments of a socially acceptable nature. It refers to behavior related to the above definitions which is not welcome, is personally offensive, and interferes with efficacy or creates uneasiness.

Retaliation for a Complaint of Harassment, Intimidation, or Bullying
All employees and students are prohibited from harassing, intimidating, or bullying any employee and/or from retaliating, in any way, against anyone who makes a complaint of harassment, intimidation, or bullying.

Any employee who is found to have violated this policy will be subject to disciplinary action up to and including termination of employment consistent with collective bargaining agreements and state and federal laws. Any student who is found to have violated this policy or building regulations governing harassment will be subject to discipline according to the building discipline code and Policy JG.

Complaint Procedure: Informal Process
If any employee feels he/she has been subjected to harassment, intimidation, or bullying of any kind, he/she is encouraged to immediately identify the offensive behavior to the harasser and request that it stop. If the person is uncomfortable addressing the matter directly with the harasser or if the person has done so and the behavior does not stop, then he/she should discuss the matter immediately with the building administrator or with the Director of Human Resources. He/she should also report, as indicated above, any problems that arise with community members or other persons encountered in the school or work place.

Complaint Procedure: Formal Process
Whether or not an informal process has been initiated, employees may file a formal written and signed complaint with the applicable compliance officer as designated above.

Investigative Procedures
Any complaint received will be promptly investigated, and the district will take prompt corrective action where appropriate. A written report of the complaint and investigation results will be compiled. Results of the investigation will be communicated in writing to the complainant as soon as possible. Appropriate corrective measures will be taken as soon as possible following completion of the investigation.

False Reports
It is a violation of this policy to knowingly report false allegations of harassment, intimidation, or bullying. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.

This policy and related procedure/administrative guidelines will be posted and disseminated in each work site and reviewed with employees on an annual basis.

Adopted:
05/07/90

Revised:
10/04/93
09/07/99
03/03/03
09/30/10
09/06/11

A diverse group of students working cooperatively together

Foundations and Basic Commitments (Reference Code A)

General School Administration (Reference Code C)

District and school administrators working together

Policies about the school district management, the administrative structure and school building and department administration. Here, you will find the personnel policies that pertain to one the superintendent. See the Personnel section below for all other personnel policies.

Fiscal Management (Reference Code D)

Support Services (Reference Code E)

Facilities Development (Reference Code F)

Personnel (Reference Code G)

School principal and staff members working together in a classroomThe personnel policies are divided in three main subdivisions: topics that pertain to all employees; policies that pertain to professional personnel, including administrators, who must hold educational certification by the state to serve in their positions; and policies pertaining to all other personnel.

Negotiations (Reference Code H)

Staff members working together on a laptopThese policies pertain to the process of negotiating with staff units recognized by the school board.

Instruction (Reference Code I)

Student raises hand while elementary school teacher talks to classPolicies on instructional program: basic programs, special programs, activities programs, instructional resources and academic achievement.

Students (Reference Code J)

A group of diverse students sing during assemblyPolicies concerning students are found here: admissions, attendance, rights and responsibilities, conduct, discipline and health and welfare services. Policies pertaining to the curriculum, instruction of students, and extracurricular programs are in the Instruction section.

School-Community Relations (Reference Code K)

Community volunteer works with elementary school studentPolicies affecting relations with the general public and with community and public agencies except other educational agencies and groups.

Education Agency Relations (Reference Code L)