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Two elected school board members take oath of office

Dr. Traci Pierce, Superintendent, swore in two elected school board members on Dec. 4. Mark Stuart is starting his second term. Cassandra Sage is beginning her first term, replacing retired board member Nancy Bernard.

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Nondiscrimination

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Discrimination Complaint Procedure
Anyone may file a complaint against the District alleging that the District has violated anti-discrimination laws. This complaint procedure is designed to assure that the resolution of real or alleged violations are directed toward a just solution that is satisfactory to the complainant, district administration, and the Board of Directors. Complaint means a written, signed charge alleging specific acts, conditions, or circumstances which are in violation of the anti-discrimination laws. The time period for filing a complaint is one year from the date of the occurrence that is the subject matter of the complaint. However, a complaint filing deadline may not be imposed if the complainant was prevented from filing due to:(1) specific representations by the District that it had resolved the problem forming the basis of the complaint; or (2) withholding of information that the District was required to provide under WAC 392-190-065 or WAC 392-190-005. Complaints may be submitted by mail, fax, e-mail or hand-delivery to any building principal or to the Director listed below that is responsible for investigating discrimination complaints.

Informal Complaint Process
Anyone may use these informal procedures to report and resolve complaints of discrimination. Complaints may be made orally, in writing, and may also be made anonymously. Complainant should understand that an anonymous complaint might not be resolved to the complainant’s satisfaction due to the limitations placed on the investigation by the anonymity. All attempts shall be made to keep the identity of the complainant confidential, although confidentiality cannot be guaranteed. For students and staff, informal complaints should first be brought to the attention of the building principal or supervising administrator. If the problem is not addressed at the building level, the individual should bring the complaint to 1) the Director of Human Resources for matters pertaining to employees; or 2) the Director of Student Services for matters pertaining to students; or 3) the Director of Special Services for matters pertaining to a student’s disability or participation in a Section 504 plan.

    • Civil Rights Coordinator
      Director of Human Resources
      16250 NE 74th Street
      Redmond, WA 98052
      425-936-1266
      civilrights@lwsd.org
    • Title IX Coordinator
      Director of Student Services
      16250 NE 74th Street
      Redmond, WA 98052
      425-936-1289
      titleix@lwsd.org
    • Section 504/ADA Coordinator
      Director of Special Services
      16250 NE 74th Street
      Redmond, WA 98052
      425-936-1407
      section504@lwsd.org

Formal Complaint Process
Level One – Complaint to School District

Anyone may initiate a formal complaint of discrimination even if the informal complaint process was initially utilized. All formal complaints shall be in writing; shall be signed by the complainant; and shall set forth the specific acts, conditions, or circumstances alleged to have occurred that constitute discrimination. Formal complaints may be addressed to the Civil Rights Coordinator, Title IX Coordinator, or Section 504/ADA Coordinator.

Complainant shall be informed that due process requirements may require that the District release all of the information regarding the complaint to the accused, thus the identity of the complainant may not remain confidential. The District will, however, fully implement the anti-retaliation provisions contained within District policy to protect both complainants and witnesses.

Upon receipt of the complaint, the Coordinator to whom the complaint was brought will initiate an investigation into the allegations and effect a prompt resolution of the complaint. The Coordinator to whom the complaint was brought will respond in writing to a formal complaint no later than thirty (30) calendar days following the district's receipt of the complaint, unless otherwise agreed to by the complainant. The written response shall clearly state whether the District:(1) Denies the allegations contained in the complaint; or (2) Confirms the allegations and lists the corrective measures that the District intends to take to eliminate the discrimination. The response shall also include notice of the complainant's right to appeal to the school district as set forth in state law and this policy, including an identification of where and to whom the appeal shall be filed.

Corrective measures deemed necessary by the Coordinator, in consultation with other appropriate District staff, will be instituted as quickly as possible, but in no event later than thirty (30) calendar days after the written response, unless the accused is appealing the imposition of discipline and the District is prevented by due process considerations or a lawful order from imposing the discipline until the appeal process is concluded.

Level Two - Appeal to School District

If a complainant remains aggrieved as a result of the action or inaction of the Coordinator, the complainant may appeal to the Superintendent’s office by filing a written notice of appeal with the Superintendent’s office on or before ten (10) calendar days following the date upon which the complainant received the Coordinator’s response. Both parties shall be allowed to present such written facts, witness statements, or other documentation as the Superintendent or designee deems relevant and material. Unless otherwise agreed to by the complainant and the Superintendent or designee or for good cause, the Superintendent or designee shall render a written decision on or before thirty (30) calendar days following the filing of the written notice of appeal. The decision will be provided in a language that the complainant can understand which may require language assistance for complainants with limited English proficiency. The written decision shall include notice of the complainant's right to appeal to the Office of the Superintendent of Public Instruction as set forth below.

Level Three - Complaint to the Superintendent of Public Instruction

If a complainant remains aggrieved as a result of the decision in resolving a complaint, the complainant may appeal to the Office of the Superintendent of Public Instruction by filing a written notice of appeal by twenty (20) calendar days following the date upon which the complainant received written notice of the Superintendent’s decision. Such appeal shall be in writing, include a concise statement of the Superintendent’s decision that is being appealed, and the relief requested.

Mediation
At any time during the complaint procedure, the district may offer mediation consistent with the procedures set forth in WAC 392-190-0751. The complainant and the district may agree to extend the complaint process deadlines in order to pursue mediation.

The purpose of mediation is to provide both the complainant and the district an opportunity to resolve disputes and reach a mutually acceptable agreement through the use of an impartial mediator.

Discipline/Remedial/Action

The District will take prompt, equitable, and remedial action within its authority on formal and informal complaints alleging discrimination that come to the attention of the District. Engaging in discrimination will result in appropriate discipline or other sanctions against offending staff. Others who engage in discrimination on District property or while at District activities may have access to District property and activities restricted or contracts cancelled, as appropriate. The District affirms its commitment that persons found to have been subjected to discrimination will have appropriate District services made reasonably available to them and adverse consequences of the discrimination shall be reviewed and remedied as appropriate.

Adopted:
06/14/16
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)