Educational Philosophies l Equal Opportunities l Sexual Harassment
Educational Philosophies 0000
The Board of Education of the Valley Central School District believes that both
knowledge and understanding are necessary for the recognition and discharge of personal and social responsibilities in a democratic society. The Board also believes that education is the process which presents to students the opportunity to develop to the fullest extent their capabilities to meet these needs.
In order to implement this philosophy of education, the Board established the following objectives:
1. to give students a thorough training in the basic skills;
2. to develop positive attitudes necessary for good citizenship;
3. to instill in each student a love of learning and an appreciation of beauty;
4. to promote good physical and mental health and fitness;
5. to use clear and definite standards of achievement in measuring each student’s progress; and
6. to provide each student with every opportunity to investigate his/her educational and vocational goals.
The Board is convinced that such a philosophy and such objectives can be attained only if the teachers, the students, and the community understand and fulfill the responsibilities inherent in the educational process.
It is the responsibility of the teachers:
1. to impart the knowledge which has come down to us historically;
2. to awaken curiosity and promote the search for new knowledge;
3. to stimulate creativity;
4. to inculcate habits of hard work and self- discipline;
5. to develop critical judgment; and
6. to encourage conduct based on moral and ethical values commensurate with the standards of our heritage.
It is the responsibility of the student:
1. to meet the challenge of education in such a way that his/her achievement is consistent with his/her capacities;
2. to practice the self-discipline so necessary to all of the activities which are part of school life;
3. to be aware of his/her goals in education and to keep himself/herself informed as to his/her progress towards these goals;
4. to participate in school activities according to his/her interests and abilities; and
5. to know and respect the traditions and regulations of the school.
It is the responsibility of the community:
1. to attract to the district, teachers, administrators and support service personnel who are dedicated to the ideal of the best education possible for each student;
2. to provide the buildings, equipment, books, and other materials necessary to the instructional program;
3. to support a program of such flexibility as to provide for all levels of ability;
4. to encourage the research and imagination necessary to the development, trial, and evaluation of new ideas; and
5. to create within the home and the community an atmosphere which engenders both a respect and a love of learning.
Adoption date: May 27, 1997
Reviewed: February 27, 2017
Equal Opportunity 0100
The Board of Education, its officers and employees, shall not discriminate against any student, employee, or applicant on the basis of race, color, national origin, creed, religion, marital status, military status, veteran status, sex, age, disability, sexual orientation, predisposing genetic characteristics, domestic violence victim status or other legally protected status.
This policy of nondiscrimination includes: access by students to educational programs, counseling services for students, course offerings and student activities, recruitment and appointment of employees and employee pay, benefits, advancement and/or terminations.
Cross-ref: 5311.3, Student Complaints and Grievances
9010, Equal Employment Opportunity
9520, Discrimination Complaints
Ref: P.L. 101-336 (The Americans with Disabilities Act of 1990)
Title VI, Civil Rights Act of 1964
Title VII, Civil Rights Act of 1964, as amended by the Equal Employment Opportunity
Act of 1972
Executive Order 11246, as amended by E.O. 11375
Equal Pay Act, as amended by the Education Amendments of 1972
Title I, Education Amendments of 1972
Rehabilitation Act of 1973
Education for All Handicapped Children Act of 1975
42 U.S.C. §§12101 et seq.
Genetic Information Nondiscrimination Act of 2008
Executive Law §290 et seq. (New York State Human Rights Law);
Education Law §3201-a
The Uniformed Services Employment and Reemployment Rights Act (USERRA)
Adoption date: May 27, 1997
Revised: August 11, 2003
Revised: June 8, 2009
Revised: July 12, 2010
Reviewed: February 27, 2017
Sexual Harassment 0110
The Board of Education recognizes that harassment of students, staff, school volunteers, and certain “non-employees” (which includes contractors, subcontractors, vendors, consultant and other persons providing services pursuant to a contract, or their employees) on the basis of sex, gender and/or sexual orientation is abusive and illegal behavior that harms victims and negatively impacts the school culture by creating an environment of fear, distrust, intimidation and intolerance. The Board further recognizes that preventing and remedying such harassment in schools is essential to ensure a healthy, nondiscriminatory environment in which students can learn
and employees and “non-employees” can work productively.
Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of actual or perceived or self-identified sex, sexual orientation, gender identity, gender expression, and transgender status. Sexual or gender-based harassment of a student can deny or limit the student’s ability to participate in or to receive benefits, services, or opportunities from the school’s program.
The Board is committed to providing an educational and working environment that promotes respect, dignity and equality and that is free from all forms of sexual harassment. To this end, the Board condemns and strictly prohibits all forms of sexual harassment on school grounds, school buses and at all school-sponsored activities, programs and events including those that take
place at locations outside the District, or outside the school setting if the harassment impacts the individual’s education or employment in a way that violates their legal rights.
Under various state and federal laws, students, employees, school volunteers and “non- employees” have legal protections against sexual harassment in the school environment as described above. Additionally, local laws (e.g., county, city, town, village) may apply to the district. The district’s Code of Conduct also addresses appropriate behavior in the school environment. Sexual harassment can occur between persons of all ages and genders.
In order for the Board to effectively enforce this policy and to take prompt corrective measures, all victims of sexual harassment and persons with knowledge of sexual harassment are encouraged to report the harassment immediately. The District will promptly investigate all complaints of sexual harassment, either formal or informal, verbal or written. To the extent
possible, all complaints will be treated in a confidential manner. Limited disclosure may be necessary to complete a thorough investigation.
If, after appropriate investigation, the District finds that a student, an employee, school volunteer, non-employee or a third party has violated this policy, prompt corrective action will be taken in accordance with the applicable collective bargaining agreement, contract, district policy and state and federal law.
All complainants and those who participate in the investigation of a complaint of sexual harassment have the right to be free from retaliation of any kind, when they do so with a good faith belief that sexual harassment has occurred. The District will not tolerate adverse treatment of individuals because they
report harassment or provide information relating to a complaint of sexual harassment.
The Superintendent of Schools is authorized to develop and implement regulations for reporting, investigating and remedying allegations of sexual harassment. In addition, training programs shall be established for students and annually for employees to raise awareness of the issues surrounding
sexual harassment and to implement preventative measures to help reduce incidents of sexual harassment.
Age-appropriate instructional materials will be incorporated into the curriculum to educate students so that they can recognize and reduce the incidence of sexual harassment.
This policy shall be posted in a prominent place in each district facility, on the District’s website, and shall also be published in student registration materials, student, parent and employee handbooks, and other appropriate school publications.
Ref: Education Amendments of 1972, Title IX, 20 U.S.C.§1681 et seq.
Title VII of Civil Rights Act (1964), 42 U.S.C. §2000-e; 34 CFR §100 et seq.; The Dignity for
All Students Act
Davis v. Monroe County Board of Education, U.S.; 119 S.Ct.1661 (1999)
Gebser v. Lago Vista Independent School District, 524 U.S, 274 (1998)
Faragher v. City of Boca Raton, 524 U.S. 775 (1998)
Burlington Industries v. Ellerth, 524 U.S. 742 (1998)
Oncale v. Sundowner Offshore Services, Inc., 523 U.S. 75 (1998)
Franklin v. Gwent County Public Schools, 503 U.S. 60 (1992)
Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986)
Adoption date: September 11, 2000
Revised: June 11, 2012
Reviewed: February 27, 2017
Revised: January 22, 2019
This regulation is intended to create and preserve an educational and working environment free from unlawful sexual harassment in furtherance of the District’s commitment to provide a healthy and productive environment for all students, employees, applicants for employment, school volunteers, and non-employees (e.g., contractors, subcontractors, vendors, consultant and
other persons providing services pursuant to a contract or their employees) that promotes respect, dignity and equality.
Sexual Harassment Defined
Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of actual or perceived or self-identified sex, sexual orientation, gender identity, gender expression, and transgender status.
Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex, gender, or sexual orientation, when:
1. submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of an employee’s employment or a student’s education (including any aspect of the student’s participation in school-sponsored activities, or any other aspect of the
student’s education); or
2. submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting an employee’s employment or a student’s education; or
3. the conduct or communication has the purpose or effect of substantially or unreasonably interfering with an employee’s work performance or a student’s academic performance or participation in school-sponsored activities, or creating an intimidating, hostile or offensive working or educational environment.
Unacceptable Conduct
School-related conduct that the District considers unacceptable and which may constitute sexual harassment includes, but is not limited to, the following:
1. rape, attempted rape, sexual assault, attempted sexual assault, forcible sexual abuse, hazing, and other sexual and gender-based activity of a criminal nature as defined under the State Penal Law;
2. unwelcome sexual advances or invitations or requests for sexual activity including but not limited to those in exchange for grades, promotions, preferences, favors, selection for extracurricular activities or job assignments, homework, etc.;
3. unwelcome or offensive public sexual display of affection, including kissing, hugging, making out, groping, fondling, petting, inappropriate touching of one’s self or others, sexually suggestive dancing, and massages;
4. any unwelcome communication that is sexually suggestive, sexually degrading or derogatory or implies sexual motives or intentions, such as sexual remarks or innuendoes about an individual’s clothing, appearance or activities; sexual jokes; sexual gestures; public conversations about sexual activities or exploits; sexual rumors and “ratings lists;” howling, catcalls, and whistles; sexually graphic computer files, messages or games, etc;
5. unwelcome and offensive name calling or profanity that is sexually suggestive or explicit, sexually degrading or derogatory, implies sexual intentions, or that is based on sexual stereotypes or sexual orientation, gender identity or expression;
6. unwelcome physical contact or closeness that is sexually suggestive, sexually degrading or derogatory, or sexually intimidating such as the unwelcome touching of another’s body parts, cornering or blocking an individual, standing too close, spanking, pinching, following, stalking, frontal body hugs, etc.;
7. unwelcome and sexually offensive physical pranks or touching of an individual’s clothing, such as hazing and initiation, “streaking,” “mooning,” “snuggies” or “wedgies” (pulling underwear up at the waist so it goes in between the buttocks), bra-snapping, skirt “flip ups,” “spiking” (pulling down someone’s pants or swimming suit); pinching; placing hands
inside an individual’s pants, shirt, blouse, or dress, etc.;
8. unwelcome leers, stares, gestures, or slang that are sexually suggestive; sexually degradingor derogatory or imply sexual motives or intentions;
9. clothing with sexually obscene or sexually explicit slogans or messages;
10. unwelcome and offensive skits, assemblies, and productions that are sexually suggestive,sexually degrading or derogatory, or that imply sexual motives or intentions, or that are based on sexual stereotypes;
11. unwelcome written or pictorial display or distribution of pornographic or other sexuallyexplicit materials such as magazines, videos, films, Internet material, etc.;
12. any other unwelcome behavior based on sexual stereotypes or attitudes that are offensive, degrading, derogatory, intimidating, demeaning, or that is based on sexual stereotypes and attitudes.
For purposes of this regulation, action or conduct shall be considered “unwelcome” if the student, employee, school volunteer, or non-employee did not request or invite it and regarded the conduct as undesirable or offensive.
Sexual harassment may occur on school grounds, school buses and at all school-sponsored activities, programs and events, including those that take place at locations outside the District, or outside the school setting if the harassment impacts the individual’s education or employment in a way that violates their legal rights, including when employees or “non-employees” travel on District business, or when the harassment is done by electronic means (including on social media).
Determining if Prohibited Conduct is Sexual Harassment
Complaints of sexual harassment will be thoroughly investigated to determine whether the totality of the behavior and circumstances meet any of the elements of the above definition of sexual harassment and should therefore be treated as sexual harassment. Not all unacceptable conduct with sexual connotations may constitute sexual harassment. In many cases (other than quid pro quo situations where the alleged harasser offers academic or employment rewards or threatens punishment as an inducement for sexual favors), unacceptable behavior must be sufficiently severe, pervasive and objectively offensive to be considered sexual harassment.
In evaluating the totality of the circumstances and making a determination of whether conduct constitutes sexual harassment, the individual investigating the complaint should consider:
1. the degree to which the conduct affected the ability of the student to participate in or benefit from his or her education or altered the conditions of the student’s learning environment or altered the conditions of the employee’s working environment;
2. the type, frequency and duration of the conduct;
3. the identity of and relationship between the alleged harasser and the subject of the harassment (e.g., sexually based conduct by an authority figure is more likely to create a hostile environment than similar conduct by another student or a co-worker);
4. the number of individuals involved;
5. the age and sex of the alleged harasser and the subject of the harassment;
6. the location of the incidents and context in which they occurred;
7. other incidents at the school; and
8. incidents of gender-based, but non-sexual harassment.
Reporting Complaints
Any person who believes he or she has been the victim of sexual harassment by a student, District employee, non-employee or third party related to the school is strongly encouraged to report complaints as soon as possible after the incident in order to enable the District to effectively investigate and resolve the complaint. Complainants are encouraged to submit the complaint in writing; however, complaints may be filed verbally. Managers and supervisors are required to report any complaint that they receive, or any harassment that they observe to the Building Principal or the Title IX Coordinator.
Complaints should be filed with the Principal or the Title IX Coordinator. The Title IX Coordinator is Michael Bellarosa, Deputy Superintendent, 944 State Route 17K, Montgomery, NY 12549, (845)457-2400 x18885, michael.bellarosa@vcsdny.org.
Any school employee who receives a complaint of sexual harassment from a student shall inform the student of the employee’s obligation to report the complaint to the school administration, and then shall immediately notify the Principal and/or the Title IX coordinator.
School employees receiving complaints of sexual harassment from non-employees shall direct the complainant to the Building Principal or the Title IX Coordinator. In order to assist investigators, complainants should document the harassment as soon as it occurs and with as much detail as possible including: the nature of the harassment; dates, times,
places it has occurred; name of harasser(s); witnesses to the harassment; and the complainant’s response to the harassment.
Confidentiality
It is District policy to respect the privacy of all parties and witnesses to complaints of sexual harassment. To the extent possible, the District will not release the details of a complaint or the identity of the complainant or the individual(s) against whom the complaint is filed to any third parties who do not need to know such information. However, because an individual’s need for
confidentiality must be balanced with the District’s legal obligation to provide due process to the accused, to conduct a thorough investigation, or to take necessary action to resolve the complaint, the District retains the right to disclose the identity of parties and witnesses to complaints in
appropriate circumstances to individuals with a need to know. The staff member responsible for investigating complaints will discuss confidentiality standards and concerns with all complainants.
If a complainant requests that his/her name not be revealed to the individual(s) against whom a complaint is filed, the staff member responsible for conducting the investigation shall inform the complainant that:
1. the request may limit the District’s ability to respond to his/her complaint;
2. District policy and federal law prohibit retaliation against complainants and witnesses;
3. the District will attempt to prevent any retaliation; and
4. the District will take strong responsive action if retaliation occurs.
If the complainant still requests confidentiality after being given the notice above, the investigator
will take all reasonable steps to investigate and respond to the complaint consistent with the request
as long as doing so does not preclude the District from responding effectively to the harassment
and preventing the harassment of other students or employees.
Investigation and Resolution Procedure
Level One Procedure
The Principal or the Title IX Coordinator shall conduct a preliminary review when they receive a verbal or written complaint of sexual harassment, or if they observe sexual harassment.
Except in the case of severe or criminal conduct, the Principal or the Title IX coordinator should make all reasonable efforts to resolve complaints informally at the school level. The goal of informal investigation and resolution procedures is to end the harassment and obtain a prompt and equitable resolution to a complaint.
As soon as possible but no later than three working days following receipt of a complaint, the Principal or Title IX Coordinator should begin an investigation of the complaint according to the following steps:
1. Interview the complainant and document the conversation. Documentation shall include,
at a minimum, information such as name of interviewer and interviewee, date of interview,
and topics discussed. (If the complainant is not the alleged victim, interview the alleged
victim next.) Instruct the victim to have no contact or communication regarding the
complaint with the alleged harasser. Ask the complainant specifically what action he/she
would like to see taken in order to resolve the complaint. Refer the victim, as appropriate,
to school social workers, school psychologists, crisis team managers, other school staff, or
appropriate outside agencies for counseling services.
2. Review any written documentation of the harassment prepared by the victim. If the
complainant has not prepared written documentation, instruct the complainant to do so,
providing alternative formats for individuals with disabilities and young children, who have
difficulty writing and need accommodation.
3. Interview any witnesses to the complaint. Where appropriate, obtain a written statement
from each witness.
4. Interview the alleged harasser regarding the complaint and inform the alleged harasser that
if the objectionable conduct has occurred, it must cease immediately. Document the
conversation. The alleged harasser should be notified of the specific charges against
him/her, and shall be questioned about the specific allegations. Ask the alleged harasser to
make a written statement.
5. Instruct all parties not to retaliate against other individuals involved in the investigation.
Warn all parties that if they retaliate against anyone involved in the investigation, they will
be subject to immediate disciplinary action.
6. Review all documentation and information relevant to the complaint.
7. When reviewing cases involving non-employees, the investigator shall consider the extent
of the District’s control and any other legal responsibility the District may have with
respect to the conduct of the accused.
8. Where appropriate, suggest mediation as a potential means of resolving the complaint. In
addition to mediation, use appropriate informal methods to resolve the complaint, including
but not limited to:
a. discussion with the accused, informing him or her of the District’s policies and
indicating that the behavior must stop;
b. suggesting counseling and/or sensitivity training;
c. conducting training for the department or school in which the behavior occurred, calling
attention to the consequences of engaging in such behavior;
d. requesting a letter of apology to the complainant;
e. writing letters of caution or reprimand; and/or
f. separating the parties.
9. Parent/Student/Employee/Volunteer/Non-Employee Involvement and Notification
a. Parents of student alleged victims and accused students shall be notified within two
school days of allegations that are serious or involve repeated conduct. Any
employee or third party will be notified within two school days of any allegations
against them in accordance with all applicable collective bargaining agreements.
b. If either the complainant or the accused is a disabled student receiving special
education services under an IEP or section 504/Americans with Disabilities Act
accommodations, the Committee on Special Education will be consulted to
determine the degree to which the student’s disability either caused or is affected by
the discrimination or policy violation. In addition, due process procedures required
for persons with disabilities under state and federal law shall be followed.
c. The Principal or Title IX Coordinator (i.e., the investigator) shall make a
determination as to whether the complaint was founded or unfounded based on a
preponderance of the evidence.
d. The investigator shall report back to both the complainant and the accused,
notifying them in writing, and also in person as appropriate regarding the outcome
of the investigation and any action taken to resolve the complaint, in accordance
with FERPA and applicable law. The investigator shall instruct all parties to report
immediately if the objectionable behavior occurs again or if anyone retaliates
against them.
e. The investigator shall notify the complainant and the accused that if he/she would
like to appeal the investigator’s decision, he/she may request a review by the
Superintendent of Schools. The investigator shall also notify the complainant of
his/her right to contact the U.S. Department of Education’s Office for Civil Rights.
Employees may also contact the U.S. Equal Employment Opportunity Commission
or the New York State Division of Human Rights.
If the initial investigation results in a determination that sexual harassment did occur, the
investigator will promptly notify the building principal or Superintendent, dependent upon the
situation, of his/her recommendation, who may then take prompt corrective action in accordance
with District policy, the applicable collective bargaining agreement or state law.
If a complaint received by the Principal or the Title IX Coordinator contains evidence or
allegations of serious or extreme harassment, such as employee to student harassment, criminal
touching, quid pro quo (e.g., offering an academic or employment reward or punishment as an
inducement for sexual favors), or acts which shock the conscience of a reasonable person, the
complaint shall be referred promptly to the Superintendent. In addition, where the Principal or the
Title IX Coordinator has a reasonable suspicion that the alleged harassment involves criminal
activity, he/she should immediately notify the Superintendent, who shall then contact appropriate
child protection and law enforcement authorities. Where criminal activity is alleged or suspected
by a District employee, the accused employee shall be suspended pending the outcome of the
investigation, consistent with all contractual or statutory requirements.
If the complainant or the accused is not satisfied with the outcome of the Level One
investigation, or with the proposed resolution of the grievance, they may request a Level Two
review by submitting a written request for a Level Two review to the Superintendent within ten
(10) days after being notified of the investigator’s findings.
B. Level Two Procedure
The Superintendent shall promptly investigate and resolve all sexual harassment
complaints that are referred to him/her by a Principal or Title IX Coordinator or are appealed from
Level One. In the event the complaint of sexual harassment involves the Superintendent, the
complaint shall be filed with or referred to the Board President, who shall refer the complaint to a
trained investigator not employed by the District for investigation.
The Superintendent of Schools will review all documentation from the Level One
investigation. The Superintendent may request that the complainant, alleged harasser, the Title IX
Coordinator, student, non-employee, or any member of the District’s staff present a written
statement setting forth any information that such person has relative to the complaint and the facts
surrounding it or may, in his/her discretion, decide to speak with any individuals regarding the
complaint.
When reviewing cases involving volunteers and non-employees, the investigator shall
consider the extent of the District’s control and any other legal responsibility the District may have
with respect to the conduct of the accused.
No later than 30 days following receipt of the complaint, the Superintendent (or in cases
involving the Superintendent, the Board-appointed investigator) will notify the complainant and
alleged harasser, in writing, of the outcome of the investigation. If additional time is needed to
complete the investigation or take appropriate action, the Superintendent or Board-appointed
investigator will provide all parties with a written status report within 30 days following receipt of
the complaint. No further internal appeals are available.
If a Level Two review results in a determination that sexual harassment did occur, prompt
corrective action will be taken to end the harassment. Where appropriate, the Superintendent may
suggest mediation as a means of exploring options of corrective action and informally resolving
the complaint.
The District acknowledges that while it would like students and employees to raise issues
of discrimination pursuant to this Regulation so that they can be addressed by it, any employee or
student has the legal right to immediately make a complaint to the appropriate governmental entity.
An employee may file a complaint with the following agencies: Equal Employment
Opportunity Commission (EEOC) at the New York District Office, 33 Whitehall Street, 5th Floor,
New York, New York 10004; the New York State Division of Human Rights at 99 Washington
Avenue, Albany, New York 12210; or the United States Department of Education, Office for Civil
Rights at 32 Old Slip, 26th Floor, New York, New York 10005.
A student may file a complaint with the following agency: United States Department of
Education, Office for Civil Rights at 32 Old Slip, 26th Floor, New York, New York 10005.
Please take notice that the failure to file a complaint with these agencies within the statutory
period may result in the loss of your legal rights. Nothing in these regulations shall be construed
to limit the right of the complainant to file a lawsuit in either state or federal court.
Retaliation Prohibited
Any act of retaliation against any person who opposes sexually harassing behavior, or who has filed
a complaint, is prohibited and illegal, and therefore subject to disciplinary action. Likewise,
retaliation against any person who has testified, assisted, or participated in any manner in an
investigation, proceeding, or hearing of a sexual harassment complaint is prohibited. For purposes
of this policy, retaliation includes but is not limited to: verbal or physical threats, intimidation,
ridicule, bribes, destruction of property, spreading rumors, stalking, harassing phone calls, any
action that would keep a person from coming forward to make or support a sexual harassment claim,
and any other form of harassment. Any person who retaliates is subject to immediate disciplinary
action, up to and including suspension or termination.
Discipline/Penalties
Any individual who violates the sexual harassment policy by engaging in prohibited sexual
harassment will be subject to appropriate disciplinary action. Disciplinary measures available to school
authorities include, but are not limited to the following:
Students: Discipline may range from a reprimand up to and including suspension from
school, to be imposed consistent with the student code of conduct and discipline policy and
applicable law.
Employees: Discipline may range from a warning up to and including termination, to be imposed
consistent with all applicable contractual and statutory rights. Further, appropriate consequences will be
enforced against supervisory or managerial personnel who knowingly allow harassing behavior to
continue.
Volunteers: Penalties may range from a warning up to and including loss of volunteer
assignment.
Non-Employees: Penalties may range from a warning up to and including loss of District
business.
Other individuals: Penalties may range from a warning up to and including denial of future
access to school property.
False Complaints
False or malicious complaints of sexual harassment may result in corrective or disciplinary
action taken against the complainant.
Training
All students and employees shall be informed of this policy in student and employee
handbooks, on the District website, and student registration materials. A poster summarizing the
policy shall also be posted in a prominent location at each school. All secondary school student
body officers shall receive district training about the policy at the beginning of each school year.
Additionally, age-appropriate curricular materials will be made available so that it can be
incorporated in instruction K-12 to ensure that all students are educated to recognize and report
sexual harassment.
All employees shall receive a copy of this policy and regulation and shall be provided
information regarding this policy and the District’s commitment to a harassment-free learning and
working environment on an annual basis. Training on sexual harassment prevention shall be given to all
employees on an annual basis. Such training shall be consistent with New York and federal law and
regulations.
Principals in each school and program directors shall be responsible for informing students
and staff on a yearly basis of the terms of this policy, including the procedures established for
investigation and resolution of complaints, general issues surrounding sexual harassment, the
rights and responsibilities of students and employees, and the impact of sexual harassment on the
victim.
Adoption date: September 11, 2000
Revised: June 11, 2012
Reviewed: February 27, 2017
Revised: January 22, 2019
Revised: October 15, 2019