413.0 525.0 Harassment Violence and Discrimination Consent

HARASSMENT, VIOLENCE and DISCRIMINATION POLICY

I.    PURPOSE: The purpose of this policy is to maintain a learning and working environment that is free from discrimination, harassment and violence on the basis of race, color, creed, religion, national origin, sex, gender identity, age, marital status, familial or family care leave status, status with regard to public assistance, sexual orientation, including gender identity or expression, disability, veteran status, or other protected classes as defined by the Minnesota Human Rights Act or other applicable state or federal laws.
     
II.    GENERAL STATEMENT OF POLICY
     

1. It is the policy of the Anoka-Hennepin School District No. 11 to maintain a learning and working environment that is free from harassment, violence or discrimination based on actual or perceived race, color, creed, religion, national origin, sex, gender identity, marital status, familial status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status. The district prohibits any form of harassment, violence or discrimination based on actual or perceived protected class status.
2. It will be a violation of this policy for any student or district employee to (1) harass a student or district employee through conduct or communication (e.g., physical, verbal, graphic or written) or to (2) inflict, threaten to inflict or attempt to inflict violence; or to (3) discriminate against a student or District employee based on that student’s or employee’s actual or perceived protected class status..
3. It is a violation of this policy for any district employee or student to engage in malicious and sadistic conduct involving race, color, creed, national origin, sex, age, marital status, status with regard to public assistance, disability, religion, sexual harassment, and sexual orientation and gender identity, as defined by the Minnesota Human Rights Act. It is also a violation of this policy to engage in sexual exploitation
4. This policy applies to all of the academic and nonacademic (for example, athletic and extracurricular) programs of the district and will be enforced before, during, or after school hours on all school property, including the school bus, school functions, or events held at other locations. The policy also applies to any off-campus conduct that causes or threatens to cause a substantial and material disruption at school, or interferes with the rights of students or employees to be free from a hostile school environment taking
   into consideration the totality of the circumstances on and off campus.
5. The district will investigate all complaints of harassment, violence or discrimination— whether formal or informal, verbal or written—based on a student’s or district employee’s actual or perceived protected class status, and will discipline or take appropriate action against any student or District employee who is found to have violated this policy. Appropriate administrative and staff follow-up will be provided for targets and offenders of harassment, violence and discrimination.
6. While this policy addresses the reporting and responses to harassment, violence or discrimination, the district recognizes the importance of preventing harassment, violence and discrimination before it occurs through ongoing practices, programs and training. The district shall implement violence prevention and character development education programs to prevent and reduce policy violations. Such programs may offer instruction on character education including, but not limited to, character qualities such as attentiveness, truthfulness, respect for authority, diligence, gratefulness, self- discipline, patience, forgiveness, respect for others, peacemaking, and resourcefulness.

III.    DEFINITIONS

1. District employee. For purposes of this policy, district employee includes school board members, district employees, agents, volunteers, contractors/vendors, or persons subject to the supervision and control of the district.
2. Discriminate. The term "discriminate" includes segregate or separate and, for purposes of discrimination based on sex, it includes sexual harassment..
3. Harassment. Harassment is unwelcome conduct that is based on race, color, creed, religion, national origin, sex, gender identity, marital status, familial status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status. A single incident of harassment may implicate more than one protected class. For example, a student may be targeted because of their race and sexual orientation..
   1. Harassing conduct may take many forms, including but not limited to verbal acts and name-calling, as well as nonverbal behavior that is physically threatening, harmful, or humiliating. Harassment includes the use of derogatory language, intimidation, and threats; unwanted physical contact or physical violence; and the use of derogatory language and images in graffiti, pictures or drawings, notes, e-mails, electronic postings and/or phone or text messages related to a person’s membership in a protected class. Harassment includes behavior that may not be directed at a particular person, but may instead consist of harassing conduct (e.g. physical, verbal, graphic, or written) that creates a hostile environment for students or employees.
   2. Conduct is unwelcome if the student or employee did not request or invite it and considered the conduct to be undesirable or offensive. Submission or failure to complain does not mean that the conduct was welcome; the circumstances must be examined.
   3. With respect to students, a “hostile environment” exists when harassment is sufficiently severe, persistent, or pervasive to interfere with or limit one or more students’ abilities to participate in or benefit from the education program.
   4. With respect to district employees, a “hostile environment” exists when harassment is sufficiently severe or pervasive so as to alter the conditions of the victim's employment and create an abusive working environment.
4. Sex-Based Harassment (Reference 413.1 Title IX Harassment Grievance Process)
   1. “Sex-based harassment” includes both sexual harassment and gender-based harassment.
   2. Sexual harassment is harassment of a sexual nature. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or other verbal or physical conduct or communication of a sexual nature when:
      1. submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment, or of obtaining an education; or
      2. submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual’s employment or education; or
      3. the conduct or communication has the purpose or effect of creating a hostile environment. 
   3. “Gender-based harassment” means non-sexual harassment of a person because of the person’s sex, including harassment based on gender identity and expression. Gender-based harassment includes, but is not limited to, harassment based on the person’s nonconformity with gender stereotypes, regardless of the actual or perceived sex, gender identity, or sexual orientation of the harasser or target of the harassment.
   4. “Gender stereotypes” refers to stereotypical notions of masculinity and femininity or expectations of how boys or girls should act..
   5. "Gender identity" means a person's inherent sense of being a man, woman, both, or neither. A person's gender identity may or may not correspond to their assigned sex at birth or to their primary or secondary sex characteristics. A person's gender identity is not necessarily visible to others..
5. Sexual Orientation Based Harassment (Reference 413.1 Title IX Harassment Grievance Process)
   1. “Sexual orientation-based harassment” means non-sexual harassment of a person because of the person’s actual or perceived sexual orientation or association with or advocacy for a person or group.         
   2. "Sexual orientation" mean to whom someone is, or is perceived of as being, emotionally, physically, or sexually attracted to based on sex or gender identity. A person may be attracted to men, women, both, neither, or to people who are genderqueer, androgynous, or have other gender identities..
6. Racial, Color, Creed or National Origin Harassment.
   1. Racial, color, creed or national origin harassment consists of physical or verbal conduct based on an individual’s perceived or actual race, color, creed or national origin.
   2. “National origin” means the place of birth of an individual or of any of the individual's lineal ancestors. This includes harassment of students born in the United States who have relatives that are from other countries.
7. Race. 
   Race is inclusive of traits associated with race, including but not limited to hair texture and hair styles such as braids, locs, and twists.
8. Religious Harassment.
   Religious harassment consists of physical or verbal conduct based on an individual’s perceived or actual religious beliefs.
9. Disability Harassment.
   1. Disability harassment consists of physical or verbal conduct based on an individual’s perceived or actual disability.
   2. A person with a disability is any person who (1) has a physical or mental impairment which substantially limits one or more major life activities; (2) has a record of such an impairment; or (3) is regarded as having such an impairment. This includes students who are protected by Title II of the Americans with Disabilities Act and/or Section 504 of the Rehabilitation Act.
   3. Disability harassment also may deny a student with a disability a free and appropriate public education (FAPE). Harassment of a student based on disability may decrease the student’s ability to benefit from their education and amount to a denial of FAPE.
10. Other Protected Class Harassment.
    Harassment of other protected classes consists of physical or verbal conduct based on an individual’s perceived or actual protected class status..
11. Sexual Violence.
    Sexual violence is a physical act of aggression or force or the threat thereof that involves the touching of another person’s intimate parts, or forcing a person to touch any person’s intimate parts. Intimate parts, as defined in Minn. Stat. § 609.341, includes the primary genital area, groin, inner thigh, buttocks or breast, as well as the clothing covering these areas. Sexual violence may include, but is not limited to:
    1. touching, patting, grabbing, or pinching another person’s intimate parts, whether that person is of the same sex or the opposite sex;
    2. coercing, forcing or attempting to coerce or force the touching of anyone’s intimate parts;
    3. coercing, forcing or attempting to coerce or force sexual intercourse or a sexual act on another; or
    4. threatening to force or coerce sexual acts, including the touching of intimate parts or intercourse, on another.
12. Racial, Color, Creed or National Origin Violence.
    Racial violence is a physical act of aggression or force, an assault, or the threat thereof, that is directed toward a student or employee based on their perceived or actual race, color, creed, or national origin.
13. Religious Violence.
    Religious violence is a physical act of aggression or force, an assault, or the threat thereof, that is directed toward a student or employee based on their perceived or actual religion.
14. Disability Violence.
    Disability violence is a physical act of aggression or force, an assault, or the threat thereof, that is directed toward a student or employee based on a perceived or actual disability.
15. Other Protected Class Violence.
    Other Protected Class violence is a physical act of aggression or assault on another based on their actual or perceived protected class status.
16. Assault is:
    1. an act done with intent to cause fear in another of immediate bodily harm or death;
    2. the intentional infliction of or attempt to inflict bodily harm on another; or
    3. the threat to do bodily harm to another with present ability to carry out the threat.     

Malicious and sadistic conduct means creating a hostile learning environment by acting with the intent to cause harm by intentionally injuring another without just cause or reason or engaging in extreme or excessive cruelty or delighting in cruelty.

IV. REPORTING PROCEDURES FOR INCIDENTS OF HARASSMENT AND/OR DISCRIMINATION AGAINST DISTRICT EMPLOYEES

1. Reporting Complaints
   1. Any District employee who believes they have experienced harassment, violence or discrimination on the basis of their actual or perceived race, color, creed, religion, national origin, sex/gender, marital status, familial status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status, or any person with knowledge or belief of conduct which may constitute harassment, violence or discrimination, should report the alleged acts immediately, or as soon as possible, to an appropriate district official designated by this policy.
   2. Although the district encourages the alleged target or other reporting party to use the report form set forth in this policy, use of the formal reporting form is not required. Oral reports shall be considered complaints as well. The form is available from the principal of each building, the district office, and on the district’s website. Upon request for qualified persons with a disability, alternative means of filing a complaint, such as through a personal interview or by tape recording, will be made available.
   3. In the District. The school board designates the Executive Director of Human Resources as the district human rights officer to receive employee reports or complaints of harassment, violence, and discrimination at:
      
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email:  humanrightsofficer@ahschools.us 
      
      If the complaint involves the human rights officer, the complaint shall be filed directly with the superintendent at:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: superintendent@ahschools.us   
      
      If the complaint involves the superintendent, the complaint shall be filed directly with the school board chair:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: schoolboardchair@ahschools.us   
      
      If the complaint involves a school board member, the complaint shall be filed directly with the school board chair:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: schoolboardchair@ahschools.us   
      
      If the complaint involves the school board chair, the complaint shall be filed directly with the district general counsel:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email:  generalcounsel@ahschools.us   
       
   4. In Each School Building. The school principal is the person responsible for receiving oral or written reports of harassment, violence or discrimination at the school level. Any district employee who receives a report shall inform the principal immediately. If the principal is not available on the date of the report, then the employee must forward the oral or written report/complaint directly to the human rights officer. If the complaint involves the principal, the employee will provide their report directly to the superintendent or the district’s human rights officer. Upon receipt of a report, the principal must notify the district human rights officer immediately, without screening or investigating the credibility of the report. The principal may request, but may not insist on, a written complaint. If the report is verbal, the principal shall prepare and provide to the human rights officer a written statement of the facts alleged within 24 hours of receiving the report. Failure to forward any harassment or violence report or complaint may result in disciplinary action against the principal.
   5. Nothing in this policy shall prevent a district employee from reporting harassment, violence, or discrimination directly to the district human rights officer or to the superintendent.
   6. The complaint (verbal or written) should be reported immediately, or as soon after the incident as possible; delays between the date of the alleged incident and the reporting date may make investigations more difficult.
   7. The willful filing of a false report will be considered to be a violation of district policy.
   8. Although confidentiality cannot be assured, the district will respect the privacy of the alleged target, the reporter (if someone other than the alleged target), the individual(s) against whom the complaint is filed, and the witnesses as much as possible, consistent with the district’s legal obligations to investigate, to take appropriate action, and to conform with any discovery or disclosure obligations.
2. Investigation – District Employees
   1. The human rights officer, upon receipt of a report or complaint, will promptly undertake or authorize an investigation. The investigation may be conducted by district officials or by a neutral third party designated by the district.
   2. The investigation will be completed within 30 calendar days from receipt of the complaint, unless impracticable.
   3. The investigation may, as appropriate, consist of personal interviews with the alleged target, the reporter (if someone other than the alleged target), the individual(s) against whom the complaint is filed, and others who may have knowledge of the alleged incident(s) or circumstances giving rise to the complaint. The investigation may also consist of any other methods and documents deemed pertinent by the investigator.
   4. In determining whether alleged conduct constitutes a violation of this policy, the district will consider the facts and surrounding circumstances, the nature of the behavior, past incidents or past or continuing patterns of behavior, the relationships between the parties involved and the context in which the alleged incidents occurred. Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding circumstances.
   5. The district, at its discretion, may take immediate steps, based on the severity of the allegations, to protect the parties involved in the complaint process pending completion of an investigation.
3. School District Action – District Employee
   1. Upon completion of the investigation, the district or neutral third party designated investigator will make a written report to the human rights officer. If the complaint involves the human rights officer, the report must be filed directly with the superintendent. If the complaint involves the superintendent, the report must be filed directly with the school board. The report will include the facts, a determination of whether the allegations have been substantiated and whether a violation of this policy has occurred.
   2. Upon completion of the investigation, the human rights officer will inform the alleged target of their right to review the written report at the school building where the target is employed or enrolled, in accordance with state and federal law regarding data or records privacy.
   3. In the event a complaint is substantiated, the district will take appropriate and effective action depending on the circumstances. Such action may include, but is not limited to, training, counseling, warning, suspension, transfer, remediation, or termination. District action taken for violation of this policy will be consistent with requirements of applicable collective bargaining agreements, Minnesota and federal law, and district policies.

V. REPORTING PROCEDURES FOR INCIDENTS OF HARASSMENT AND/OR DISCRIMINATION AGAINST STUDENTS

1. Reporting a Complaint
   1. Any student who believes they have experienced harassment, violence or discrimination on the basis of their actual or perceived race, color, creed, religion, national origin, sex/gender, marital status, familial status, disability, status with regard to public assistance, sexual orientation, age, family care leave status or veteran status should report the alleged acts immediately, or as soon as possible, to an administrator, counselor, or student services advocate in that school.
   2. Any District employee who observes an act of harassment, violence or discrimination toward a student shall intervene to attempt to stop the act and shall report it to the appropriate person immediately, or as soon as possible.
   3. Any District employee or student who witnesses or has knowledge or belief of conduct that may be harassment, violence or discrimination toward a student shall inform an administrator, counselor, or student services advocate immediately, or as soon after the incident as possible. A counselor or student services advocate must promptly report the information to an administrator.
   4. The complaint (verbal or written) should be reported immediately, or as soon after the incident as possible; delays between the date of the alleged incident and the reporting date may make investigations more difficult.
   5. The school board designates the Title IX Coordinator/Equity Coordinator to monitor and receive student reports or complaints of harassment, violence and discrimination against students:
      
      Title IX Coordinator/Equity Coordinator
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: titleIXcoordinator@ahschools.us   
       
   6. The school board designates the 504 Coordinator to monitor and receive student reports or complaints of disability harassment, violence and discrimination:
      504 Coordinator
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: 504coordinator@ahschools.us   
       
   7. If the complaint involves an administrator, the complaint should be filed directly with the Title IX/Equity Coordinator, who will advise the Superintendent. If a complaint involves the Title IX/Equity Coordinator, the complaint shall be filed directly with the superintendent. If the complaint involves the superintendent, the complaint shall be filed directly with the school board chair:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email: suprintendent@ahschools.us or schoolboardchair@ahschools.us 
       
   8. If the complaint involves a school board member, the complaint shall be filed directly with the school board chair:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email:  schoolboardchair@ahschools.us   
       
   9. If the complaint involves the school board chair, the complaint shall be filed directly with the district general counsel:
      Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
      Email:  generalcounsel@ahschools.us
        
   10. Nothing in this policy shall prevent any person from reporting harassment, violence, or discrimination directly to the Title IX Coordinator/Equity Coordinator or to the superintendent:
       Superintendent, Anoka-Hennepin School District
       Mailing address: 2727 North Ferry Street, Anoka, MN 55303 Telephone: (763) 506-1000
       Email: superintendent@ahschools.us   
        
   11. Although the district encourages the reporting student to use the report form set forth in this policy, use of formal reporting forms is not required. Oral reports shall be considered complaints as well. The form is available in the counseling and administrative office of each school, the district office, and on the district’s website at:
        http://www.ahschools.us/complaintform
       
       Alternative, accessible means of filing a complaint, such as through a personal interview or by tape recording, will be made available for individuals with disabilities.
        
2. Investigation– Students
   1. Upon receipt of a report or complaint, the district shall promptly undertake or authorize an investigation. The investigation will be completed within thirty days from receipt of the complaint, unless impracticable.
   2. The investigation may, as appropriate, consist of personal interviews with the alleged target, the reporter (if someone other than the alleged target), the individual(s) against whom the complaint is filed, and others who may have knowledge of the alleged incident(s) or circumstances giving rise to the complaint. The investigation may also consist of any other methods and documents deemed pertinent by the investigator.
   3. In determining whether alleged conduct constitutes a violation of this policy, the district will consider the age and level of understanding of the student(s) involved, the facts and surrounding circumstances, the nature of the behavior, past incidents or past or continuing patterns of behavior, the relationships between the parties involved and the context in which the alleged incidents occurred. Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the facts and surrounding circumstances.
   4. The district may, at its discretion, take immediate steps, based on the severity of the allegations, to protect the parties involved in the complaint process pending completion of an investigation.
   5. The intentional filing of a false report will be considered to be a violation of the student discipline policy.
3. School District Action – Students
   1. The investigator shall document their findings within five school days of concluding the investigation.
   2. Upon conclusion of the investigation and receipt of the findings, and if harassment is found to have occurred, the district will take appropriate and effective action with respect to the target and the offender, and document the action taken. If the investigator determined that a violation of this policy has occurred, such appropriate action may include, but is not limited to, an education component, alternative dispute resolution, training, counseling, warning, class transfer, suspension, expulsion, or transfer. If both the target and the alleged offender agree to attempt to mediate the complaint using the school's formal mediation process, this will be encouraged.
4. Timelines and Notification to Parents/Guardians
   1. The parent(s)/guardian(s) of the target and/or the alleged offenders of bullying, harassment, violence or discrimination should be notified of the report before the close of the current school day, but not later than two school days of the report being filed, unless otherwise directed by law enforcement or required by law, or if in the professional judgment of the District notification is not warranted. The parents/guardians of both the target and the alleged offender(s) shall be notified if there is a physical assault, unless otherwise directed by law enforcement or required by law..
   2. Following the investigation, the person handling the complaint or a representative of the District will communicate with the target regarding the outcome of the investigation.
      1. This communication will include the parent(s)/guardian(s) of the student at the parent's/guardian’s request if the student is under age 18, or at the student's request if over 18.
      2. If the investigation has not been completed within three school days, a verbal summary of the progress of the investigation will be given to the target at that time.
   3. The target and/or the parent(s)/guardian(s) of the target may review any relevant data in the office of the employee completing the report if requested.  
      1. Copies of the data will not be released to a student but may be released to the
         parent(s)/guardian(s) of the target upon request of the parent(s)/guardian(s).
      2. The alleged offender(s) or their parent(s)/guardian(s) may not examine or have access to the data unless a court order is received by the District. The alleged offender(s) or their parent(s)/guardian(s) may not be informed of the individual identity of the reporter by any staff person investigating the complaint..
   4. The privacy and data privacy rights of all persons involved must be respected in accordance with current state and federal laws..
5. Who is Responsible for Carrying Out This Reporting Procedure
   1. When a report is made or referred to an administrator, that person or their designee is responsible for carrying out and documenting this reporting procedure.
   2. When a report is made or referred to the Title IX Coordinator/Equity Coordinator, that person or their designee, is responsible for carrying out and documenting this reporting procedure.
   3. When a report is made to the superintendent, that person or their designee is responsible for carrying out and documenting this reporting procedure.
   4. The district’s 504 Coordinator or their designee, is responsible for carrying out and documenting this procedure in connection with complaints of disability harassment, violence, or discrimination.
   5. Incidents that include violence as defined in this procedure should also be referred to the school resource officer serving the building for a possible separate criminal investigation.
   6. When the report involves alleged harassment, violence or discrimination by a district employee or employee of an agency contracted by the District against a student, the investigation will be performed by the Title IX/Equity Coordinator.
6. Harassment or Violence as Abuse
   1. Under certain circumstances, alleged harassment or violence may also be possible abuse under Minnesota law. If so, the duties of mandatory reporting under Minnesota Statutes section 626.556 may be applicable.
   2. Nothing in this policy will prevent or prohibit the district from taking immediate action to protect victims of alleged harassment, violence or abuse.  

V. NO REPRISAL

There will be no retaliation against any target or reporter of harassment, violence or discrimination under this policy, nor against any person who participates in an investigation. The district will take appropriate action against any student, teacher, administrator or other district employee who retaliates against any person who makes a good faith report, who testifies, assists or participates in an investigation, or who testifies, assists or participates in a proceeding or hearing relating to the report. Retaliation includes, but is not limited to, any form of intimidation, reprisal or harassment.

VI. APPEAL

If the report or grievance has not been resolved to the satisfaction of the target of harassment, violence or discrimination, s/he may appeal to the human rights officer if a district employee, or the Title IX/Equity Coordinator if a student, within ten (10) school days of receipt of the findings of the district investigation. The district investigator will conduct a review of the appeal and, within ten (10) school days of receipt of the appeal, will affirm,reverse, or modify the findings of the report. The decision of the district investigator is final.

VII. CONFLICT OF INTEREST

If there is a conflict of interest with respect to any party affected by this policy, appropriate accommodations will be made, such as, but not limited to, appointing or contracting with a neutral third-party investigator to conduct the investigation, or recusing from the process the person for whom a conflict or potential conflict of interest
exists.

VIII. RIGHT TO ALTERNATIVE COMPLAINT PROCEDURES

These procedures do not deny the right of any individual to pursue other avenues of recourse which may include filing charges with the agencies identified below, or initiating an action in state or federal court.

Minnesota Department of Human Rights Freeman Building
625 Robert Street North St. Paul, MN 55155
toll free: 800.657.3704
tty: 651.296.1283
fax: 651.296.9042
www.humanrights.state.mn.us

U.S. Department of Education Office for Civil Rights, Region V 500
W. Madison Street - Suite 1475 Chicago IL 60661
Tel: 312.730.1560
TDD: 312.730.1609

IX. MONITORING OF INCIDENTS

The Title IX/Equity Coordinator will monitor the frequency, nature, and severity of harassment, and the district’s response to harassment incidents over time, in order to address the effectiveness of the district’s prevention efforts and compliance with this policy.

X. DISSEMINATION OF THE POLICY

1. 1. Each school will ensure that this policy is discussed at the start of each school year with all staff and with each student in a manner appropriate to their age and level of understanding and the principal or a designee will document the date it was discussed in each classroom.
2. This policy, including possible consequences for a violation, will be in the student handbook of every school.
3. This policy will be conspicuously posted throughout each school and other District buildings in areas accessible to students and staff. Posters will be made available to each school for duplication.
4. This policy will be provided to every home by mail at the start of each school year. If a newsletter is sent to the homes of students, a summary of this policy/procedure will be included in that newsletter at least once each year.
5. This policy shall be given to each district employee and independent contractor at the time of entering into the person’s employment contract.

XI. REVIEW OF THE POLICY

This policy will be reviewed by the Board or its designee on an annual basis for effectiveness and appropriateness and, if necessary, will be revised to conform with applicable state and federal law.