Management Support Policy 6590: Harassment Policy

Policy Statement
Consistent with efforts to establish a learning and employment environment in which the dignity and worth of all individuals are respected, it is the policy of the Board of Directors that harassment is unacceptable conduct and will not be tolerated.

Definition
Harassment is any behavior or environmental factor that offends a person, by referring negatively or stereotypically to one's age, race, sex, color, creed, handicapping condition, national origin, sexual orientation, or status with regard to public assistance. Harassment is almost always a stressful experience for the victim. It violates personal rights, and it can have severe physical, emotional, and psychological impacts on the individual. Harassment is a matter of perception. An act that may not have been intended as harassment may actually constitute harassment in the eyes of the victim.

Sexual harassment may involve the behavior of a person of either sex against a person of the opposite sex or same sex, and is a form of sex discrimination. When a person is subjected to unwelcome behavior, language, or an environment that is sexual in nature, it is "sexual harassment" and is inappropriate, harmful, and against the law. Unwelcome sexual advances, requests for sexual favors, unnecessary physical contact, or explicit comments change an employment, education or peer relationship into that of harasser-victim. See the attached SEXUAL HARASSMENT IN THE SCHOOL ENVIRONMENT article for a more complete definition of sexual harassment and the required employee response to observing or being aware of such harassment.

Coverage
All supervisors, employees, volunteers, and students of Port Townsend School District are covered by this policy. Also anyone using the school grounds or involved in a school sponsored activity is subject to this policy.

Guidelines
District supervisors and managers who have knowledge of possible harassment shall take immediate steps to investigate the conduct and take appropriate action to remedy the situation.

Employees who witness or have knowledge of possible situations of harassment involving students shall immediately refer such information to their supervisor, another district official, or the Title IX officer for appropriate action.
Employees or students who believe that they have been harassed are encouraged to use the District's harassment procedure. The District shall also make available training and written materials to employees and students regarding harassment.

All District employees have an obligation to ensure that harassment does not occur.

Disciplinary Actions
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. Allegations of criminal misconduct will be reported to law enforcement and suspected child abuse will be reported to law enforcement or Child Protective Services. Persons found to have been subjected to sexual harassment will have appropriate school district services made reasonably available to them and adverse consequences of the harassment shall be reviewed and remedied, as appropriate.

Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against offending students, staff and contractors. 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.

Dissemination
The Superintendent shall 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 shall be posted in each district building in a place available to staff, students, parents, volunteers and visitors. The policy shall be reproduced in each student, staff, volunteer and parent handbook.

Internal Review
The Superintendent shall make an annual report to the Board reviewing the use and efficacy of this policy and related procedures. Recommendations for changes to this policy, if applicable, shall be included in the report. The Superintendent is encouraged to involve staff, students, and volunteers and parents in the review process.

ADOPTED: June 17, 1993
REVISED: January 25, 1999
REVISED: February 12, 2001
REVISED: November 24, 2003

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