Mandatory Reporter Policy
Under this policy, all employees of Synapse School are designated as mandatory reporters. All employees are expected to report knowledge of or reports of incidents of discrimination or harassment of students or employees that are made to them, or which they become aware, to the Responsible Employee and may also make a report to law enforcement, when the latter is required or desired by the party involved. The Responsible Employee will act accordingly when an incident is reported to them. If the matter involves possible abuse of a minor, then a report must immediately be made as required under state and/or local law, including to child welfare services and/or local law enforcement, and as required under.
Grievance Procedure
A. Any individual who has experienced discrimination or harassment, or believes that a student or employee has been discriminated against or harassed should report their concern promptly in writing to the Responsible Employee. Individuals who are unsure whether discrimination or harassment has occurred, or who need assistance in 4 preparing a written complaint, are encouraged to discuss the situation with the Responsible Employee.
B. Employees are expected to promptly report possible incidents of discrimination or harassment of students or employees to the Responsible Employee. Parents/guardians and other adults are also encouraged to report any concerns about possible discrimination or harassment of students.
C. Students, employees, and others will not be retaliated against for making a complaint or participating in an investigation.
D. Retaliation is illegal under state and federal nondiscrimination laws and any retaliation by students or school staff will result in disciplinary measures, up to and including expulsion or dismissal.
Complaint Handling and Investigation
A. The Responsible Employee shall promptly inform the Head of School and the person(s) who is the subject of the complaint (hereinafter, “respondent”) that a complaint has been received.
B. The Responsible Employee may pursue a prompt and equitable informal resolution of the complaint with the agreement of the parties involved. Any party to the complaint may decide to end an informal resolution process and pursue the formal process at any point. The informal resolution is subject to the approval of the Responsible Employee, who shall consider whether the informal resolution is in the best interest of the parties and the school unit in light of the particular circumstances and applicable policies and laws.
C. Synapse School will conduct an adequate, reliable, and impartial investigation. Typically, a complaint will be investigated by the Responsible Employee, unless the Responsible Employee designates another person to investigate it on his/her behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Responsible Employee or Head of School should be submitted to the chair of the Synapse School Board, who may consult with legal counsel concerning the handling and investigation of the complaint.
a. The respondent will be provided with an opportunity to be heard as part of the investigation. The complainant shall not be required to attend meetings with the respondent but may choose to do so as part of the resolution process.
b. The complainant and the respondent may suggest witnesses and/or submit materials they believe are relevant to the complaint.
c. When the complaint involves allegations relating to conduct that took place away from school property, school-sponsored activities, or school transportation, the investigation may include inquiries related to these allegations to determine whether they resulted in continuing effects such as harassment or a discriminatory impact in school settings.
d. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws.
e. The Responsible Employee shall keep a written record of the investigation process.
f. The Responsible Employee may take interim remedial measures to reduce the risk of further discrimination or harassment while the investigation is pending. Examples of interim measures include, but are not limited to, ordering no contact between individuals, changing schedules or classes, etc.
g. The Responsible Employee may consult with the [Head of School or designee] concerning the investigation, conclusions, and any remedial and/or disciplinary actions.
h. The investigation shall be completed promptly. Typically, investigations are completed within 21 business days of receiving a complaint, if practicable. The Responsible Employee may extend this time frame at his/her discretion for good cause.
D. If the Responsible Employee determines that discrimination or harassment occurred, he/she shall, in consultation with the [Head of School or designee]:
a. Determine what remedial action, if any, is needed to end the discrimination or harassment, remedy its effects, and prevent recurrence;
b. Determine what disciplinary action should be taken against respondent, if any; and
c. Inform both the respondent and the complainant in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).
E. If the complainant and/or respondent is dissatisfied with the resolution, an appeal may be made in writing to the Head of School within 10 business days after receiving notice of the resolution. The Head of School shall review the investigation report and may conduct further investigation if deemed appropriate. The Head of School’s decision shall be provided in writing to the parties within 10 business days, if practicable. The appeal decision shall be final.
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