The following procedure shall be utilized to implement Administrative Policy GAMA.
Any employee who believes he/she has been the victim of and/or has witnessed harassment, bullying or discrimination at a district worksite, a district sponsored function, or on any district property, by any person is encouraged to report the alleged acts, including the specific facts of the incident(s) and the name(s) of the individual(s) to his/her immediate supervisor in a timely manner. If the immediate supervisor is the alleged offender or if the employee is more comfortable, the employee should report such acts to the Chief Human Resources Officer or the Executive Director for Human Resources. Where members of the Board, the Superintendent, or any senior staff members are involved, the employee should report such acts to the Board attorney at email@example.com or mail to Jill Wilson c/o Brooks, Pierce, McLendon, Humphrey and Leonard, P O Box 26000, Greensboro, NC 27420.
The victim may report the incident(s) informally (verbally) to his/her supervisor, or formally (in writing) to his/her supervisor by utilizing the Harassment, Bullying and Discrimination Incident Report Form. If the incident is reported verbally to a supervisor, he/she must complete the reporting form. The form will contain the name of the complainant, position of complainant, name of alleged offender, date, place, and description of incident(s) , name of witnesses, evidence, other relevant information, signature and date. For alleged acts of bullying and harassment, an employee may report the incident (s) anonymously. The Harassment, Bullying and Discrimination Incident Report form may be secured from either the Chief Human Resources Officer or the Executive Director for Human Resources. The form may also be downloaded by clicking here.
The school district will respect the confidentiality of the complainant and the individual(s) against whom the complaint is filed as much as possible, consistent with the legal obligations of the district and the necessity to investigate allegations and initiate disciplinary action when there is a reasonable belief that the conduct has occurred.
The investigation of harassment, bullying and discrimination complaints shall be considered and conducted in a confidential manner by all parties involved in the complaint. When a supervisor receives a harassment, bullying or discrimination complaint from an employee, the supervisor will listen to the facts and allegations and advise the employee on how to attempt to resolve the matter, informally or formally. Supervisors receiving harassment, bullying or discrimination complaints should immediately investigate the allegations. All such complaints should be investigated within 30 days of receipt of the complaint by the supervisor or other appropriate personnel. The investigation may consist of personal interviews with the parties involved and others who may have knowledge of the facts and circumstances. The investigation may also consist of any other methods and documents deemed pertinent. In addition, the school system may take immediate steps, at its discretion, to protect the complainant and employees pending completion of an investigation of alleged sexual harassment.
Retaliation against an employee filing a harassment, bullying or discrimination complaint or participating in an investigation of such a complaint is prohibited. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment. The consequence and appropriate remedial action for a person who engages in reprisal or retaliation shall be determined by the nature and severity of the action.
Rights of Employees Under the Federal and State Law
These procedures do not deny the right of any individual to pursue other avenues of recourse which may include filing charges with any appropriate state or federal agency, initiating civil action, or seeking redress under state criminal statutes and/or federal law.
An employee in violation of the Staff Harassment, Bullying or Discrimination Policy shall be subject to disciplinary action, including but not limited to, suspension and dismissal.
A school board member in violation of the Staff Harassment, Bullying or Discrimination Policy shall be subject to the process for addressing board member violations.
A Third Party under the supervision and control of the district or a visitor of the district in violation of the Staff Harassment, Bullying or Discrimination Policy shall be subject to disciplinary action, including but not limited to, termination of contracts/agreements and suspension from school properties.
Click here for a printable version of Harassment, Bullying and Discrimination Incident Report Form.