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(TitleIX,P.L.92-318)
G-3C-10
TheMountainBrookSchoolsystemdoesnotdiscriminateonthebasisofrace,color,religion,nationalorigin,sex,
disability,sexualorientation,orageinanyofitsprogramsandactivities,orinmattersofemployment,and
providesequalaccesstotheBoyScoutsandotherdesignatedyouthgroups.
ItisagainstthepolicyoftheMountainBrookBoardofEducationtohavedifferentrulesorregulationsonthebasis
ofsexinemployment,includingrecruitment,hiringclassification,andotherterms,conditionsorprivilegesof
employment.
TheBoard,IaccordancewithTitleIX(20U.S.C.S1681,etseq.),strictlyprohibitsdiscriminationonthebasisofsex
orgenderinitsprogramsoractivities,oranymattersofemployment.Theprohibitionincludessexualharassment
basedonsex,sexualassault,asdefinedbylawandBoardpolicy.Sexualharassmentandsexualassaultcomplaints
shouldbefiledandreviewedundertheBoard’ssexualharassmentpolicies(G-32,J-49).Allothercomplaintsunder
TitleIXwillbefiledandreviewedaccordingtotheBoard’sgeneralcomplaintsandgrievanceprocedures(G-34,J41).
TheSuperintendentandhisdesigneeareresponsibleforcoordinatingtheMountainBrookBoardofEducation’s
TitleIXefforts.Anyonehavinganycomplaintsallegingdiscriminationonthebasisofsexoranyinquiries
concerningtheapplicationofTitleIXmayreferthemtotheabovedesignatedcoordinators.
TheSuperintendentisauthorizedanddirectedtodesignateaTitleIXCoordinator,whosedutieswillinclude,but
notbelimitedtoreceivingandrespondingtoTitleIXinquiriesandcomplaints.
AcopyofFederalRegisterdatedJune4,1975,PartII,entitled“NON-discriminationontheBasisofSex”Acopyof
theNon-DiscriminationStatementshallbeavailableineachadministrativeofficeoftheschoolsystem.Noticeof
thispolicy’sexistenceandtheBoard’sintentiontocomplywiththeregulationsofTitleIXshallappearregularlyin
publications;suchas,studenthandbooks,PTAyearbooksand/ornewsletters,studentnewspapers,Community
Education’sScheduleofClassesandinthetextofapplicationsforemployment.
NOTE:RenumberasC-10
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GENERALEMPLOYEECOMPLAINTSANDGRIEVANCES
G-12
ItisthedesireoftheMountainBrookBoardofEducationtoencouragereasonableandeffectivemeansofhandling
personnelgrievancesarisingfromtheimplementationoflocalboardpoliciesaswellastheinterpretationof
regulationsoriginatingfromtheStatelevel;toreducethepotentialforgrievances;andtoestablishandmaintain
recognizedchannelsofcommunicationbetweentheadministrationandstaff.
Inspiteofeffortstoeliminatetheoccasionswhenmisunderstandingswillarise,atbesttheycanbeminimized.The
fact that personnel affected by policies are involved in their development is perhaps the most effective single
provision.
GeneralComplaints(Grievances)–ProfessionalpersonnelAnyemployeeormemberofthepublichavingcomplaints
orgrievancesareencouragedtodiscusspresentforresolutiontotheemployee,supervisor,oradministratoratthe
lowestadministrativelevelwhohastheauthorityandabilitytoaddresstheproblemorimplementtherequested
action.Iftheunderlyingproblemcannotberesolvedsatisfactorilyatthisadministrativelevel,theaggrievedperson
may continue to seek a satisfactory solution to the problem with staff members at the next higher levels of
administration(e.g.Principals,CentralOfficeDirector,Superintendent).Finally,thepersonmayappealinwriting
totheBoardofEducation.Atanylevel,theaggrievedpersonmayappearincompanyofpeersorcounselandwill
beaffordedalltherightsofdueprocessapplicabletosuchsituation.
Limitations Regarding Availability and Application of General Complaint/Grievance Policy – The general
complaint/grievancepolicyandanyproceduresadoptedthereunderdonotapplytospecificcomplaintorgrievance
policies and procedures that are established by Board policy or law for application to special factual or legal
circumstances (e.g. sexual harassment grievance procedures; discrimination procedures, review of personnel
mattersgovernedbystatelaworascoveredunderStudent’sFirst;dueprocesshearingsprovidedunderIndividuals
withDisabilitiesAct).Insuchinstances,thespecificstatutory,regulatory,orpolicy-basedprocessistheapplicable
procedure.Thegeneralcomplaint/grievanceproceduresthatareauthorizedunderthetermsofthispolicymaynot
beinvokedforthepurposeofchallengingorseekingrevieworreconsiderationofadversepersonneldecisionsthat
havereceivedBoardapproval.AgrievancemaybebasedonanallegedmisapplicationofBoardpolicies,regulations,
orprocedures,butmaynotbeusedtochallengetheBoard’sexerciseofitsdiscretiontoadopt,approve,modify,or
repealapolicy,regulationorprocedureoronitsfailuretoexercisediscretion(e.g.adoptionofaschoolcalendar,
compensationpolicies,etc.)
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(newpolicy,tomirrortheemployee-relatedG-12)
STUDENT/GUARDIANCOMPLAINTSANDGRIEVANCES
J-51
ItisthedesireoftheMountainBrookBoardofEducationtoencouragereasonableandeffectivemeansofhandling
studentandparentgrievancesarisingfromtheimplementationoflocalboardpoliciesaswellastheinterpretation
ofregulationsoriginatingfromtheStatelevel;toreducethepotentialforgrievances;andtoestablishand
maintainrecognizedchannelsofcommunicationbetweentheadministrationandstaff.
GeneralComplaints(Grievances)–Anystudent,parent,ormemberofthepublichavingcomplaintsorgrievances
areencouragedtopresentforresolutiontotheemployee,supervisor,oradministratoratthelowestadministrative
levelwhohastheauthorityandabilitytoaddresstheproblemorimplementtherequestedaction.Iftheunderlying
problemcannotberesolvedsatisfactorilyatthisadministrativelevel,theaggrievedpersonmaycontinuetoseeka
satisfactorysolutiontotheproblemwithstaffmembersatthenexthigherlevelsofadministration(e.g.Principals,
CentralOfficeDirector,Superintendent).Finally,thepersonmayappealinwritingtotheBoardofEducation.At
anylevel,theaggrievedpersonmayappearincompanyofpeersorcounselandwillbeaffordedalltherightsofdue
processapplicabletosuchsituation.
Limitations Regarding Availability and Application of General Complaint/Grievance Policy – The general
complaint/grievancepolicyandanyproceduresadoptedthereunderdonotapplytospecificcomplaintorgrievance
policies and procedures that are established by Board policy or law for application to special factual or legal
circumstances (e.g. sexual harassment grievance procedures; discrimination procedures, review of personnel
mattersgovernedbystatelaworascoveredunderStudent’sFirst;dueprocesshearingsprovidedunderIndividuals
withDisabilitiesAct).Insuchinstances,thespecificstatutory,regulatory,orpolicy-basedprocessistheapplicable
procedure.Thegeneralcomplaint/grievanceproceduresthatareauthorizedunderthetermsofthispolicymaynot
beinvokedforthepurposeofchallengingorseekingrevieworreconsiderationofadversepersonneldecisionsthat
havereceivedBoardapproval.AgrievancemaybebasedonanallegedmisapplicationofBoardpolicies,regulations,
orprocedures,butmaynotbeusedtochallengetheBoard’sexerciseofitsdiscretiontoadopt,approve,modify,or
repealapolicy,regulationorprocedureoronitsfailuretoexercisediscretion(e.g.adoptionofaschoolcalendar,
compensationpolicies,etc.)
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DISCRIMINATIONGRIEVANCEPROCEDURESFOREMPLOYEES
G-34
Nopersonshallbedeniedemployment,beexcludedfromparticipationin,bedeniedthebenefitsof,orbe
subjectedtodiscriminationinanyprogramoractivityonthebasisofhandicapdisability,gender,sexual
orientation,race,religiousbeliefpreference,nationaloriginorethnicgroup,color,orage.
Purpose:Toresolveatthelowestpossibleadministrativelevel,differencesandissuesrelatedtoalleged
discriminationagainstemployeeswithinthemeaningoftheVocationalRehabilitationAct,theAmericans
withDisabilitiesAct,TitleIX,ortheFederalEducationAmendment,andanyotherapplicablestateorfederal
statuteorregulation.Theseproceedingswillbekeptasinformalandconfidentialasmaybeappropriateat
alllevelsofprocedure.
Definitions:A“grievance”isacomplaintbyanyprofessionalorsupportstaffmemberspecificallyassertinga
possibleviolationofanyoftheabove-referencedstatutesorregulations.Agrievanceprocedureisthe
methodbywhichapersonmayseektoresolvesuchacomplaint.
LevelOne(InformalProcedures)
Theaggrievedemployeemustfirstdiscusshisorhergrievancewiththeimmediatesupervisorwiththe
objectiveofresolvingthematterinformally.(Theprincipalshouldbeconsideredtheimmediatesupervisor
forallbuildingemployees.)Ifthepersonagainstwhomthecomplaintisbeingmadeistheaggrieved
employee’simmediatesupervisor,theemployeemaytakethecomplainttotheappropriateCoordinator.
Theaggrievedemployeeandhis/herimmediatesupervisorshouldconferonthegrievancewithaview
towardarrivingatamutuallysatisfactoryresolutionofthecomplaint.Attheconference,theemployeemay
appearaloneorbeaccompaniedbyarepresentativeofhisorherchoice.Thesupervisormayhavesuch
otherpersonspresentasheorshedeemsappropriate.
Ifthegrievancearisesfromtheactionsofaspecificpersonorpersons,thesupervisorshouldinformsuch
personsofthenatureofthegrievanceandattempttoascertainthefactsofthecasefromtheir
perspective.Ifitisagreeabletoallparties,aconferencewillbeheldwhichincludestheaggrievedemployee,
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thesupervisor,andtheperson(s)againstwhomthegrievancehasbeenmade.Eachofthesepartiesmay
appearaloneorberepresented,andthediscussionshouldbedirectedatreachingamutuallysatisfactory
resolutionofthecomplaint.
LevelTwo(FormalProcedures)
Step1
Ifasaresultofthediscussionbetweenthecomplainant,supervisorandpossibleotherparties,thematteris
notresolvedtothesatisfactionofthecomplainant,thenwithinfive(5)schooldaysofsuchconference,
unlessanexceptionisgrantedbythesupervisorinhisorhersolediscretion,heorsheshallsetforthhisor
hergrievanceinwritingtothesupervisorspecifying:
1.thenatureofthegrievance.
2.thenatureorextentoftheallegedinjury,lossorinconvenience.
3.thecorrectiveactionsought.
4.theresultsofpreviousdiscussion(s)andconference(s),and
5.thebasisofandreasonsforhisorherdissatisfactionwithdecisionpreviouslyrendered.
Thecomplainantshallbeinformedthatifheorshesorequests,assistancewillbeprovidedindevelopinga
writtenstatementofthegrievances.Thesupervisorshouldcommunicatehisorherdecisioninwritingtothe
complainantuponthewrittenpresentationofthegrievanceinassoonaspracticable,preferablewithin10
schooldays.Ifagrievanceispursuedbeyondthislevel,writtenrecordsshouldbeforwardedtothenext
levelofprocedurebythecomplainant.
Step2
IfthecomplainantisnotsatisfiedwiththedispositionofhisorhergrievanceatLevelTwo,Step1,heorshe
maypresenthisorhergrievancetotheSuperintendentofSchoolswithinfive(5)schooldaysofreceiptofthe
supervisorswrittendecisionunlessanexceptionisgrantedbytheSuperintendent.Thesuperintendentmay
consultwithorreferthemattertotheappropriatecoordinator,inthesuperintendent’ssolediscretion.
TheSuperintendentorcoordinator,asthecasemaybe,shouldreviewthewrittenrecord,counselwiththe
complainant,hearwitnessesasheorshedeemsnecessary,andrenderadecisioninwritingassoonas
practicable.TheSuperintendentisauthorizedtodevelopspecificproceduresthatwillprovideforfair
considerationandorderlyreviewofcomplaintsandgrievances.Suchproceduresmaynotunreasonably
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burdenordelaythepresentationorprocessingofsuchmattersandwillbesubjecttoBoardreviewand
modification.
LevelThree(FormalProcedures)
IntheeventtheemployeeisnotsatisfiedwiththedispositionofhisorhergrievanceatLevelTwo,Step2,he
orshemayfilethegrievanceinwritingwiththeBoardofEducationthroughtheofficeoftheSuperintendent
withinfive(5)schooldaysafterreceiptofthedecisionfromLevelTwo,Step2,unlessanexceptionisgranted
bytheSuperintendent.
HeorshemayrequestaprivatehearingbeforetheBoardofEducationbyprovidingawrittenrequesttothe
Superintendentwithinthesametimeframe.Inthatevent,theSuperintendentwillsubmittotheBoardof
Educationcopiesofthewrittenrecord.TheaggrievedemployeeaswellastheSuperintendentandschool
systemstaffmayberepresentedoraccompaniedbylegalcounselatthishearing,andminutesofthe
proceedingwillbemade.TheBoardofEducationmaycallwitnessesasitdeemsappropriate.Theaggrieved
employeeshallbegivenawrittendecisionbytheBoardofEducationassoonaspracticable,preferable
within10schooldays.
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EMPLOYEEHARASSMENTPOLICY
G-32
(TitleIX)
I.
HarassmentDefinedandProhibited.
It is the policy of Mountain Brook City Schools that racial, sexual, religious/ethnic and other
harassment, bullying, intimidation and violence will not be tolerated under any
circumstances. We firmly believe that all persons are to be treated with respect and
dignity.Harassmentandviolentincidentswillberespondedtoinamannerthateffectivelydeters
futureincidents.
Theclassofbehaviorsreferredtoas“harassment,”“intimidation,”and/orbullyingmeansany
gesture or written, verbal or physical act that takes place on school property, at any schoolsponsoredfunction,oronaschoolbusandthat:(a)areasonablepersonshouldknow,underthe
circumstances,thattheact(s)willhavetheeffectofharmingastudentoremployeeordamaging
thestudent’soremployee’sproperty,orplacingastudentoremployeeinreasonablefearof
harmtohispersonordamagetohispropertyor(b)hastheeffectofinsultingordemeaningany
studentorgroupofstudentsoremployeesinsuchawayastocausesubstantialdisruptionof,or
substantial interference with, the orderly operation of the school or which has the effect of
creatinganuncomfortableorunwelcomingschoolenvironment.
Harassment,intimidation,and/orbullyingreferstoanyunwelcomebehaviorrelatedto,butnot
limited to, gender, race, religion, ethnic group, sexual orientation, and/or any personal
characteristic(s)thatmakestherecipientfeelafraid,embarrassed,helpless,angryorunsafeor
upsets the recipient to the point that he/she cannot learn, cannot teach, or be effective
atschoolorathis/herjob.
Harassment, bullying, intimidation, and violence are prohibited between staff members,
between staff members and students, between students, and from members of the public
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directedatstudentsorstaffonschoolpropertyoratschool-sponsoredevents.Someexamples
ofharassmentandviolencemayinclude,butarenotlimitedto:unwelcomepatting,pinching,or
other physical contact; obscene gesturing or name calling; ethnic or racial slurs; or threats,
insults,orassaultsagainstsomeoneduetotheirsex,race,religionorethnicgroup.
If a staff member or student feels that his/her emotional wellbeing, his/her sense of safety
andsecurityorsenseofself-worthisbeingaffectedbysuchconduct,acomplaintshouldbefiled
bycontactinghis/herschoolprincipalorbycalling:
PersonnelDirector(Staffmatters)
StudentServicesDirector(Studentmatters)
MountainBrookBoardofEducation
32VineStreet
Birmingham,Alabama35213
(205)871-4608
Beginsnewlanguage:
II.
SexualHarassmentofEmployees
TheBoardstrictlyprohibitsunlawfulsexdiscriminationinallofitsprograms,offices,departments
and facilities. Sexual harassment (including sexual assault), as defined by law, is a form of
unlawfuldiscriminationandwillnotbetoleratedfromemployees,students,orotherpersons
associatedwiththeBoard.
Sexualharassmentthatisdirectedtowardemployeesorathirdpartyisprohibited.Personswho
violatethepolicywillbesubjecttothefullrangeofdisciplinaryconsequences,uptoandincluding
termination(foremployees),andaccordingtotheCodeofStudentConduct(forstudents),as
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dictated by the nature and severity of the violation and other relevant considerations. If
appropriate,thecircumstancesconstitutingtheviolationmaybereportedtolawenforcement
agenciesforfurtherinvestigationandaction.
A. Definition of Sexual Harassment – Sexual harassment consists of unwelcome sexual
advances, requests for sexual favors, and other physical or verbal conduct of a sexual
naturewhen:
1.Submissiontosuchconductorcommunicationismadeatermorcondition,either
explicitlyorimplicitly,ofemploymentorotheremploymentbenefitsprovidedbythe
Board;
2. Submission to or rejection of such conduct by an individual is used as the basis for
decisionsaffectingtheindividual’semployment,orotherbenefitsprovidedbytheBoard;
or
3.Suchconducthasthepurposeoreffectofunreasonablyinterferingwithan
individual’sworkperformanceorcreatinganintimidating,hostile,oroffensiveworking
environment.
4. Harassment based upon sex includes gender-based harassment based on sexstereotyping.
B. Examples of Prohibited Conduct – The following are examples of conduct that may
constitutesexualharassment,dependingonindividualcircumstances:
1. Verbal harassment or abuse of a sexual nature, including graphic or derogatory
comments,thedisplayofsexuallysuggestiveobjectsorpictures,andsexualpropositions;
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2.Repeatedunwelcomesolicitationofsexualactivityorsexualcontact;
3.Unwelcome,inappropriatesexualtouching;
4.Demandsforsexualfavorsaccompaniedbyimpliedorovertpromisesofpreferential
treatmentorthreatswithregardtoanindividual’semploymentstatus.
5.Sexualassaultwhichissexualcontactthatoccurswithouttheconsentoftherecipient,
includingforcedsexualintercourse,fondling,andattemptedrape.
C.EmployeeComplaintResolutionProcedure–
1.Reporting–Anyemployeeorthirdpartywithreasontobelievethatheorshehasbeen
or is being subjected to any form of sexual harassment should report the matter
immediately. Under no circumstances will an employee be required to present the
complainttothepersonwhoisthesubjectofthecomplaint.
2.InformalComplaint–Anemployeeorthirdpartymaychoosetosubmitasexual
harassmentcomplainttoasupervisorforinvestigationandresolutionatthe
departmentalorlocallevelwithoutresortingtoformalcomplaintprocedures.Ifthe
supervisoristhesubjectofthecomplaint,thecomplaintmaybesubmittedtothe
Superintendentforresolution.Ifthecomplaintisnotresolvedinformallytothe
satisfactionofthecomplainingemployee,theemployeemustcontactthe
Superintendenttoinitiateformalcomplaintprocedures.
3.FormalComplaintProcedure–
a.PersonsResponsibleForReceivingandInvestigatingFormalComplaints
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The Superintendent is responsible for receiving and investigating formal
complaintsregardingsexualharassment.
ThePersonnelDirectorisanadditionalofficialtowhichformalcomplaintscanbe
reported.IftheSuperintendentisunavailableoristhesubjectofthecomplaint,
thealternateshouldbecontactedregardingtheformalcomplaint.
TheSuperintendentmaybereachedatthefollowingaddress:
MountainBrookBoardofEducation
32VineStreet
MountainBrook,Alabama35213
Telephone(205)871-4608
ThePersonnelDirectormaybereachedatthefollowingaddress:
MountainBrookBoardofEducation
32VineStreet
MountainBrook,Alabama35213
Telephone(205)871-4608
CurrentemailaddressesareavailablebycallingtheBoardofEducationat
theabovenumber.
Ifcomplaintisreportedbyelectronicmail,pleasecalltoconfirmreceipt.
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b. Complaint form, contents – Formal complaints should be made in writing,
signedbythecomplainant,andfullydescribethecircumstancessurroundingthe
alleged harassment. Harassment complaints that cannot be made in writing
shouldbememorializedbytheSuperintendentordesignatedalternateofficial.
c.Investigation–TheSuperintendentorhisdesigneewillpromptly,adequately,
and impartially investigate the complaint. The complainant and subject of the
complaintwillbeallowedtopresentthenamesofwitnessesandotherevidence.
Thewitnessesidentifiedwillbeinterviewedandprovidedassurancesregarding
confidentialityandnon-retaliation.TheSuperintendentmayreviewtheresultsof
any investigation with legal counsel or other appropriate officials, make any
findings that are supported by the investigation, and recommend appropriate
actionbasedonthesefindings.Theinvestigationshouldbeinitiatedpromptlyand
normallybecompletedwithinsixty(60)days.
d.Notification–Thecomplainantandsubjectofthecomplaintwillreceivewritten
notificationoftheoutcomeoftheinvestigation,includingtherighttoobjectand
appealforreconsideration.
e.Action–Ifthereisafindingofsexualharassment,theBoardwilltakeremedial
action as necessary to address and resolve any found incident of sexual
harassmentandtakestepstopreventtherecurrenceofanydiscrimination
f.ReviewbytheSuperintendentandtheBoard–Acomplainingpartywhoisnot
satisfiedwiththeinvestigationorresolutionofthecomplaintmayrequestthat
theSuperintendenttakeadditionalordifferentactionorpresentthecomplaintto
the Board for its review and action. In such case, the Board will render a final
decisionassoonaspracticable.
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4.Confidentiality–Tothemaximumextentpossible,theBoardwillkeepthecomplaint
andinvestigationconfidential.Completeconfidentialitycannotbeguaranteed.
5.RetaliationProhibited–TitleIXprohibitsretaliationagainstanyindividualwhofilesa
complaintorparticipatesinacomplaintinvestigation.
6.ProvidingFalseInformation–AnyBoardemployeewhofalselyandinbadfaithaccuses
another of sexual harassment or who otherwise knowingly provides false information
regardingsexualharassmentshallbesubjecttoappropriatedisciplinaryaction,uptoand
includingtermination.
7.PenaltiesforViolation
Anystudentwhosexuallyharassesanotherstudentorpersoninviolationofthe
Board’ssexualharassmentpolicy,orwhorefusestocooperatewiththeBoard’s
investigationintoallegationsofsexualharassment,willbesubjecttodisciplinein
accordancewiththeStudentCodeofConduct.
Any employee who violates the terms of this policy or who impedes or
unreasonably refuses to cooperate with a Board investigation regarding
allegationsofsexualharassmentwillbesubjecttoappropriatedisciplinaryaction,
uptoandincludingtermination.
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STUDENTHARASSMENTPOLICY
J-49
I.
HarassmentDefinedandProhibited.
It is the policy of Mountain Brook City Schools that racial, sexual, religious/ethnic and other
harassment, bullying, intimidation and violence will not be tolerated under any
circumstances. We firmly believe that all persons are to be treated with respect and
dignity.Harassmentandviolentincidentswillberespondedtoinamannerthateffectivelydeters
futureincidents.
Theclassofbehaviorsreferredtoas“harassment,”“intimidation,”and/orbullyingmeansany
gesture or written, verbal or physical act that takes place on school property, at any schoolsponsoredfunction,oronaschoolbusandthat:(a)areasonablepersonshouldknow,underthe
circumstances,thattheact(s)willhavetheeffectofharmingastudentoremployeeordamaging
thestudent’soremployee’sproperty,orplacingastudentoremployeeinreasonablefearof
harmtohispersonordamagetohispropertyor(b)hastheeffectofinsultingordemeaningany
studentorgroupofstudentsoremployeesinsuchawayastocausesubstantialdisruptionof,or
substantial interference with, the orderly operation of the school or which has the effect of
creatinganuncomfortableorunwelcomingschoolenvironment.
Harassment,intimidation,and/orbullyingreferstoanyunwelcomebehaviorrelatedto,butnot
limited to, gender, race, religion, ethnic group, sexual orientation, and/or any personal
characteristic(s)thatmakestherecipientfeelafraid,embarrassed,helpless,angryorunsafeor
upsets the recipient to the point that he/she cannot learn, cannot teach, or be effective
atschoolorathis/herjob.
II.
SexualHarassmentofStudents
A.TitleIX
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1.Prohibition–TheBoard,inaccordancewithTitleIX(20U.S.C.§1681,etseq.),
strictlyprohibitsdiscriminationonthebasisofsexorgenderinitsprogramsor
activities.Theprohibitionincludessexualharassment,harassmentbasedonsex,
and sexual assault, as defined by law and Board policy. Sexual harassment and
sexualassaultcomplaintsshouldbefiledandreviewedundertheBoard’ssexual
harassmentpolicies.AllothercomplaintsunderTitleIXwillbefiledandreviewed
accordingtotheBoard’sgeneralcomplaintandgrievanceprocedures
2. Title IX Coordinator – The Superintendent is authorized and directed to
designateaTitleIXCoordinator,whosedutieswillincludebutnotbelimitedto
receivingandrespondingtoTitleIXinquiriesandcomplaints.
B.SexualHarassmentofStudentsProhibited
The Board strictly prohibits unlawful sex discrimination in all of its programs, offices,
departments and facilities. Sexual harassment (including sexual assault), as defined by
law, is a form of unlawful discrimination and will not be tolerated from employees,
students,orotherpersonsassociatedwiththeBoard.
Sexualharassmentthatisdirectedtowardstudentsisprohibited.Personswhoviolatethe
policywillbesubjecttothefullrangeofdisciplinaryconsequences,uptoanincluding
termination (for employees), and according to the Code of Student Conduct (for
students), as dictated by the nature and severity of the violation and other relevant
considerations. If appropriate, the circumstances constituting the violation may be
reportedtolawenforcementagenciesorchildwelfareagenciesforfurtherinvestigation
andaction.
C.DefinitionofSexualHarassment
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For purposes of this policy, sexual harassment means unwelcome sexual advances,
requestsforsexualfavors,otherphysicalorverbalconductofasexualnature,andany
other gender-based harassment, whether initiated by students, school employees, or
thirdparties,when:
1.Submissiontosuchconductismadeexplicitlyorimplicitlyatermorcondition
ofthestudent’seducation,includinganyaspectofthestudent’sparticipationin
school-sponsoredactivities,oranyotheraspectofthestudent’seducation;
2. Submission to or rejection of such conduct is used as the basis for decisions
affectingthestudent’sacademicperformance,participationinschool-sponsored
activities,oranyotheraspectofthestudent’education;or
3.Suchconducthasthepurposeoreffectofunreasonablyinterferingwiththe
student’sacademicperformanceorparticipationinschool-sponsoredactivities,
or creating an intimidating, hostile, or offensive education environment.
Harassment based upon sex includes gender-based harassment based on sexstereotyping.
D.ExamplesofProhibitedConduct
Thefollowingareexamplesofconductthatmayconstitutesexualharassment,
dependingonindividualcircumstances:
1.Verbalharassmentorabuseofasexualnature,includinggraphicorderogatory
comments, the display of sexually suggestive objects or pictures, and sexual
propositions;
2.Unwelcomesolicitationofsexualactivityorsexualcontact;
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3.Unwelcome,inappropriatesexualtouching;
4. Demands for sexual favors accompanied by implied or overt promises of
preferentialtreatmentorthreatswithregardtoastudent’seducationalstatus.e.
Sexual assault which is sexual contact that occurs without the consent of the
recipient, including forced sexual intercourse, fondling, child molestation, and
attemptedrape.
E.StudentComplaintResolutionProcedure
1.Reporting
Anystudentwhobelievesthatheorshehasbeenorisbeingsubjectedtoany
formofsexualharassmentorhasknowledgeofsexualharassmentinvolvingother
students should promptly report the matter to a teacher, counselor, assistant
principal,principal,orotherschoolofficial,who,inturnshouldpromptlyapprise
theSuperintendentortheDirectorofStudentServicesofthereportedincident.A
studentmaychoosetomakehisorherreportofsexualharassmenttoapersonof
thesamesexasthestudent.Complaintsmaybebroughtonastudent’sbehalfby
a parent, guardian, teacher, other school official, or third party. Under no
circumstancesshallastudentberequiredtopresentthematterforinvestigation
orresolutiontothepersonwhoisallegedtohavecommittedtheharassment.
2.LocalInvestigationandResolution
Somecasesaremostappropriatelyresolvedbyinvestigationanddispositionat
theschoolsiteinaccordancewithapplicabledisciplinaryguidelines.Insuchcases,
the principal may attempt to investigate and attempt to resolve the matter
without resorting to formal procedures. If the complaint is not resolved to the
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satisfaction of the student or other complaining party, the student or his/her
representative should contact the Superintendent or the Director of Student
Servicesimmediately.
3.FormalComplaintProcedure
a.PersonsResponsibleforReceivingandInvestigatingFormalComplaints
–TheSuperintendentisresponsibleforreceivingandinvestigatingformal
complaintsregardingsexualharassment.TheDirectorofStudentServices
isanadditionalofficialtowhichformalcomplaintscanbereported.Ifthe
Superintendentisunavailableoristhesubjectofthecomplaint,the
alternateshouldbecontactedregardingtheformalcomplaint.
TheSuperintendentmaybereachedatthefollowingaddress:
MountainBrookBoardofEducation
32VineStreet
MountainBrook,Alabama35213
Telephone(205)871-4608
TheDirectorofStudentServicesmaybereachedatthefollowing
address:
MountainBrookBoardofEducation
32VineStreet
MountainBrook,Alabama35213
Telephone(205)871-4608
CurrentemailaddressesareavailablebycallingtheBoardofEducationat
theabovenumber.
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Ifcomplaintisreportedbyelectronicmail,pleasecalltoconfirmreceipt.
b. Complaint form, contents – Formal complaints should be made in
writing, signed by the complainant, and describe the circumstances
surroundingtheallegedharassment.Harassmentcomplaintsthatcannot
be made in writing should be memorialized by the Superintendent or
designatedalternateofficial.Iftheincidentinvolvesastudentwhoisthe
victimofasexualcrime,lawenforcementandotherauthoritiesmaybe
contactedpriortohavingthestudentcompleteaformalstatement.
c. Investigation – The Superintendent or his designee will promptly,
adequately, and impartially investigate the complaint. The complainant
and subject of the complaint will be allowed to present the names of
witnessesandotherevidence.Thewitnessesidentifiedwillbeinterviewed
andprovidedassurancesregardingconfidentialityandnon-retaliation.The
Superintendent may review the results of any investigation with legal
counsel or other appropriate officials, make any findings that are
supportedbytheinvestigation,andrecommendappropriateactionbased
on these findings. The investigation should be initiated promptly and
normallybecompletedwithinsixty(60)days.
d.Notification–Thecomplainantandsubjectofthecomplaintwillreceive
writtennotificationoftheoutcomeoftheinvestigationincludingtheright
toobjectandappealforreconsideration.
e.Action–Ifthereisafindingofsexualharassment,theBoardwilltake
remedialactionasnecessarytoaddressandresolveanyfoundincidentof
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sexual harassment and take steps to prevent the recurrence of any
discrimination.
f.ReviewbytheSuperintendentandtheBoard–Acomplainingpartywho
isnotsatisfiedwiththeinvestigationorresolutionofthecomplaintmay
request that the Superintendent take additional or different action or
presentthecomplainttotheBoardforitsreviewandaction.Insuchcase,
theBoardwillrenderafinaldecisionassoonaspracticable.
4. Confidentiality – To the maximum extent possible, the Board will keep the
complaint and investigation confidential. Complete confidentiality cannot be
guaranteed.
5.RetaliationProhibited–TitleIXprohibitsretaliationagainstanyindividualwho
filesacomplaintorparticipatesinacomplaintinvestigation.
6.ProvidingFalseInformation–Anystudentorboardemployeewhofalselyand
inbadfaithaccusesanotherofsexualharassmentorwhootherwiseknowingly
provides false information regarding sexual harassment shall be subject to
appropriate disciplinary action in accordance with the district Student Code of
Conduct,ifastudentor,ifanemployeeuptoandincludingtermination.
7.PenaltiesforViolation–
Anystudentwhosexuallyharassesanotherstudentorpersoninviolationofthe
Board’ssexualharassmentpolicy,orwhorefusestocooperatewiththeBoard’s
investigationintoallegationsofsexualharassment,willbesubjecttodisciplinein
accordancewiththeStudentCodeofConduct.
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Any employee who violates the terms of this policy or who impedes or
unreasonably refuses to cooperate with a Board investigation regarding
allegationsofsexualharassmentwillbesubjecttoappropriatedisciplinaryaction,
uptoandincludingtermination.
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