As Earth Day approaches, Rose Hill Elementary staff, alumni and community members took a moment to honor a former teacher, who was also a strong advocate for protecting our environment. Cass Avery was a teacher at Rose Hill Elementary for over 10 years.
During a special board meeting on Thursday, April 19, Lake Washington School District’s Board of Directors selected Ray and Associates, a national education search firm, to conduct a broad search and thorough selection process to name LWSD’s next superintendent.
Throughout April, librarians across the district will hold special events in celebration of School Library Month.
A team of 19 hardworking students took on the state’s best in this year’s Science Olympiad. It paid off for the group from Evergreen Middle School, as they are on their way to nationals.
The National Merit Scholarship Corporation announced Wednesday that five Lake Washington School District seniors will receive National Merit Corporate-Sponsored Scholarships.
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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.
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.
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.
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.
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.
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.
Statements about the district's legal role in providing public education and the underlying principles on which the district operates. The policies here provide a setting for all of the school board's other policies.
These policies cover district fiscal affairs and the management of district funds. The Facilities Development section contains statements relating to the financing of school construction.
Policies in this section govern non-instructional services and programs, including business management, such as safety, buildings and their management (not construction), transportation and food services.
Policies concerning school construction, remodeling and modernizing, temporary facilities and facilities retirement plans.
The 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.
Policies on instructional program: basic programs, special programs, activities programs, instructional resources and academic achievement.
Policies 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.
Policies affecting relations with the general public and with community and public agencies except other educational agencies and groups.
This section governs the district's relationship with other education agencies: other school districts, regional or service districts, private schools, colleges and universities, educational research organizations and state and national education agencies.
These policies pertain to the process of negotiating with staff units recognized by the school board.