MANAGEMENT SUPPORT
The Omak School District is committed to a positive and productive education and working environment free from discrimination, including sexual harassment. The district takes seriously its duty to provide an environment free from harassment. The district prohibits and will not tolerate sexual harassment of students, employees and others involved in school district activities.
Sexual harassment occurs when:
1. Unwelcome sexual or gender-directed conduct or communication interferes with an
individual's performance or creates an intimidating, hostile or offensive environment;
2. Submission to or rejection of sexual demands is a factor in an academic, work or
other school-related decision affecting an individual; or
3. Submitting to the harasser's sexual demands is a stated or implied condition of obtaining
an education or work opportunity or other benefit.
Sexual harassment can occur adult to student, student to adult, student to student, adult to adult, male to female, female to male, male to male, and female to female.
Harassment may include:
1. Demands for sexual favors in exchange for preferential treatment or something of value;
2. Stating or implying that a person will lose something if he or she does not submit to a
sexual request;
3. Penalizing a person for refusing to submit to a sexual advance, or providing a benefit to
someone who does;
4. Making unwelcome, offensive or inappropriate sexually suggestive comments, gestures or jokes; or remarks of a sexual nature about a person's appearance, gender or conduct;
5. Using derogatory sexual terms for a person;
6. Standing too close, inappropriately touching, cornering or stalking a person; or
8. Describing or asking a student or staff members about personal sexual experiences;
victim's gender;
10. Unwelcome and persistent pressuring for dates or unwelcome pressuring for sex.
The Omak School District strongly encourages individuals with concerns about sexual harassment to come forward to report or make a complaint. The Omak School District will take prompt, equitable and remedial action within its authority on reports, complaints and grievances alleging sexual harassment that come to the attention of the district, either formally or informally. Allegations of criminal misconduct will be reported to law enforcement and suspected child abuse will be reported to law enforcement or Child Protective Services. Persons found to have been subjected to sexual harassment will have appropriate school district services made reasonably available to them and adverse consequences of the harassment be reviewed and remedied, if appropriate.
Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against offending students, staff and contractors. Sexual harassment is considered a major offense that can result in the suspension, discharge, or expulsion of the offender. Anyone else who engages in sexual harassment on school property or at school activities will have their access to school property and activities restricted, as appropriate.
Retaliation against any person who makes or is a witness in a sexual harassment complaint is prohibited and will result in appropriate discipline.
The district will take appropriate actions to protect involved persons from retaliation. If illegal sexual harassment is not found, the school district may still determine that the conduct was inappropriate and require that such conduct be stopped.
It is a violation of this policy to knowingly report false allegations of sexual harassment. Persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.
The superintendent shall develop and implement formal and informal procedures for receiving, investigating and resolving complaints or reports of sexual harassment. The procedures will include reasonable and prompt time lines and delineate staff responsibilities under this policy. Staff members have the option of bringing a complaint to either a building designee, a building administrator, a central office administrator, or the Title IX Compliance Officer. These designated people are then responsible for explaining the informal and formal procedures and taking appropriate action--either attempting an informal resolution or commencing the formal complaint process. All staff are responsible for reporting sexual harassment they become aware
of to one of the persons designated to take complaints. All staff are also responsible for directing complainants to the formal complaint process.
The superintendent/Title IX Compliance Officer shall develop procedures to provide age-appropriate information and education to district staff, students, parents and volunteers regarding this policy and the recognition and prevention of sexual harassment. At a minimum, sexual harassment recognition and prevention and the elements of this policy will be included in staff, student and regular volunteer orientation. This policy shall be posted in each district building in a place available to staff, students, parents, volunteers and visitors. The policy shall be reproduced in each student, staff, volunteer and parent handbook.
The superintendent/ Title IX Compliance Officer shall make an annual report to the board reviewing the use and efficiency of this policy and related procedures. Recommendations for changes to this policy, if applicable, shall be included in the report. The superintendent is encouraged to involved staff, students, volunteers and parents in the review process.
Cross References: Board Policy 3210 Nondiscrimination
Board Policy 3240 Student Conduct
Board Policy 3421 Child Abuse and Neglect
Board Policy 5010 Nondiscrimination
Board Policy 5281 Disciplinary Action and Discharge
Legal References: RCW 28A.640.020 Regulations, guidelines to eliminate discrimination--Scope
WAC 392-190-056 to 058 Sexual Harassment
Adoption Date: 08/24/99
Revised: 12/18/03 (cross reference correction only)