8. COMPLAINTS

8.1 COMPLAINTS

8.1.1 Whenever a complaint is registered against a teacher without first going to the teacher involved, it shall be Board policy to notify the teacher immediately of the complaint. The following information shall be provided to the teacher:

A. Name of complainant;

B. Description of allegation;

C. Remedy requested, if any.

The administrator may offer the aggrieved his assistance in arranging a conference at a date and time acceptable to all parties.

8.1.2 If the conference does not resolve the problem, the administrator or his representatives may then become the third party to the conference.

8.2 ADMINISTRATIVE REVIEW

8.2.1 The Association may request an administrative review with the appropriate Assistant Superintendent through the General Director of Employee Relations when the Association has a concern which it feels affects the welfare of the teachers and/or the system; the use of this procedure does not negate the use of other remedies in the contract. The time lines contained in the grievance procedure shall be suspended when administrative review is used to attempt to solve a problem.

8.3 SEXUAL HARASSMENT

8.3.1 The School Board will not tolerate sexual harassment at any of its sites or activities. Sexual harassment is defined as any physical, verbal and/or graphic sexual advance, request for sexual favors, and other sexually-oriented conduct, which is offensive or objectionable to the recipient.

8.3.2 Personnel, at all levels, are responsible for taking corrective action to prevent harassment at any of the School Board's sites or activities.

8.3.3 An individual has the legal right at any time to raise the issue of sexual harassment with appropriate site and/or district personnel without fear of reprisal.

8.3.4 Allegations of sexual harassment will be promptly investigated, giving due regard to the need for confidentiality.

8.3.5 Information relative to the prevention and correction of sexual harassment will be provided in writing to personnel and students.

8.3.6 Proven allegations of sexual harassment can have serious consequences for the party deemed guilty, including but not limited to the following:

A. If the party deemed guilty is a student, the range of punishment could include verbal and written reprimand, in-school or out-of-school suspension, change of placement, and/or expulsion.

B. If the party deemed guilty is a School Board employee, the range of punishment could include written reprimand, suspension without pay, and/or termination.

C. If the party deemed guilty is neither a student nor a School Board employee, appropriate steps will be taken, which could include limiting the access of this party to School Board property and any other action deemed necessary.