District employees shall not sexually harass or permit sexual harassment of a student by another employee or student. Neither shall a student sexually harass another student(s) or staff member. Violation of this policy shall result in disciplinary action, including termination of the employee, or disciplinary action against the student(s) involved. Supervisors who fail to follow this policy or who fail to investigate complaints shall be in violation of this policy. If the principal is the object of a harassment complaint, the student may bypass the principal and report directly to the superintendent. Complaints against the superintendent shall be heard by the board. Definitions:

Sexual harassment may include, but not be limited to:

  • Sexually oriented communication, including sexually oriented verbal "kidding" or harassment or abuse.

  • Subtle pressure or requests for sexual activity.

  • Persistent unwelcome attempts to change a professional relationship into a personal, social-sexual relationship.

  • Creating a hostile school environment, including the use of innuendoes or overt or implied threats.

  • Unnecessary touching of an individual, eg., patting, pinching, hugging, repeated brushing against another person's body.

  • Requesting or demanding sexual favors accompanied by an implied or overt promise of preferential treatment with regard to a student's grade or status in any activity.

  • Sexual assault or battery as defined by current law.

Any student who believes he or she has been subjected to sexual harassment should discuss the problem with his/her administrator or another certified staff member. The initiation of a sexual harassment complaint will not cause any adverse reflection on the student. The initiation of a student's complaint shall not adversely affect the job security or status of any employee or student until a finding of fact determines that improper conduct occurred. Strict confidentiality shall be maintained through the complaint procedure.