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Juanita Elementary Affirmation Mirror

Strong kids begin with strong minds. That's why Jordan McClellion at Juanita Elementary is nurturing her students to see the best in themselves through the "affirmation mirror" station.

Redmond, Wash. - Lake Washington School District is planning three ballot measures for the February 8, 2022 election. The measures are a replacement of the existing Educational Programs and Operations (EP&O) levy, a replacement of the existing School Technology and Capital Levy, and a Building Excellence Capital levy. A recommendation was presented to the Board of Directors on October 4, and they formally approved the levies at their October 18 board meeting.

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    Sexual Harassment of Students

    File: 3205

    The Lake Washington School District (District) is committed to a positive and productive education free from discrimination, including sexual harassment. This commitment extends to all students involved in academic, educational, extracurricular, athletic, and other programs or activities of the school, whether that program or activity is in a school facility, on school transportation or at a class or school training held elsewhere.
     
    Definitions
    For purposes of this policy, sexual harassment means unwelcome conduct or communication of a sexual nature. Sexual harassment can occur adult to student, student to student or can be carried out by a group of students or adults and will be investigated by the District even if the alleged harasser is not a part of the school staff or student body. The District prohibits sexual harassment of students by other students, employees, or third parties involved in District activities.
     
    The term “sexual harassment” may include:

    • acts of sexual violence;
    • unwelcome sexual or gender-directed conduct or communication that interferes with an individual’s educational performance or creates an intimidating, hostile, or offensive environment;
    • unwelcome sexual advances;
    • unwelcome requests for sexual favors;
    • sexual demands when submission is a stated or implied condition of obtaining an educational benefit;
    • sexual demands where submission or rejection is a factor in an academic, or other school-related decision affecting an individual.

    A “hostile environment” has been created for a student when sexual harassment is sufficiently serious to interfere with or limit the student’s ability to participate in or benefit from the school’s program. The more severe the conduct, the less need there is to demonstrate a repetitive series of incidents. In fact, a single or isolated incident of sexual harassment may create a hostile environment if the incident is sufficiently severe, violent, or egregious.
     
    Investigation and Response
    If the District knows, or reasonably should know, that sexual harassment has created a hostile environment, it will promptly investigate to determine what occurred and take appropriate steps to resolve the situation. If an investigation reveals that sexual harassment has created a hostile environment, the District will take prompt and effective steps reasonably calculated to end the sexual harassment, eliminate the hostile environment, prevent its recurrence and as appropriate, remedy its effects. The District will take prompt, equitable and remedial action within its authority on reports, complaints and grievances alleging sexual harassment that come to the attention of the District, either formally or informally. The District will take these steps every time a complaint, alleging sexual harassment comes to the attention of the District, either formally or informally.
     
    Allegations of criminal misconduct will be reported to law enforcement and suspected child abuse will be reported to law enforcement and Child Protective Services. Regardless of whether the misconduct is reported to law enforcement, school staff will promptly investigate to determine what occurred and take appropriate steps to resolve the situation, to the extent that such investigation does not interfere with an ongoing criminal investigation. A criminal investigation does not relieve the District of its independent obligation to investigate and resolve sexual harassment.
     
    Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against offending students, staff or other third parties involved in District activities. Anyone else who engages in sexual harassment on school property or at school activities will have their access to school property and activities restricted, as appropriate.
     
    Retaliation and False Allegations
    Retaliation against any person who makes or is a witness in a sexual harassment complaint is prohibited and will result in appropriate discipline. The District will take appropriate actions to protect involved persons from retaliation.
     
    It is a violation of this policy to knowingly report false allegations of sexual harassment. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.
     
    Staff Responsibilities
    The superintendent will develop and implement formal and informal procedures for receiving, investigating and resolving complaints or reports of sexual harassment. The procedures will include reasonable and prompt timelines and delineate staff responsibilities under this policy.
     
    Any school employee who witnesses sexual harassment or receives a report, informal complaint, or written complaint about sexual harassment is responsible for informing the District Title IX Compliance Coordinator. All staff are also responsible for directing complainants to the formal complaint process.
     
    Reports of discrimination and discriminatory harassment will be referred to the District’s Title IX/Civil Rights Compliance Coordinator. Reports of disability discrimination or harassment will be referred to the District’s Section 504 Coordinator.

    District/school staff, including employees, contractors, and agents shall not provide a recommendation of employment for an employee, contractor, or agent that the District/school, or the individual acting on behalf of the District/school, knows or has probable cause to believe, has engaged in sexual misconduct with a student or minor in violation of the law.
     
    Notice and Training
    The superintendent will develop procedures to provide age-appropriate information and education to District staff, students, parents and volunteers regarding this policy and the recognition and prevention of sexual harassment. At a minimum sexual harassment recognition and prevention and the elements of this policy will be included in staff, student, and regular volunteer orientation. This policy and the procedure, which includes the complaint process, will be posted in each District building in a place available to staff, students, parents, volunteers, and visitors. Information about the policy and procedure will be clearly stated and conspicuously posted throughout each school building, provided to each employee and reproduced in each student, staff, volunteer, and parent handbook. Such notices will identify the District’s Title IX coordinator and provide contact information, including the coordinator’s email address.

    Policy Review
    The district will review the policy internally on an annual basis. 
     

    Adopted:
    09/01/19

    Revised:
    10/21/21

    LEGAL REFS.:
    20 U.S.C. 1681-1688
    WAC 392-190-058 Sexual harassment
    RCW 28A.640.020 Regulations, guidelines to eliminate discrimination — Scope — Sexual harassment policies
    34 C.F.R. 106

    CROSS REF.:
    3207 - Prohibition of Harassment, Intimidation, and Bullying
    3210 - Nondiscrimination
    3211 - Transgender Students
    3241 - Student Discipline
    5010 - Nondiscrimination and Affirmative Action
    5011 - Sexual Harassment of District Staff Prohibited