Policy No. 5012

Personnel

PROHIBITION OF HAZING, HARASSMENT, BULLYING, THREATS, ASSAULT, INTIMIDATION, MENACING, AND/OR OTHER ILLEGAL DISCRIMINATION - STAFF

The district is committed to a safe and civil educational environment for all students, employees, parents/legal guardians, volunteers and patrons, that is free from all forms of discrimination and harassment including sexual harassment, hazing, and bullying, and acts of cyberbullying.

The following definitions and procedures shall be used for reporting, investigating and resolving complaints of hazing, harassment, intimidation, bullying, threats, assault and/or other discrimination by district employees or third parties.

“Hazing” includes, but is not limited to, any act or acts against a staff member, or coercing a staff member to commit an act, that recklessly or intentionally endangers the physical health, mental health, or safety of the staff member, for the purpose of initiation or as a condition or precondition of attaining membership in, or affiliation with, any district-sponsored work activity, work group or work assignment; an act that requires, encourages, authorizes or permits another to be subject to wearing or carrying any obscene or physically burdensome article,; or the assignment of pranks to be performed or other such activities intended to degrade or humiliate regardless of the person’s willingness to participate.

“Harassment, intimidation or bullying” means any intentional act that takes place on District property, or at any District-sponsored activity, which subjects an individual or group to unwanted, abusive behavior of a nonverbal, verbal, written (including those that are electronically transmitted), or physical nature, including but not limited to ones shown to be motivated by any characteristic in RCW 49.60.215 (places of public accommodation: age, race; color; national origin; the presence of any sensory, mental, or physical disability; the use of a trained dog guide or service animal by a person with a disability; sexual orientation, including gender identity, or sex) when an act:

• Physically harming a staff member or damaging a staff member's property;
• Has the effect of substantially interfering with a staff member's opportunities or performance;
• Is so severe, persistent or pervasive that it creates an intimidating, threatening or hostile working environment;
• Places a staff member in reasonable fear of physical or psychological harm or damage to the staff member's property; or
• Has the effect of substantially disrupting the orderly operation of the school

“Intentional acts” refers to the individual’s choice to engage in the act rather than the ultimate impact of the action(s).

Nothing in this section requires the affected staff member to actually possess a characteristic that is a basis for hazing, harassment, intimidation or bullying.

“Other distinguishing characteristics” can include but are not limited to: physical appearance, clothing or other apparel, socioeconomic status, gender identity and marital status. Hazing,

harassment, intimidation or bullying can take many forms including: slurs, rumors, jokes, innuendos, demeaning comments, drawings, cartoons, pranks, gestures, physical attacks, threats or other written, oral, physical or electronically transmitted messages or images.

“Intimidation” also includes, but is not limited to, any threat or act intended to tamper, substantially damage or interfere with another’s property, cause substantial inconvenience, subject another to offensive physical contact or inflict serious physical injury on the basis of race, color, religion, national origin or sexual orientation.

“Cyberbullying” is the use of any electronic communication device to convey a message in any form (text, image, audio or video) that defames, intimidates, harasses or is otherwise intended to harm, insult or humiliate another in a deliberate, repeated or hostile and unwanted manner under a person’s true or false identity. In addition, any communication of this form which substantially disrupts or prevents a safe and positive educational or working environment may also be considered cyberbullying. Staff will refrain from using personal communication devices or district property to harass or stalk another.

“Menacing” is defined as any act which is intended to place a staff member in reasonable fear of imminent serious physical injury.

This policy is not intended to prohibit expression of religious, philosophical, or political views, provided that the expression does not substantially disrupt the educational environment. Many behaviors that do not rise to the level of hazing, harassment, intimidation or bullying may still be prohibited by other district policies or building, classroom or program rules.

Training

This policy is a component of the district’s responsibility to create and maintain a safe, civil, respectful and inclusive learning community and shall be implemented in conjunction with comprehensive training of staff and volunteers.

Retaliation/False Allegations

Retaliation is prohibited and will result in appropriate discipline. It is a violation of this policy to threaten or harm someone for reporting harassment, hazing, intimidation or bullying. It is also a violation of district policy to knowingly report false allegations of harassment, hazing, intimidation and bullying.  Employees will not be disciplined for making a report in good faith. However, persons found to knowingly report or corroborate false allegations will be subject to appropriate disciplinary action according to applicable collective bargaining agreements, applicable statutory authority, school district policies, and regulations.

Compliance Officer

The superintendent will appoint a compliance officer as the primary district contact to receive copies of all formal and informal complaints and ensure policy implementation. The name and contact information for the compliance officer will be communicated throughout the district.

The superintendent is authorized to direct the implementation of procedures addressing the elements of this policy.

Cross References:

Adopted:  February 13, 2012