File: ACAB

All persons associated with this school district, including, but not necessarily limited to, the committee, the administration, the staff, and the students, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment. Any person who engages in sexual harassment while acting as a member of the school community will be in violation of this policy.

Definition of Sexual Harassment:

Unwelcome sexual advances; requests for sexual favors; or other verbal or physical conduct of a sexual nature may constitute sexual harassment where:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person’s employment or educational development.
  2. Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual.
  3. Such conduct has the purpose or effect of unreasonably interfering with an individuals work or educational performance or creating an intimidating, hostile, or offensive working or educational environment.

The Grievance Officer:

The committee will annually appoint a sexual harassment grievance officer who will be vested with the authority and responsibility of processing all sexual harassment complaints in accordance with the procedure set out below:


  1. Any member of the school community who believes that he/she has been subjected to sexual harassment will report the incident(s) to the grievance officer.
  2. The grievance officer will attempt to resolve the problem in an informal manner through the following process:
  3. The grievance officer will confer with the charging party in order to obtain a clear understanding of that party’s statement of the facts.
  4. The grievance officer will then attempt to meet with the charged party in order to obtain his/her response to the complaint.
  5. The grievance officer will hold as many meetings with the parties as is necessary to establish the facts.
  6. On the basis of the grievance officers perception of the situation he/she may:
  7. Attempt to resolve the matter informally through reconciliation.
  8. Report the incident and transfer the record to the Superintendent or his/her designee, and so notify the parties by certified mail.
  9. After reviewing the record made by the grievance officer, the Superintendent or designee may attempt to gather any more evidence necessary to decide the case, and thereafter impose any sanctions deemed appropriate, including a recommendation to the appropriate authority committee for termination or expulsion. All matters involving sexual harassment complaints will remain confidential to the extent possible.

LEGAL REFS.: Title VII, Section 703, Civil Rights Act of 1964 as amended 45 Federal Regulation 74676 issued by EEO Com.

ADOPTED: July 11, 1996