BIAS INCIDENTS/HATE SPEECH POLICY

NON-HARRASSMENT / NON DISCRIMINATION / BIAS

(ALL STUDENTS BELONG)

Arthur Academy does not discriminate in any of its programs, procedures, or practices against any person on the basis of age, citizenship, color, disability, national origin, political affiliation, race, religion, sexual orientation, veteran status, or any other characteristic protected under the law.

Arthur Academy is committed to ensuring that all complaints of discrimination are investigated thoroughly.

NON-HARASSMENT/

NON-DISCRIMINATION including All Students Belong

Arthur Academy is committed to providing a supportive and positive work environment that is free of discrimination and harassment against any person on the basis of religion, national origin, race, age, disability, sexual orientation, gender, marital status, gender identity or expression, genetic information, veteran status or any other protected characteristic or status under applicable federal, state or local law. Reports of alleged harassment or intimidation of any kind by or toward another employee or any other person (including a student, a parent, an employee or a guest of the School), or harassment of any person not associated with the School by use of the School’s relationships, resources or assets, will not be tolerated. Violations of this policy may result in disciplinary action up to and including termination of employment.

SEXUAL HARASSMENT

Sexual harassment is one form of harassment. It is a violation of federal and state law and will not be tolerated. Sexual harassment, as defined by the Equal Employment Opportunity Commission and stated below, is expressly prohibited.

The definition of sexual harassment includes many forms of offensive behavior and can include gender-based harassment of a person of the same sex as the harasser. Conduct which may be considered in violation of this policy includes, but is not limited to:

Unwanted sexual advances;

Making or threatening reprisals after a negative response to sexual advances;

Visual conduct, including leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or posters;

Verbal conduct, such as making or using derogatory comments, epithets, slurs, or jokes;

Verbal sexual advances or propositions;

Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual;

Suggestive or obscene letters, notes, or invitations; and/or

Inappropriate physical conduct, including touching, assaulting, impeding, or blocking movements.

Unwelcome sexual advances, requests for sexual favors, 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 an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Equal Employment Opportunity Commission, 29 C.F.R. Part 1604, “Guidelines on Discrimination Because of Sex.”

DISCRIMINATION/BIAS

EVERY STUDENT BELONGS RULE - The Every Student Belongs rule, OAR 581-022-2312, prohibits the use or display of any noose, swastika, or confederate flag on school grounds or in any program, service, school, or activity where the program, service, school, or activity is financed in whole or in part by moneys appropriated by the Legislative Assembly except where used in teaching curriculum that is aligned with the Oregon State Standards. This applies to both in-person, hybrid, and distance learning environments.

“Bias Incident” means a person’s hostile expression of animus toward another person, relating to the other person’s perceived race, color, religion, gender identity, sexual orientation, disability or national origin, of which criminal investigation or prosecution is impossible or inappropriate . Bias Incidents may include derogatory language or behavior directed at or about any of the preceding demographic groups, including incidents of hate speech.

Arthur Academy strictly prohibits Bias Incidents at all times.

OTHER FORMS OF HARASSMENT

This policy applies not only to complaints and investigations of sexual harassment and intimidation, but to all other forms of harassment and intimidation based on religion, national origin, race, age, disability, sexual orientation, gender, marital status, gender identity or expression, genetic information, veteran status or any other protected characteristic or status under applicable federal, state or local law.

REPORTING HARASSMENT

If a student, staff member, or volunteer feels that they have been subjected to a Bias Incident or other inappropriate conduct based on race or any other protected class, they are encouraged to report this to a school or district employee. Any staff member who has knowledge of conduct in violation of this policy shall immediately report their concern to a building or district administrator. Any student who has knowledge of conduct in violation of this policy is encouraged to report their concern to a school or district employee. Reports may be made anonymously.

Any person who believes he or she has been the victim of harassing behavior, discrimination or bias by a student, a parent, an employee or a guest of the School, and anyone else with the knowledge or belief that such prohibited conduct has occurred should report the alleged acts immediately to the school principal, who will report the complaint to the Executive Director. If you feel that you cannot report directly to the school principal, or if the school principal is responsible for the behavior, notify the Executive Director. If you feel that you cannot report directly to the Executive Director, or if the Executive Director is responsible for the behavior, notify the Board Chair.

INVESTIGATION AND RESPONSE

Complaints of harassment, discrimination or bias will be investigated promptly and appropriately. Arthur Academy will strive to: stop the harassment, eliminate the hostile environment, remedy its effects and prevent it from happening again. Information about the complaint will be kept as confidential as possible under the circumstances required to complete the investigation and implement any corrective action. Depending on the results of the investigation, prompt and appropriate action will be taken.

Any employee who is found to have engaged in behavior violating this policy will be subject to discipline that is appropriate, up to, and including, immediate termination of employment.

HEALING

When handling Bias Incidents, the Executive Director and administrative staff shall prioritize the safety and well-being of the victim. Arthur Academy recognizes that in some situations, the victim of a Bias Incident may never fully heal. The school will strive to minimize and mitigate harm experienced by the victim.

Responses to Bias Incidents will incorporate healing-centered/trauma-informed, racial equity centered and restorative practices.

When substantial disruption to a student’s education could occur, accommodations to ensure the safety and well-being of the victim shall be made, as appropriate and with the support of the victim and/or the victim’s family.

Arthur Academy will strive to end inappropriate behavior by providing supportive measures and educating staff, students, and community members. This includes when conduct does not rise to the level of statutory or policy definitions or it is determined that discipline is not warranted.

The goal of this policy is to not only acknowledge that Bias Incidents and hate speech occur within our school, but also to work to educate all students and staff about this fact and to move forward to create a plan of action to address it in order to create a school environment that is healthy and safe for all of our students and staff.

NO RETALIATION

No employee will be retaliated against for making a harassment complaint in good faith, or for assisting in an investigation of such a complaint. If you believe you have been retaliated against in violation of this policy, you should report it directly to the Executive Director, or to the Board Chair if the concern involves the Executive Director.

END OF POLICY