To: Michael Green
From: Vicky Barnes
Date: February 13, 2022
Subject: Sexual Harassment Report
Policy 5011 includes notice and training and a review of the processes we have in place.
We train our district employees, parents/guardians, and volunteers in what sexual harassment or discrimination is and the complaint process for each one. Our student and parent handbooks and our employee handbooks outline this information. We train all of our employees upon hire through the online training program Safe Schools. Employees go through the course What Every Employee Must Be Told and other focused training modules assigned on a three-year rotation. Employees are also emailed information annually that identifies what sexual harassment and discrimination are and who to contact to make a complaint about either of these.
As the Title IX Coordinator this year, I attended Title IX Investigator Training as well as the training below:
In the 2021 - 2022 school year, I investigated two official complaints having to do with Title IX. In February of 2022, I was notified that a staff member had made comments about how students were dressed, and the students felt uncomfortable. I interviewed students and staff members. It doesn’t meet the definition of “sexual harassment” as described in Policy 3205 but caused a student to feel targeted. Many behaviors do not rise to the level of harassment but still should be clearly understood as prohibited. Policy 3207 on Harassment says clothing and other apparel can be included in “other distinguishing characteristics,” so repeatedly commenting on a student’s clothing could lead to that student feeling harassed. Based on the interviews, I reached the conclusion that the staff member’s comments in a public place concerning students’ clothing created an environment that was not positive or productive.
The second investigation was in March of 2022. A parent made a complaint concerning the interaction their child had with another student. At the onset of the investigation, I worked with the HIB Coordinator, Asha Riley, and we created safety plans with both the complainant and the respondent. In the investigation, I found that given there was a lack of corroborating evidence for either the complainant or the respondent. It was difficult to make a determination as there was not a preponderance of evidence to support a clear determination to affirm or deny the claim of sexual harassment as described in Policy 3205. Still, the interactions were disrupting the educational process, so a safety plan is now in place for both students. They no longer have any classes together. Both have been instructed to have no contact with each other, and both have an adult they trust that will check in with them regularly.