I. Discrimination and Harassment are prohibited
Discrimination against and harassment of students because of race, color, religion, sex, age, national origin, or disability are prohibited.
II. Sexual Harassment
Sexual harassment is specifically prohibited by state and federal law. Unwelcome sexual advances, requests for sexual favor, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of a student’s educational benefits;
2. Submission to or rejection of such conduct by a student is used as the basis for decisions on education benefits; or
3. Such conduct has the purpose or effect of substantially interfering with an individual’s academic performance or creating an intimidating, hostile, or offensive educational environment.
Examples of sexual harassment include:
· unwelcome sexual advances
· suggestive or lewd remarks
· unwanted hugs, touches, kisses
· requests for sexual favors
III. Disciplinary Action
Any student who engages in harassment prohibited by this policy will be subject to discipline, including suspension and, in severe cases, expulsion.
IV. How to make a complaint
Students who feel they have been harassed or discriminated against in violation of this policy should report their concern to the principal, assistant principal, or a guidance counselor. Students are encouraged to discuss concerns with the principal or a guidance counselor if they are not sure whether discrimination or harassment has occurred. Students will not be retaliated against for reporting suspected discrimination or harassment.
Staff members, parents, and other adults are also encouraged to report possible incidents of student discrimination or harassment to the principal. Employees have a responsibility to report incidents of suspected student discrimination or harassment, particularly on behalf of younger students.
V. Complaint Handling and Investigation
1. The principal shall promptly inform the Superintendent of the complaint.
2. The complaint will be investigated by the principal, unless another person is appointed by the Superintendent to investigate the complaint.
3. The principal shall keep a record of all parts of the investigation. The confidentiality rights of students and employees shall be carefully observed.
4. The principal may take interim remedial measures to reduce the risk of further harassment or discrimination while the investigation is pending. The principal may consult with the Superintendent concerning any issue relating to the investigation, conclusions and remedial and disciplinary actions.
5. If, after completing the investigation, the principal determines that discrimination or harassment has occurred, the principal will:
· Determine what, if any, remedial action is required; and
· Determine what, if any, disciplinary action should be taken against the individuals) who engaged in the discrimination or harassment. Disciplinary action against students and employees shall be kept confidential in accordance with applicable state and federal law.
6. If the complaining student’s parent or guardian is dissatisfied with the principal’s conclusions and/or remedial action, the parent or guardian may appeal to the Superintendent of Schools. The Superintendent shall review the report of the investigation and may conduct further investigation if he/she deems it appropriate. The Superintendent’s decision shall be final.
Students also have the right to report incidents of harassment to the Maine Human Rights Commission, State House Station 51, Augusta, ME 04333. Telephone: 624-6050.
US Department of Education office for Civil Rights
33 Arch Street, Suite 900
Boston, MA 02110-1491
Phone (617)289-0111