Preventing School-Based or Work-Based Harassment

1. Preventing School-Based or Work-Based Harassment Joint School District No. 2 Employee Training

2. Harassment is illegal behavior • Harassment isillegal under the provisions of both federal and state law • All employees and students have the right to work and learn in an atmosphere that promotes equal opportunities free from all forms of discrimination and conduct that could be harassing, coercive, or disruptive

3. Harassment Policy 403.71 • Responsibility of all employees to act in accordance with this policy: • Duty to report • Staff to Staff • Staff to Student • Student to Staff • Student to Student • Includes conduct on or off district premises that has an effect on an employee’s work environment or a student’s educational environment

4. District Property Defined • Includes all buildings, facilities, and property owned or leased by, Joint School District No. 2, including school buses, other school vehicles, or the location of any school- sponsored activity or function whether an employee is supervising or attending on their personal time. • In addition, district property is defined as any dual-enrollment setting that includes, but is not limited to, Meridian Professional Technical Center, Meridian Night School, Meridian District summer high school and middle school summer school, Treasure Valley Math and Science, and the Dehryl Dennis Center.

5. Harassment defined …and is directed at an individual or group on the basis of: • Race • Color • National Origin • Disability • Religion • Sex • Age Unwanted behavior that can be…. • Verbal • Written • Non-verbal • Graphic • Sexual • Physical

6. What does harassment “look” like? • Intimidation or bullying behavior • Control • Misuse of power • Denial of equality • Blatant • Subtle • Single incident • Pattern of behavior • Severe, pervasive, persistent enough to interfere with or limit the ability of a person to participate in or benefit from district programs or employment • Single, significant incident

7. Evidence of harassment can be • Graffiti • Derogatory statements • Text messages • Social networking postings • Email • Slogans • Racial slurs • Nicknames • Taunting • Visual displays • Cartoons • Posters • Photographs

8. Sexual Harassment Sexual harassment is a form of misconduct that includes unwelcome sexual advances, requests for sexual favors, unwelcome physical contact or other verbal or physical conduct of a sexual nature when: Employee/student submission is made either as an implicit or explicit term or condition of employment or education Submission or rejection is used as a basis for decisions affecting employment or an educational decision affecting a student Conduct by supervisors, other employees or volunteers interferes with performance by creating a hostile work or learning environment

9. Sexual Harassment Behaviors • Verbal • Unwelcome verbal statements, innuendoes, propositions, threats, jokes, obscene comments, being called gay or lesbian • Nonverbal • Suggestive objects, pictures, graphic commentaries, suggestive or insulting noises, obscene gestures, whistling, leering and stalking, pictures, notes • Physical • Flashing, mooning • Clothing pulled at, off, or down in a sexual way • Stalking or unwelcome sexually-motivated attention

10. Student Harassment-- Policy 502.70 • Any district employee who receives a report of harassment from a student, becomes aware that a student is being subjected to harassment, or, in good faith believes that a student is be subjected to harassment, is required to report the matter to the building administrator immediately • Any district employee who witnesses harassment of a student should take immediate, appropriate action to intervene to stop the harassment

11. Reporting Staff Complaints • Firmly and promptly notify offender that his/her behavior is unwelcome • If that is not feasible: • Report to supervisor, building principal or Human Resources Director • Unresolved complaints are directed to Human Resources Director • Employee can also file with the IHRC or the EEOC

12. Reporting Student Complaints • Student or parent should immediately report the situation to school personnel • Any employee who receives a report or believes in good faith that a student is being harassed is required to report the matter to the building administration • If the offender is the building administrator, the matter must be reported to the superintendent or designee

13. Investigation • An allegation of harassment, including sexual harassment, will be promptly investigated in a confidential manner to protect the privacy of all individuals involved. • When adult harassment allegations are brought to their attention, administrators and supervisors must take affirmative steps to stop harassment by subordinates, or non-employees, including warning, discipline and recommending possible probation or dismissal • When student harassment is brought to their attention administrators must follow the steps in the student harassment policy (502.70) ; administrators have 10 days in which to complete the investigation • Complaints not resolved at the immediate supervisory/administrative level will be investigated by the District’s Human Resources director • The district will keep and maintain a written record of the incident and investigation in perpetuity

14. Retaliation is illegal • The district will not retaliate in any way against an individual who makes a report nor will permit any district employee to do so • Anyone who assist individuals who believe they have been subjected will also be protected from retaliation • Any employee/student found to have retaliated may be subject to the same disciplinary action of the harasser

15. Self-reflection • Would I want my comments or behavior to appear in the newspaper or on T.V.? • Is this something I would do or say in front of my parents, significant other, or children? • Is this something I would do or say if the other person’s significant other were present? • Is this something I would do or say in front of a person of another race, gender, religion, disability?

16. All schools should be a safe place in which to work and learn. It should be every employee’s goal to assist in creating and maintaining a positive and welcoming school climate free of intimidation and fear. As an employee of Joint School District No. 2, please familiarize yourself with both the staff harassment policy 403.71 and the student harassment policy 502.70. If you have any questions about this presentation or harassment please seek out your building administrator for clarification and guidance.