Sexual Harassment Exemplar Policy

The Board of Trustees is committed to maintaining an educational environment that is free from harassment. The Board prohibits sexual harassment of students by other students, employees or other persons, at school or at school-sponsored or school-related activities. The Board also prohibits retaliatory behavior or action against persons who complain, testify, assist or otherwise participate in the complaint process established pursuant to this policy and the administrative regulation.


The Superintendent or designee shall ensure that all district students receive age-appropriate instruction and information on sexual harassment. Such instruction and information shall include:

  1. What acts and behavior constitute sexual harassment, including the fact that sexual harassment could occur between people of the same gender
  2. A clear message that students do not have to endure sexual harassment
  3. Encouragement to report observed instances of sexual harassment, even where the victim of the harassment has not complained
  4. Information about the person(s) to whom a report of sexual harassment should be made

Complaint Process

Any student who feels that he/she is being or has been subjected to sexual harassment shall immediately contact his/her teacher or any other employee. A school employee to whom a complaint is made shall, within 24 hours of receiving the complaint, report it to the principal or designee.

Any school employee who observes any incident of sexual harassment involving a student shall report this observation to the principal or designee, whether or not the victim files a complaint.

In any case of sexual harassment involving the principal or any other district employee to whom the complaint would ordinarily be made, the employee who receives the student's report or who observes the incident shall report to the nondiscrimination coordinator or the Superintendent or designee.

The principal or designee to whom a complaint of sexual harassment is reported shall immediately investigate the complaint in accordance with administrative regulation. Where the principal or designee finds that sexual harassment occurred, he/she shall take prompt, appropriate action to end the harassment and address its effects on the victim. The principal or designee shall also advise the victim of any other remedies that may be available. The principal or designee shall file a reportshall file a report with the Superintendent or designee and refer the matter to law enforcement authorities, where required.

Disciplinary Measures

Any student who engages in sexual harassment of anyone at school or at a school-sponsored or school-related activity is in violation of this policy and shall be subject to disciplinary action. For students in grades 4 through 12, disciplinary action may include suspension and/or expulsion, provided that in imposing such discipline the entire circumstances of the incident(s) shall be taken into account.


The Superintendent or designee shall maintain a record of all reported cases of sexual harassment to enable the district to monitor, address and prevent repetitive harassing behavior in its schools.

All complaints and allegations of sexual harassment shall be kept confidential except as necessary to carry out the investigation or take other subsequent necessary action

Prohibited sexual harassment includes, but is not limited to, unwelcome sexual advances, unwanted requests for sexual favors or other unwanted verbal, visual or physical conduct of a sexual nature made against another person of the same or opposite gender, in the educational setting, when:

  1. Submission to the conduct is explicitly or implicitly made a term or condition of a student's academic status or progress
  2. Submission to or rejection of the conduct by a student is used as the basis for academic decisions affecting the student
  3. The conduct has the purpose or effect of having a negative impact on the student's academic performance, or of creating an intimidating, hostile or offensive educational environment
  4. Submission to or rejection of the conduct by the student is used as the basis for any decision affecting the student regarding benefits and services, honors, programs, or activities available at or through any district program or activity
Types of conduct which are prohibited in the district and which may constitute sexual harassment include, but are not limited to:
  1. Unwelcome leering, sexual flirtations or propositions
  2. Sexual slurs, epithets, threats, verbal abuse, derogatory comments or sexually degrading descriptions
  3. Graphic verbal comments about an individual's body, or overly personal conversation
  4. Sexual jokes, notes, stories, drawings, pictures or gestures
  5. Spreading sexual rumors
  6. Teasing or sexual remarks about students enrolled in a predominantly single-gender class
  7. Massaging, grabbing, fondling, stroking or brushing the body
  8. Touching an individual's body or clothes in a sexual way
  9. Purposefully cornering or blocking normal movements
  10. Displaying sexually suggestive objects


A copy of the district's sexual harassment policy and regulation shall:

  1. Be included in the notifications that are sent to parents/guardians at the beginning of each school year
  2. Be displayed in a prominent location in the main administrative building or other area where notices of district rules, regulations, procedures and standards of conduct are posted
  3. Be provided as part of any orientation program conducted for new students at the beginning of each quarter, semester or summer session
  4. Appear in any school or district publication that sets forth the school's or district's comprehensive rules, regulations, procedures and standards of conduct
  5. Be provided to employees and employee organizations

Investigation of Complaints at School (Site-Level Grievance Procedure)

  1. The principal or designee shall promptly investigate all complaints of sexual harassment. In so doing, he/she shall talk individually with:
    1. The student who is complaining
    2. The person accused of harassment
    3. Anyone who witnessed the conduct complained of
    4. Anyone mentioned as having related information
  2. The student who is complaining shall have an opportunity to describe the incident, present witnesses and other evidence of the harassment, and put his/her complaint in writing.
  3. The principal or designee shall discuss the complaint only with the people described above. When necessary to carry out his/her investigation or for other good reasons that apply to the particular situation, the principal or designee also may discuss the complaint with the following persons:
    1. The Superintendent or designee
    2. The parent/guardian of the student who complained
    3. If the alleged harasser is a student, his/her parent/guardian
    4. A teacher or staff member whose knowledge of the students involved may help in determining who is telling the truth
    5. Child protective agencies responsible for investigating child abuse reports
    6. Legal counsel for the district
  4. When the student who complained and the alleged harasser so agree, the principal or designee may arrange for them to resolve the complaint informally with the help of a counselor, teacher, administrator or trained mediator. The student who complained shall never be asked to work out the problem directly with the accused person unless such help is provided and both parties agree.
  5. In reaching a decision about the complaint, the principal or designee may take into account:
    1. Statements made by the persons identified above
    2. The details and consistency of each person's account
    3. Evidence of how the complaining student reacted to the incident
    4. Evidence of any past instances of harassment by the alleged harasser
    5. Evidence of any past harassment complaints that were found to be untrue
  6. To judge the severity of the harassment, the principal or designee may take into consideration:
    1. How the misconduct affected one or more students' education
    2. The type, frequency and duration of the misconduct
    3. The number of persons involved
    4. The age and gender of the person accused of harassment
    5. The subject(s) of harassment
    6. The place and situation where the incident occurred
    7. Other incidents at the school, including incidents of harassment that were not related to gender
  7. The principal or designee shall write a report of his/her findings, decision, and reasons for the decision and shall present this report to the student who complained and the person accused.
  8. The principal or designee shall give the Superintendent or designee a written report of the complaint and investigation. If the principal or designee verifies that sexual harassment occurred, this report shall describe the actions taken to end the harassment, address the effects of the harassment on the student harassed, and prevent retaliation or further harassment.
  9. Within two weeks after receiving the complaint, the principal or designee shall determine whether or not the student who complained has been further harassed. The principal or designee shall keep a record of this information and shall continue this follow-up.


The Superintendent or designee shall take appropriate actions to reinforce the district's sexual harassment policy. As needed, these actions may include any of the following:

  1. Removing vulgar or offending graffiti.
  2. Providing staff in service and student instruction or counseling.
  3. Notifying parents/guardians of the actions taken.
  4. Notifying child protective services.
  5. Taking appropriate disciplinary action. In addition, the principal or designee may take disciplinary measures against any person who is found to have made a complaint of sexual harassment which he/she knew was not true.

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