COMPLAINT PROCEDURE
An employee who believes that they have been harassed shall notify the administrator that is not the immediate supervisor, the designated investigator. The alternate investigator is the building administrator that is the immediate supervisor. The investigator may request that the employee complete the harassment complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes or pictures Information received during the investigation shall be kept confidential to the extent possible. The investigator with the approval of the superintendent or the superintendent has the authority to initiate a harassment investigation in the absence of a written complaint.
INVESTIGATION PROCEDURE
The investigator shall reasonably and promptly commence the investigation upon receipt-of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator shall report to the superintendent. The investigator will outline the findings of the investigation to the superintendent.
RESOLUTION OF THE COMPLAINT
The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator's report. Following the investigators report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step which may include discipline up to and including termination or other appropriate sanctions. Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent's discretion, interview the complainant and the alleged harasser. The superintendent shall file a written report closing the case. The complainant, the alleged harasser, and the investigator shall receive notice as to the conclusion of the investigation.
POINTS TO REMEMBER IN THE INVESTIGATION
• Evidence uncovered in the investigation is confidential.
• Complaints must be taken seriously and investigated.
• No retaliation will be taken against individuals involved in the investigation process.
• Retaliators will be disciplined up to and including termination or receive other appropriate sanctions.
CONFLICTS
If the investigator is the alleged harasser or a witness to the incident the alternate investigator shall be the investigator. If the alleged harasser is the superintendent, the alternate investigator shall take the superintendent's place in the investigation process. The alternate investigator shall report the findings to the board.
