Volunteering Handbook

Volunteer Checklist

• Complete a volunteer application form including Harassment Intimidation and Bullying training to include the Volunteer Disclosure Statement (Chapter 43.43 RCW) before service begins. The application materials can be found at our website: www.stanwood.wednet.edu under the Volunteer tab.   Applications will be required every year.
• Once approved, your volunteer application is valid from the date it is approved until the end of the current school year.  It can be renewed by completing the application process again.  
• Review this entire handbook.  It includes important information that will help ensure that the experiences of students, staff and volunteers are safe and positive.

Volunteer Opportunities

Volunteers can help with classroom activities, special school events/projects, parties, dances, after school programs, field trips, and sports. 

Volunteer Coaches

Individuals who wish to become volunteer coaches for any school in the Stanwood-Camano School District must complete the following steps:

• Complete the volunteer application process as outlined above and be approved as a volunteer.  Additional background clearance steps, including fingerprinting through Washington State Patrol and FBI may be required at a cost of $50.00.  (This process can take up to two weeks to complete, so volunteers are encouraged to begin the process early.)
• Provide proof of a current First Aid and current CPR card.
• Complete any training required by the school athletic program in which you plan to volunteer.
• Review the Volunteer Handbook.

You Are Part of a Team

Our district schools depend on volunteers and value their contributions. Your willingness to serve the students and staff of the district is greatly appreciated. 

Volunteer Program Goals:

• Contribute to the fulfillment of the district promise that every student in the Stanwood-Camano School District is empowered to learn in an inclusive setting and is prepared for the future of their choice.
• Enhance all aspects of the educational process and enrich student learning opportunities. 
• Expand opportunities for individualized attention to students.
• Establish a school and community partnership for quality education.
• Assist students in developing positive relationships with role models.
• Provide opportunities for volunteers to best use their time and talents in the education of children and find satisfaction and fulfillment in these opportunities.

Sometimes a volunteer placement may not be a fit for the volunteer, the teacher or the school. If your volunteer placement does not work for you, the teacher, or the school for whatever reason, your volunteer assignment may be ended, modified or changed to a new assignment. 

 Volunteers are expected to:

• Be prompt and reliable.  Please contact the school if you are coming in late or will be absent.
• Sign in and out at the office and always wear an ID badge or nametag while on school grounds.
• Become familiar with school policies and procedures and abide by all school policies, procedures and rules of conduct.
• Dress in attire that is neat, clean, comfortable and appropriate for the school setting.  Secure loose hair and/or clothing when operating school equipment.
• Behave in a professional manner, showing respect for all staff and students.
• Follow the direction and suggestions of school staff members.  Seek help from the teacher when you need additional information or instruction.
• Understand and accept the background and values of all students.
• Respect the privacy of teachers and students by not discussing school matters away from the classroom.  Use good judgment in talking about volunteer experiences to ensure the confidentiality of what you see and hear at school.
• Refer to the classroom teacher or appropriate school staff member for final solution of any student problem which arises, whether of an instructional, medical or operational nature.  Share concerns regarding students with the school staff only.
• Recognize that school staff have final authority in decisions regarding instruction and building management.  
• Talk to the teacher or principal if you have a concern or are not finding your experience rewarding. Everyone has a stake in the success of volunteers.  
• Refrain from using computer systems, logins or accounts that are assigned to someone else.  If authorized to use a district computer, the volunteer will sign and abide by the district technology User Agreement.
• Turn your cell phone off or to vibrate while you are volunteering in the classroom and refrain from making personal calls or texting while on school campus while serving as a volunteer.

Rules of Conduct

Volunteers are expected to familiarize themselves with school district policies and procedures.  Please see the Important Policies section of this handbook.  Inappropriate behaviors include, but are not limited to:

• Willful neglect and/or physical, verbal or written abuse of a student
• Unauthorized use of school equipment and/or supplies
• Neglect, willful abuse or destruction of school property
• Misuse of confidential information or breach of confidentiality
• Disregard of school policies and/or procedures
• Fighting on school property
• Dishonesty
• Chronic absence and/or tardiness
• Working while under the influence of, or suffering from the effects of, alcohol, non-prescribed drugs or other intoxicants
• Falsification of official records, including student grades
• Insubordination
• Practice, or toleration of, discrimination or harassment

Ground Rules for School District Facilities

• No smoking or tobacco allowed, including on athletic fields and in district vehicles.
• No weapons allowed.
• No drugs or alcohol allowed.
• Do not use school equipment for personal purposes.
• Use building restrooms in school buildings that are designated for adults. 

Confidentiality

Federal law prohibits school districts from releasing non-directory student information without parent/guardian permission.  Disclosing this information is a violation of the Family Educational Rights and Privacy Act of 1974 (FERPA). It is very important that you keep information about students confidential. It is important that you do not discuss students or their progress with others –even their parents. Do not make references to a student's abilities in front of other students. The only person who should be told about a student’s work is their teacher. If parents ask about their student’s progress, suggest in a friendly way that they contact the teacher.

All information concerning students and teachers is strictly confidential and should not be shared with others.  Keep ALL student information confidential, including scholastic and health records, test scores and grades, discipline and classroom behavior, and children’s character traits and other personal information.  If asked for information an appropriate response is “School policy does not permit me to give out this information.”

If you are made aware of information that you believe impacts the personal safety of a child, you are obligated to share that information with a school staff member; teacher, counselor or principal. You may then choose to remain anonymous once the information has been shared. PLEASE NOTE: While school volunteers are not legally mandated reporters of suspected child abuse, the District's expectation is that volunteers speak to an administrator promptly regarding any inappropriate incident, conduct, or behavior.

Student Photos/Video

Volunteers cannot take photos or videos of students. Student work, like artwork or papers, is also protected by law and cannot be shared publicly without written permission.  If a volunteer is taking images for school-related use, appropriate district and school procedures must be followed.

Chain of Command

The Stanwood-Camano School Board is responsible for setting policies for school staff and volunteers. The board is composed of elected board members and employs the Superintendent, to whom it delegates responsibility for day-to-day school administration. The Superintendent oversees the Principals who manage the teachers, staff and volunteers in their respective schools, using policies approved by the board.

Any questions or difficulties should be presented initially to the staff member or teacher involved. Should further resolution be required, the appropriate chain of command is to talk with the principal, superintendent and school board in that order.

Community members are welcome to attend the Board meetings which are open to the public. Meetings are scheduled for the first and third Tuesdays of each month and convene in the Board Room at the District Administration and Resource Center.  Meeting agendas are posted at www.stanwood.wednet.edu.

Working with the Classroom Teacher

Working in the classroom has tremendous rewards. Classroom volunteers should establish a good working relationship with the classroom teacher to maximize the experience.  Several topics should be discussed with the teacher prior to beginning a classroom volunteer experience:

• Days and times the volunteer will work.
• Procedures the volunteer will use to keep in touch, such as email or telephone.
• Alternate plans for days when the teacher is absent and a substitute is in the classroom.
• Procedures to follow if the volunteer will be absent.
• How the teacher will communicate assignments or duties to the volunteer, such as a folder, note, email or other means.
• Where materials and supplies are kept and the location of available workplaces.
• Teacher’s classroom policies, procedures and rules, such as management style, discipline issues and where the volunteer can leave personal belongings.
• School procedures for volunteers to follow during fire and earthquake drills, as well as lockdown procedures.
• Special needs and strengths of the student(s) and skills that need to be developed.
• Tips for working with the student(s), such as learning styles and reinforcement techniques.
• Alternate plans if student(s) is/are absent.
• What to do if you have questions while the teacher is teaching (it is important not to interrupt instruction).
• Whether volunteers are welcome to use the lounge for breaks.  Do not feel insulted or offended if parents or volunteers are not welcomed in the staff lounge. It is often the only place that staff members have to meet informally to discuss confidential issues.

Working with Students

Developing a positive relationship with students will make your volunteer experience more enjoyable as well as more beneficial to the kids.  Here are some tips for working with students:

• Be accepting of children of all ages, abilities, backgrounds and personalities and encourage the best from each student
• Provide help and assistance without doing the work for students 
• Show a genuine interest in each student by being friendly and positive
• Be patient and kind when working with students.
• A student’s name is very important.  Learn the students’ names right away, how to pronounce and spell them correctly, and use them often.
• Be sure that all students know your name.  Introduce yourself to them.
• Let students take their time warming up to you.  Trying too hard to establish a relationship with them may intimidate or alienate kids who don’t know how to deal with that kind of “enthusiasm.”  Instead, make yourself accessible to them and be kind – students gravitate toward these qualities!
• Get to know each other by talking about things students like.  Listen carefully to what the student has to say.
• Be fair, consistent, trustworthy and honest in your approach, attitude, and interactions with students.
• Avoid making comparisons between students, between teachers and between schools.

Field Trips

• Volunteers who wish to drive students should be at least 25 years of age, must have a valid Washington State driver’s license and complete the required driving forms and file them with the school office.
• Chaperones will abide by the direction given to them by the staff members in charge of the field trip.
• School rules are in effect during the entire field trip.  Please monitor the behavior of all students assigned to you.  If you have difficulty with a student, inform the teacher or staff member in charge immediately.
• Drug, tobacco, vaping, or alcohol use is not permitted.
• Chaperones understand that many of the activities on field trips are outside the control of the Stanwood-Camano School District and are fully aware of any risk inherent in participating in such activities.  Chaperones attest that they have read and understand the school rules and know that these rules and the chaperone requirements are in force the entire trip. 

Things to Know

Parking

The parking lane in front of the school is reserved for bus traffic. Please park in the other parking areas or on the street.  If you are unsure where to park, contact the school’s office.

Sign In and Sign Out

Please sign the volunteer log when you arrive. At this same time, pick up your nametag. Please wear your name tag while at school. Sign-in when you arrive and record the number of hours you have volunteered when you are ready to leave. This sign-in and sign-out procedure will help in several ways:

• To ensure student safety, the staff needs to know who is in the building at all times.
• In case of an emergency that requires building evacuation, these sheets assist in accounting for all people in the building.
• To assist in volunteer introductions, recognition and program evaluations.
• You can claim certain expenses associated with volunteering on your federal income tax and these records can serve as documentation of time spent at school. You may also want to record any time spent at home on volunteer work for this same reason.

Storage of Personal Belongings

Your personal belongings (coat, purse, etc.) may be stored in a closet in the classroom. If you are volunteering somewhere in the school other than a classroom, ask one of the secretaries to store your belongings for you when you arrive.

Bulletin Boards

Please observe the volunteer bulletin board. Information affecting you will be posted there.

Accidents or Injuries While Volunteering

Any volunteer who is injured at school should report to the nurse and administrators immediately.  Although the District makes every effort to ensure safety of all volunteers, there are certain inherent risks involved in volunteer activities that may be unforeseen or unavoidable resulting in bodily injury, death or property damage to the volunteer or others.  The District does not provide any accidental medical insurance coverage and volunteers do not qualify for workers’ compensation benefits.

Preschoolers

While we attempt to make everyone feel welcome, it is sometimes a distraction to have pre-school age children with you while you volunteer, especially if you are working in a classroom. If you have no daycare available, please ask the classroom teacher’s permission before bringing your preschooler, offer to work on tasks that can be completed at home, or to work in areas of the school other than the classroom.  Please do not have preschool children with you while working on equipment such as paper cutters, laminators, etc.  Keep in mind that our #1 responsibility is to provide a quality learning environment for the children who are enrolled in Stanwood-Camano schools. 

Educational Jargon

As with any profession, there is an entire vocabulary of educational terms.  If a staff person provides you with directions, instructions, or explanations that aren’t clear because of jargon, be sure to ask for further information.  Below is a glossary of some education jargon.

• ADHD, ADD—Attention Deficit Hyperactivity Disorder means a childhood disturbance of at least six months duration with an onset before age 7, at a rate of frequency which significantly exceeds those of similar age, in at least eight of the following areas: fidgets, easily distracted, difficulty waiting turn, blurts out answers before questions are complete, difficulty following instructions (not due to intellect, comprehension, or oppositional behavior), difficulty playing quietly, often interrupts or intrudes on others, often does not seem to listen, often loses things necessary for completion of tasks, and often engages in physically dangerous activities. (DSM III- r, medical term.) Remember, it has to be at least eight of these areas. Age appropriate:  typical of a particular chronological age group.
• BD—Behavior Disordered is age-inappropriate behavior, well-documented over an extended period of time in different environments (school, home, community), which interferes with educational performance and is not the result of intellect or untreated sensory, cultural or health factors.
• Developmentally Delayed—Refers to 0-5 age group, with two or more diagnosed potential handicapping conditions that cannot be medically corrected, who test more than 25% below chronological age norms in one or more of the following areas: cognitive development, sensory motor development, fine motor skills, social affective skills, self- help skills, auditory, visual, or haptic sensory processing.
• IDEA—Individuals with Disabilities Education Act of 1990 funds local education agencies to pay excessive costs of educating children with disabilities. It funds programs for infants with disabilities that put them at risk of delay in development. It also funds the preschool program under the Education for All Handicapped Children Act of 1975 (Public Law 94-142) ensuring all children, age 3 and above, free and appropriate education.
• Certificated—Staff with State Certification 
• Classified—Staff not requiring State Certification
• Portfolio—Collection of a student’s work selected either by the student or teacher to keep in a master file to demonstrate academic and social growth over time.
• PTA/PTO—Parent Teacher Association/Organization
• IEP—Individual Education Plan, curriculum plan for handicapped students developed by teachers, parents and school psychologists and other professionals involved in the student’s public education.
• LD—Learning Disability is a discrepancy between a specific academic achievement and aptitude when presented with appropriate regular instructional environment, which involve receiving, organizing, or expressing academic information not primarily due to vision, hearing, motor impairment, mental retardation, emotional disabilities, environmental, cultural, economic disadvantage, or a history of inconsistent education program.
• LRE—Least Restrictive Environment for educating handicapped children. 
• Mastery—Ability to use a skill; proficiency; at an identified level.
• Paradigm—A pattern of perceiving, believing and behaving that defines and limits how we relate to our world. Paradigms govern what we see and cannot see. Paradigms act as a filter.
• Performance-Based Assessment—Measures results of goals established for 1) individual learners, or 2) institutional units; e.g., school districts, states. The major elements of this concept, regardless of which entities it is applied to, are 1) establishment of goals or targets, 2) application of processes to reach goals/targets, 3) measurement/ assessment of progress, and 4) reporting results to appropriate individuals and/or organizations.
• ESEA – Elementary & Secondary Education Act 
• NCLB – No Child Left Behind
• EALRs – Essential Academic Learning Requirements

The purpose of this procedure is to provide all staff, students, volunteers and community members with information to increase their awareness of their role in protecting children from inappropriate conduct by adults.   

In a professional staff/student relationship, school employees maintain boundaries that are consistent with the legal and ethical duty of care that school personnel have for students. A boundary invasion is an act or omission by a school employee that violates professional staff/student boundaries and has the potential to abuse the staff/student relationship.  An inappropriate boundary invasion means an act, omission, or pattern of such behavior by a school employee that does not have an educational purpose and results in abuse of the staff/student professional relationship. 

Unacceptable Conduct 

Examples of inappropriate boundary invasions by staff members include, but are not limited to, the following: 

• Inappropriate physical contact with a student or any other conduct that might be considered harassment under the Board’s policy on Harassment, Intimidation, and Bullying or Sexual Harassment  
• Showing pornography to a student; 
• Singling out a particular student or students for personal attention and friendship beyond the professional staff-student relationship; 
• Socializing with students where students are consuming alcohol, drugs or tobacco,  
• For non-guidance/counseling staff, encouraging students to confide their personal or family problems and/or relationships. If a student initiates such discussions, staff members are required to refer the student to guidance/counseling staff. In either case, staff involvement should be limited to a direct connection to the student’s school performance; 
• Sending students on personal errands unrelated to any educational purpose; 
• Comments, jokes or innuendos of a sexual nature to, with, or about students; 
• Disclosing personal, sexual, family, employment concerns, or other private matters to one or more students; 
• Addressing students or permitting students to address staff members with personalized terms of endearment, pet names, or otherwise in an overly familiar manner; 
• Maintaining personal contact with a student outside of school by phone, email, Instant Messenger or Internet chat rooms, social media, or letters (beyond homework or other legitimate school business) without including the parent/guardian. 
• Exchanging personal gifts, cards or letters with an individual student;  
• Socializing or spending time with students (including but not limited to activities such as going out for beverages, meals or movies, shopping, traveling, and recreational activities) outside of school sponsored events, except as participants in organized community activities; 
• Giving a student a ride alone in a vehicle in a non-emergency situation; and/or 
• Invading a student’s privacy, (e.g. walking in on the student in the bathroom)  

Appearances of Impropriety 

The following activities are boundary invasions and can create an actual impropriety or the appearance of impropriety. Whenever possible, staff should avoid these situations. If unavoidable, these activities should be pre-approved by the appropriate administrator. If not pre-approved, the staff person must report the occurrence to the appropriate administrator, as soon as possible.  

• Being alone with an individual student out of the view of others; 
• Inviting or allowing individual students to visit the staff member’s home;  
• Visiting a student’s home; and/or 
• Social networking with students for non-educational purposes. 

Reporting Violations 

Students and their parents/guardians are strongly encouraged to notify the principal (or other school administrator) if they believe a teacher or other staff member may be engaging in conduct that violates this policy. Staff members are required to promptly notify the principal (or other administrator) or the superintendent if they become aware of a situation that may constitute a violation of this policy. 

Disciplinary Action 

Staff violations of this policy may result in disciplinary action up to and including dismissal. The violation will also be reported to the state Office of Professional Practices. Violations involving sexual or other abuse will also result in referral to Child Protective Services and/or law enforcement in accordance with the board’s policy on Reporting Child Abuse and Neglect. 

Training

All new employees and volunteers will receive training on appropriate staff /student boundaries within three months of employment. Continuing employees will receive training every three years.  

Dissemination of Policy and Reporting Protocols 

This policy and procedure shall be included on the district Web site and in all employee, student and volunteer handbooks.

Adopted:  05.04.2010 

Stanwood-Camano School District

Revised:  12.02.23

 

The purpose of this policy is to provide all staff, students, volunteers, and community members with information about their role in protecting children from inappropriate conduct by adults. This policy applies to all district staff and volunteers. For purposes of this policy and its procedure, the terms “district staff,” “staff member(s),” and “staff” also include volunteers. 

General Standards 

The board expects all district staff to maintain the highest professional standards when they interact with students. District staff are required to maintain an atmosphere conducive to learning by consistently maintaining professional boundaries. 

Professional staff/student boundaries are consistent with the legal and ethical duty of care that district employees have for students. 

The interactions and relationships between district staff and students should be based upon mutual respect, trust, and commitment to the professional boundaries between staff and students in and outside of the educational setting, and consistent with the educational mission of the district. 

District staff will not intrude on a student’s physical and emotional boundaries unless the intrusion is necessary to serve a demonstrated educational purpose. An educational purpose is one that relates to the staff member’s duties in the district. Inappropriate boundary invasions can take various forms. Any type of sexual conduct with a student is an inappropriate boundary invasion.

Additionally, staff members are expected to be aware of the appearance of impropriety in their own conduct and the conduct of other staff when interacting with students. Staff members will notify and discuss issues with their building administrator or supervisor whenever they suspect or question whether their own or another staff member’s conduct is inappropriate or constitutes a violation of this policy. 

The board recognizes that staff may have familial and pre-existing social relationships with parents or guardians and students. Staff members should use appropriate professional judgment when they have a dual relationship to students to avoid violating this policy, the appearance of impropriety, and the appearance of favoritism. Staff members shall proactively discuss these circumstances with their building administrator or supervisor. 

Use of Technology 

The board supports the use of technology to communicate for educational purposes. However, when the communication is unrelated to schoolwork or other legitimate school business, district staff are prohibited from communicating with students by phone, e-mail, text, instant messenger, or other forms of electronic or written communication. District staff members are prohibited from engaging in any conduct on social networking websites that violates the law, district policies or procedures, or other generally recognized professional standards. This prohibition includes prohibiting staff from “friending” and/or “following” students on social media. 

Staff whose conduct violates this policy may face discipline and/or termination consistent with the district’s policies and procedures, acceptable use agreement, and collective bargaining agreements, as applicable. 

The superintendent/designee will develop protocols for reporting and investigating allegations and develop procedures and training to accompany this policy. 

Legal References 

• Title IX of the Education Amendments of 1972 
• Chapter 9A.44 RCW - Sex Offenses
• Chapter 9A.88, RCW - Indecent exposure – Prostitution
• RCW 28A.400.320 Crimes against children - Mandatory termination of classified employees - Appeal - Recovery of salary or compensation by district
• RCW 28A.405.470 Crimes against children - Mandatory termination certificated employees - Appeal - Recovery of salary or compensation by district
• RCW 28A.405.475 Termination of certificated employee based on guilty plea or conviction of certain felonies - Notice to superintendent of public instruction - Record of notices
• RCW 28A.410.090 Revocation or suspension of certificate or permit to teach - Criminal basis - Complaints - Investigation – Process
• RCW 28A.410.095 Violation or noncompliance - Investigatory powers of superintendent of public instruction - Requirements for investigation of alleged sexual misconduct towards a child - Court orders - Contempt - Written findings required
• RCW 28A.410.100 Revocation of authority to teach - Hearings  
• Chapter 28A.640, RCW Sexual Equality 
• Chapter 28A.642, RCW Discrimination Prohibition 
• Chapter 49.60, RCW - Washington State Law Against Discrimination 
• Chapter 181-87 WAC Professional certification - Acts of unprofessional conduct 
• Chapter 181-88 WAC Definitions of sexual misconduct, verbal and physical abuse - Mandatory disclosure – Prohibited agreements.

Cross References

• 3206 – Sexual Harassment of Students Prohibited
• 3207 – Prohibition of Harassment, Intimidation and Bullying of Students
• 3210 – Nondiscrimination
• 3421 – Child Abuse and Neglect

Management Resources

1. March 2019 Policy Issue
2. October 2015 Policy Issue

Adopted: 05.04.2010

Stanwood-Camano School District

Revised:  06.21.22, 1.16.24

The board is committed to a safe and civil educational environment for all students, employees, parents/legal guardians, volunteers, and community members that is free from harassment, intimidation, or bullying. " As defined in legislation, “Harassment, intimidation or bullying” means any intentional electronic, written, verbal or physical act including but not limited to, one shown to be motivated by any characteristic in RCW28A.640.010 and 28A 642.010, or other distinguishing characteristics, when the act:

A. Physically harms a student or damages the student’s property;

B. Has the effect of substantially interfering with a student’s education;

C. Is so severe, persistent, or pervasive that it creates an intimidating or threatening educational environment; or

D. Has the effect of substantially disrupting the orderly operation of the school.

Nothing in this section requires the affected student to actually possess a characteristic that is a basis for the harassment, intimidation or bullying.

“Other distinguishing characteristics” can include but are not limited to physical appearance, clothing or other apparel, socioeconomic status and weight.

“Intentional acts” refers to an individual's choice to engage in the act rather than the ultimate impact of the action(s).

Behaviors/Expressions

This policy recognizes that ‘harassment’, ‘intimidation,’ and bullying’ are separate but related behaviors. Each must be addressed appropriately. The accompanying procedure differentiates the three behaviors; however, this differentiation should not be considered part of the legal definition of these behaviors.

Harassment, intimidation, or bullying can take many forms including, but not limited to, slurs, rumors, jokes, innuendoes, demeaning comments, drawings, cartoons, pranks, gestures, physical attacks, threats or other written, oral, physical or electronically transmitted messages or images.

This policy is not intended to prohibit expression of religious, philosophical, or political views, provided that the expression does not substantially disrupt the educational environment. Many behaviors that do not rise to the level of harassment, intimidation, or bullying may still be prohibited by other district policies or building, classroom or program rules.

Training

This policy is a component of the district’s responsibility to create and maintain a safe, civil, respectful and inclusive learning community and will be implemented in conjunction with comprehensive training of staff and volunteers. Specific training requirements are included in the accompanying procedures.

Prevention

The district will provide students with strategies aimed at preventing harassment, intimidation, and bullying. In its efforts to educate students, the district will seek partnerships with families, law enforcement, and other community agencies.

Interventions

Interventions will be designed to address the impact of harassment, intimidation, and bullying on the targeted student(s) and others impacted by the violation, to change the behavior of the aggressor, and to restore a positive school climate.

The district will consider the frequency of incidents, developmental age of the student, and severity of the conduct in determining intervention strategies. Interventions will range from counseling, correcting behavior and discipline, to law enforcement referrals.

Students with Individual Education Plans or Section 504 Plans

If allegations are proven that a student with an Individual Education Plan (IEP) or Section 504 Plan has been the aggressor or target of harassment, intimidation or bullying, the school will convene the student’s IEP or Section 504 team to determine whether the incident had an impact on the student’s ability to receive a free, appropriate public education (FAPE). The meeting should occur regardless of whether the harassment, intimidation, or bullying incident was based on the student’s disability. During the meeting, the team will evaluate issues such as the student’s academic performance, behavioral issues, attendance, and participation in extracurricular activities. If a determination is made that the student is not receiving FAPE as a result of the harassment, intimidation, or bullying incident, the district will provide additional services and supports as deemed necessary, such as counseling, monitoring and/or reevaluation or revision of the student’s IEP or Section 504 plan, to ensure the student receives a FAPE.

Retaliation/False Allegations

Retaliation is prohibited against those who report or participate in an investigation of harassment, intimidation and bullying and will result in appropriate discipline. It is a violation of this policy to threaten or harm someone for reporting harassment, intimidation, or bullying, or participating in an investigation.

Knowingly reporting false allegations of harassment, intimidation and bullying is prohibited. Students or employees will not be disciplined for making a report in good faith. However, persons found to knowingly report or corroborate false allegations will be subject to appropriate discipline.

Compliance Officer

The superintendent will appoint a compliance officer as the primary district contact to receive copies of all harassment, intimidation, and bullying incident report forms and to ensure policy implementation. The name and contact information for the compliance officer will be communicated throughout the district. The district compliance officer will participate in at least one mandatory training opportunity offered by OSPI.

The superintendent is authorized to direct the implementation of procedures addressing the elements of this policy.

Cross References:

• Policy 2161 Special Education and Related Services For Eligible Students
• Policy 3200 Rights and Responsibilities
• Procedure 3206P Sexual Harassment of Students Prohibited Procedures Prohibition
• Procedure 3207P Prohibition of Harassment, intimidation, and Bullying Procedures
• Policy 3210 Nondiscrimination
• Policy 3211 Transgender Student
• Policy 3241 Student Discipline

Legal Reference:

• RCW 28A.300.285 Harassment, Intimidation, and Bullying Prevention Policies- Model policy and procedure-Training Materials-Posting on web site- Rules-Advisory Committee
• WAC 392-190-059 Harassment, intimidation and bullying prevention policy and procedure – School districts. 
• Management Resources:
• Office for Civil Rights, Dear Colleague Letter: Responding to Bullying of Students with Disability (OCR 10/21/2014)
• 2019 August Policy Alert 
• 2019 July Policy Issue
• 2014 December Issue
• 2010 December Issue
• 2008 April Issue
• 2002 April Issue

Adoption Date: 05.20.03

Stanwood-Camano School District

Revised: 03.07.06; 09.02.08; 04.17.11; 07.05.11; 02.18.14; 05.05.15;12.03.19

The district is committed to providing a positive and productive working environment free from discrimination, including sexual harassment. This commitment extends to all employees and other persons involved in academic, educational, extracurricular, athletic, and other programs or activities of the school, whether that program or activity is in a school facility, on school transportation, or at a class training held elsewhere.   

Definitions 

For purposes of this policy, sexual harassment means unwelcome conduct or communication of a sexual nature. Sexual harassment can occur student to adult, adult to adult or can be carried out by a group of students or adults and will be investigated by the District even if the alleged harasser is not a part of the school staff or student body. The district prohibits sexual harassment of district employees by other students, employees or third parties involved in school district activities.  

Under federal and state law, the term “sexual harassment” includes: 

• Acts of sexual violence; 
• Unwelcome sexual or gender-directed conduct or communication that interferes with an individual’s employment performance or creates an intimidation, hostile, or offensive environment; 
• Unwelcome sexual advances; 
• Unwelcome requests for sexual favors; 
• Sexual demands when submission is stated or implied obtaining work opportunity or other benefit; 
• Sexual demands where submission or rejection is a factor in a work or other school-related decision affecting an individual.  

A “hostile environment” for an employee is created where the unwanted conduct is sufficiently severe or pervasive to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.  

Investigation and Response 

If the district knows, or reasonably should know, that sexual harassment has created a hostile environment, the district will promptly investigate to determine what occurred and will take appropriate steps to resolve the situation. If an investigation reveals that sexual harassment has created a hostile environment, the district will take prompt and effective steps reasonably calculated to end sexual harassment, eliminate the hostile environment, prevent its occurrence and, as appropriate, remedy its effects. The district will take prompt, equitable and remedial action within its authority every time a report, complaint and grievance alleging sexual harassment comes 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. Regardless of whether the misconduct is reported to law enforcement, school staff will promptly investigate to determine what occurred and take appropriate steps to resolve the situation to the extent that such investigation does not interfere with an on-going criminal investigation.  A criminal investigation does not relieve the district of its independent obligation to investigate and resolve sexual harassment.  

Engaging in sexual harassment will result in appropriate discipline or other appropriate sanctions against offending staff or third parties involved in school district activities. 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 and False allegations 

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.  

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.  

Staff Responsibilities 

The superintendent will 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.  

Any school employee who witnesses sexual harassment or receives report, informal complaint, or written complaint about sexual harassment is responsible for informing the district’s Title IX or Civil Rights Compliance Coordinator. All staff are also responsible for directing complainants to the formal complaint process. 

This policy applies to sexual harassment (including sexual violence) targeted at district employees carried out by a student, employee, or third party involved in school district activities. A formal complaint filed by an employee or filed by or on behalf of a student complainant against an employee respondent will be investigated under the definitions, requirements, and procedures of Policy 3206 and Procedure 3206P.   

Reports of discrimination and discriminatory harassment will be referred to the district’s Title IX/Civil Rights Compliance Coordinator. Reports of disability discrimination or harassment will be referred to the district’s Section 504 Coordinator.  

Notice and Training 

The superintendent will develop procedures to provide information and education to district staff, 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 and regular volunteer orientation.  The sexual harassment policy and procedure, which includes the complaint process, will be posted in each district building in a place available to staff, parents, volunteers, and visitors. Information about the policy and procedure will be clearly stated and conspicuously posted throughout each school building, provided to each employee and reproduced in each staff, volunteer, and parent handbook. Such notices will identify the district’s Title IX Coordinator and provide contact information, including the coordinator’s email address.  

Policy Review 

The superintendent will make an annual report to the board reviewing the use and efficacy of this policy and related procedures. Recommendations for changes to this policy, if applicable, will be included in the report. The superintendent is encouraged to involve staff, volunteers and parents in the review process.   

Cross References: 

• Procedure 5011P Sexual Harassment  
• Policy 3206 Sexual Harassment (Students)  
• Procedure 3206P Sexual Harassment (Students)  
• Policy 5161 Civility in the Workplace  
• Policy 3210 Nondiscrimination (Students)  
• Policy 3421 Child Abuse, Neglect, and Exploitation Prevention  
• Policy 5010 Nondiscrimination and Affirmative Action  
• Policy 3207 Prohibition of Harassment, Intimidation and Bullying 
• Policy 3211 Gender Inclusive Schools   

Legal References: 

• RCW 28A.640.020 Regulations, guidelines to eliminate discrimination – Scope—Sexual harassment policies  
• WAC 392-190-058 Sexual Harassment  
• 20 U.S.C. § 1681-1688 

Management Resources 

• 2022 – June Policy Alert  
• 2015 – July Policy Alert  
• 2014 – December Issue  
• 2010 – October Issue             

Adoption Date:  04.15.03 

Stanwood-Camano School District 

Revised:  12.17.13;  09.06.16; 12.18.18; 05.21.19; 8.17.21; 8.16.22

 

A. Introduction

The Stanwood Camano School District strives to provide students with optimal conditions for learning by maintaining a school environment where everyone is treated with respect and no one is physically or emotionally harmed.

In order to ensure respect and prevent harm, it is a violation of district policy for a student to be harassed, intimidated, or bullied by others in the school community, at school sponsored events, or when such actions create a substantial disruption to the educational process. The school community includes all students, school employees, school board members, contractors, unpaid volunteers, families, patrons, and other visitors. Students(s) will not be harassed because of their race, color, religion, ancestry, national origin, gender, sexual orientation, gender expression, gender identity, mental or physical disability, or other distinguishing characteristics.

Any school staff who observes, overhears, or otherwise witnesses harassment, intimidation, or bullying, or to whom such actions have been reported must take prompt and appropriate action to stop the harassment, intimidation, or bullying, and to prevent its reoccurrence.

B. Definitions

Aggressor means a student, staff member, or other member of the school community who engages in the harassment, intimidation, or bullying of a student.

Harassment, intimidation, or bullying means an intentional electronic, written, verbal, or physical act that:

1. Physically harms a student or damages the student’s property;
2. Has the effect of substantially interfering with a student’s education;
3. Is so severe, persistent, or pervasive that it creates an intimidating or threatening educational environment; or
4. Has the effect of substantially disrupting the orderly operation of the school.

Conduct that is “substantially interfering with a student’s education” will be determined by considering a targeted student’s grades, attendance, demeanor, interaction with peers, participation in activities, and other indicators.

Conduct that may rise to the level of harassment, intimidation, or bullying may take many forms, including, but not limited to: slurs, rumors, jokes innuendos, demeaning comments, drawings, cartoons, pranks, ostracism, physical attacks or threats, gestures, or acts relating to an individual or group whether electronic, written, oral or physically transmitted messages or images. There is no requirement that the targeted student actually possess the characteristic that is the basis for the harassment, intimidation, or bullying.

Retaliation occurs when an individual is intimidated, threatened, coerced, or discriminated against for reporting harassment, intimidation, or bullying, or participating in an investigation.

Staff includes, but is not limited to, educators, administrators, counselors, school nurses, cafeteria workers, custodians, bus drivers, athletic coaches, advisors to extracurricular activities, classified staff, substitute and temporary teachers, volunteers, or paraprofessionals (both employees and contractors).

Targeted Student means a student against whom harassment, intimidation, or bullying has allegedly been perpetrated.

C. Behaviors / Expressions

“Harassment,””intimidation,” and “bullying’ are separate but related behaviors. Each must be addressed appropriately. Although this procedure differentiates the three behaviors, this differentiation should not be considered part of the legal definition of these behaviors, this differentiation should not be considered part of the legal definition of these behaviors, Harassment refers to any malicious act, which causes harm to any person’s physical well-being.  It can be discriminatory harassment, malicious harassment, or sexual harassment. Intimidation refers to implied or overt threats of physical violence. Bullying refers to unwanted aggressive behavior(s) by another youth or group of youths that involves an observed or perceived power imbalance and is repeated multiple times or is highly likely to be repeated. Bullying can also occur through technology and is called electronic bullying or cyberstalking.

D. Relationships to Other Laws

This procedure applies only to RCW 28A.300.285-Harassment, Intimidation and Bullying prevention. There are other laws and procedures to address related issues such as sexual harassment or discrimination.

At least four Washington laws may apply to harassment or discrimination:

1. RCW28A.300.285- Harassment, Intimidation and Bullying
2. RCW 28A .640.020- Sexual Equality
3. RCW28A.642- Prohibition of Discrimination in Public Schools
4. RCW 49.60.010- The Law Against Discrimination

The district will ensure its compliance with all state laws regarding harassment, intimidation, or bullying. Nothing in this procedure prevents a student, parent/ guardian, school or district from taking action to remediate harassment or discrimination based on a person’s membership in a legally protected class under local, state or federal law.

D.  Prevention

1. Dissemination

In each school and on the district’s website the district will prominently post information on reporting harassment, intimidation or bullying; the name and contact information for making a report to the school administrator; and the name and contact information for the district compliance officer. The district’s policy and procedure will be available in each school in a language that families can understand.

Annually, the superintendent will ensure that a statement summarizing the policy and procedure is provided in student, staff, volunteer and parent handbooks, is available in school and district offices and/or hallways or is posted on the district’s website.

Additional distribution of the policy and procedure is subject to the requirements of chapter 392-405 WAC

2. Education

Annually students will receive age-appropriate information on the recognition and prevention of harassment, intimidation or bullying at student orientation sessions and on other appropriate occasions. The information will include a copy of the Incident Reporting Form or a link to a web- based form.

3. Training

The district compliance officer will participate in at least one mandatory training opportunity offered by OSPI. Staff will receive annual training on the school district’s policy and procedure, including at a minimum, staff roles and responsibilities, how to monitor common areas and the use of the district’s Incident Reporting Form.

4. Prevention Strategies

The district will implement a range of strategies including individual, classroom, school, and district-level approaches, to prevent harassment, intimidation and bullying.

Whenever possible, the district will implement evidence-based prevention programs that are designed to increase social competency, improve school climate, and eliminate harassment, intimidation and bullying in schools.

E. Compliance Officer

The district compliance officer will:

1. Serve as the district’s primary contact for harassment, intimidation, or bullying. If the allegations in a written report of harassment, intimidation, or bullying indicates a potential violation of Policy 3207, the district staff member who receives the report must promptly notify the district compliance officer.
2. Provide support and assistance to the principal or designee in resolving complaints;
3. Receive copies of all Incident Reporting Forms, Discipline Referral Forms, and letters to parents providing the outcomes of investigations.
4. Communicate with the school district’s designated civil rights compliance coordinator. If a written report of harassment, intimidation, or bullying indicates a potential violation of the district’s nondiscrimination policy (Policy 3210), or if during an investigation, the district becomes aware of a potential violation of the district’s nondiscrimination policy, the compliance officer must promptly notify the district’s civil rights compliance coordinator. At that time, the compliance officers must promptly notify the complainant that their complaint will proceed under both this policy / procedure and the nondiscrimination policy / procedure. The investigation and response timeline for the nondiscrimination procedure begin when the school district knows or should have known that a written report or investigation of Harassment, Intimidation, or Bullying involves a potential violation of the district’s nondiscrimination policy;
5. Be familiar with the use of the student information system. The compliance officer may use this information to identify patterns of behavior and areas of concern;
6. Ensure implementation of the policy and procedure by overseeing the investigative processes, including ensuring that investigations are prompt, impartial, and thorough;
7. Assess the training needs or staff and students to ensure successful implementation throughout the district, and ensure staff receive annual fall training;
8. Provide the OSPI School Safety Center with notification of policy or procedure updates or changes on an annual basis; and
9. In cases where, despite school efforts, a targeted student experiences harassment, intimidation, or bullying that threatens the student’s health and safety, the compliance officer will facilitate a meeting between district staff and the child’s parents/guardians to develop a safety plan to protect the student. A sample student safety plan is available on the OSPI website: http://www.k12.wa.us/student-success/health-safety/school-safety-center.

F. Staff Intervention

All staff members will intervene when witnessing or receiving reports of harassment, intimidation. Minor incidents that staff are able to resolve immediately, or incidents that do not meet the definition of harassment, intimidation or bullying, may require no further action under this procedure, other than tracking, to ensure they are not repeated.

G. Filing an Incident Reporting Form

Incident Reporting Forms may be used by students, families, or staff to report incidents of harassment, intimidation or bullying. A sample form is provided on the Office of Superintendent of Public Instructions (OSPI) School Safety Center website: https://www.k12.wa.us/sites/default/files/public/safetycenter/bullyingharassment/pubdocs/samplehibincidentreporting.pdf

Any student or students who believe they have been the target of unresolved, severe, or persistent harassment, intimidation, or bullying, or any other person in the school community who observes or receives notice that a student has or may have been the target of unresolved, severe, or persistent harassment, intimidation, or bulling may report incidents verbally or in writing to any staff member.

H. Addressing Harassment, Intimidation, or Bullying- Reports

Step 1: Filing an Incident Report Form

In order to protect a targeted student from retaliation, a student need not reveal his or her identity on an Incident Report form. The form may be filed anonymously, confidentially, or the student may choose to disclose his or her identity (non-confidential).

Status of Reporter

1. Anonymous - Individuals may file a report without revealing their identity. No disciplinary action will be taken against an alleged aggressor based solely on an anonymous report. Schools may use complaint boxes or develop other methods for receiving anonymous, unsigned reports. Possible responses to an anonymous report include enhanced monitoring of specific locations at certain times of day or increased monitoring of specific students or staff. (Example: An unsigned Incident Reporting Form dropped on a teacher’s desk led to the increased monitoring of the boys’ locker room in 5th    period.)
2. Confidential - Individuals may file a report asking that their identities be kept secret from the accused and other students. Like anonymous reports, no disciplinary action will be taken against an alleged aggressor based solely on a confidential report. (Example: A student tells a playground supervisor about a classmate being bullied but asks that nobody know who reported the incident. The supervisor says, “I won’t be able to punish the bullies unless you or someone else who saw it is willing to let me use their names, but I can start hanging out near the basketball court, if that would help.”)
3. Non-Confidential - Individuals may file a report non-confidentially. Complainants agreeing to make their complaint non-confidential will be informed that due process requirements may require that the district release all of the information that it has regarding the complaint to any individuals involved in the incident, but that even then, information will be restricted to those with a need to know, both during and after the investigation. The district will, however, fully implement the anti-retaliation provision of this policy and procedure to protect complainants and witnesses.

Step 2: Receiving an Incident Report Form

All staff members are responsible for receiving oral and written reports. Whenever possible staff members who initially receive an oral or written report of harassment, intimidation or bullying shall attempt to resolve the incident immediately. If the incident is resolved to the satisfaction of the parties involved, or if the incident does not meet the definition of harassment, intimidation or bullying, no further action may be necessary under this procedure.

All reports of unresolved, severe, or persistent harassment, intimidation and bullying will be recorded on a District Incident Report Form and submitted to the principal or designee, unless the principal or designee is the subject of the complaint.

Step 3: Investigations of Unresolved, Severe, or Persistent Harassment, Intimidation and Bullying

All reports of unresolved, severe, or persistent harassment, intimidation or bullying will be investigated with reasonable promptness. Any student may have a trusted adult with them throughout the reporting and investigative process.

1. Upon receipt of the Incident Report Form that alleges unresolved, severe, or persistent harassment, intimidation or bullying, the school or district designee will begin an investigation. If there is potential for clear and immediate physical harm to the complainant, the district will immediately contact law enforcement and inform the parent/guardian.
2. During the investigation, the district will take reasonable measures to ensure that no further incidents of harassment, intimidation or bullying occur between the complainant and the alleged aggressor. If necessary, the district will implement a safety plan (https://www.k12.wa.us/student-success/health-safety/school-safety-center/safety-planning - toolkit) for the student(s) involved. The plan may include changing seating arrangements for the complainant and/or the alleged aggressor in the classroom, at lunch, or on the bus; identifying a staff member who will act as a safe person for the complainant; altering the alleged aggressor’s schedule and access to the complainant, and other measures. If, during the course of an investigation, the district employee conducting the investigation becomes aware of a potential violation of the district's nondiscrimination policy (policy 3210), the investigator will promptly notify the district’s civil rights compliance officer. Upon receipt of this information, the civil rights compliance officer must notify the complainant that their complaint will proceed under the discrimination complaint procedure in WAC 392-190-065 through WAC 392-190-075 as well as the HIB complaint procedure. The notice must be provided in a language that the complainant can understand. The investigation and response timeline for the discrimination complaint procedure will follow that set forth in WAC 392-190-065 and begins when the district knows or should have known that a written report of harassment, intimidation or bullying involves allegations of a violation of the district's nondiscrimination policy.
3. Within two (2) school days after receiving the Incident Report Form, the school designee will notify the families of the students involved that a complaint was received and direct the families to the district’s policy and procedure on harassment, intimidation and bullying.
4. In rare cases, where after consultation with the student and appropriate staff (such as a psychologist, counselor, or social worker) the district has evidence that it would threaten the health and safety of the complainant or the alleged aggressor to involve his or her parent/guardian, the district may initially refrain from contacting the parent/guardian in its investigation of harassment, intimidation and bullying. If professional school personnel have reasonable cause to believe that a student is subject to child abuse or neglect, they must follow district policy for reporting such cases to Child Protective Services or the police.
5. The investigation shall include, at a minimum:
   • An interview with the complainant ;
   • An interview with the alleged aggressor ;
   • A review of any previous complaints involving either the complainant or the alleged aggressor ; and
   • Interviews with other students or staff members who may have knowledge of the alleged incident.
6. The principal or designee may determine that other steps must be taken before the investigation is complete.
7. The investigation will be completed as soon as practical but generally no later than five (5) school days from the initial complaint. If more time is needed to complete an investigation, the district will provide the parent/guardian and/or the student with weekly updates.
8. No later than two (2) school days after the investigation has been completed and submitted to the compliance officer, the principal or designee shall respond in writing or in person to the parent/guardian of the complainant and the alleged aggressor stating:
   • The results of the investigation;
   • Whether the allegations were found to be factual;
   • Whether there was a violation of policy; and
   • The process for the complainant to file an appeal if the complainant disagrees with results.

Because of the laws regarding the confidentiality of student records, the principal or designee may not be able to report specific information to the targeted student’s parent/guardian about any disciplinary action taken unless it involves a directive that the complainant must be aware of in order to report violations.

If a district chooses to contact the parent/guardian by letter, the letter will be mailed to the parent/guardian of the complainant and alleged aggressor by United States Postal Service with return receipt requested unless it is determined, after consultation with the student and appropriate staff (psychologist, counselor, social worker) that it could endanger the complainant or the alleged aggressor to involve his or her family.

If professional school personnel have reasonable cause to believe that a student is subject to child abuse or neglect, as mandatory reporters they must follow district policy for reporting such cases to Child Protective Services or the police.

If the incident cannot be resolved at the school level, the principal or designee shall request assistance from the district compliance officer.

Step 4:  Corrective Measures for the Aggressor

1. After completion of the investigation, the school or district designee will institute any corrective measures necessary.
2. Corrective measures will be instituted as soon as possible, but in no event more than five (5) school days after contact has been made with the families or guardians regarding the outcome of the investigation.
3. Corrective measures that involve student discipline will be implemented according to district Policy 3241 – Student Discipline. If the accused aggressor is appealing the imposition of discipline, the district may be prevented by due process considerations or a lawful order from imposing the discipline until the appeal process is concluded.
4. If in an investigation a principal or principal’s designee finds that a student knowingly made a false allegation of harassment, intimidation or bullying, that student may be subject to corrective measures, including discipline.
5. Step 5: Targeted Student’s Right to Appeal
   • If the complainant or his or her parent/guardian is dissatisfied with the results of the investigation, they may appeal to the superintendent or his or her designee by filing a written notice of appeal with the superintendent within five (5) school days of receiving the written decision. The superintendent or his or her designee will review the investigative report and issue a written decision on the merits of the appeal within five (5) school days of receiving the notice of appeal.
   • If the targeted student remains dissatisfied after the initial appeal to the superintendent, the student or his or her parent/guardian may appeal by filing a written notice of appeal with the secretary of the school board within five (5) school days of receiving the superintendent’s written decision.
   • An appeal before the school board or disciplinary appeal council must be heard within ten (10) school days of receipt of the written notice of appeal. The school board or disciplinary appeal council will review the record and render a written decision on the merits of the appeal within five (5) school days following the termination of the hearing and shall provide a copy of the decision to all parties involved. The board decision will be the final district decision.
6. Step 6: Discipline/Corrective Action
   • The district will take prompt and equitable corrective measures within its authority on findings of harassment, intimidation or bullying. Depending on the severity of the conduct, corrective measures may include counseling, education, discipline, and/or referral to law enforcement.
   • Corrective measures for the student who commits an act of harassment, intimidation or bullying will be varied and graded according to the nature of the behavior, the developmental age of the student, or the student’s history of problem behaviors and performance. Corrective measures that involve student discipline will be implemented according to district Policy 3241, Student Discipline. 
   • If the conduct was of a public nature or involved groups of students or bystanders, the school should strongly consider school wide training or other activities to address the incident.
   • If a staff member has been found to be in violation of this policy and procedure, the district may impose disciplinary action, up to and including termination of employment. If a certificated employee is found to have committed a violation of WAC 181-87, commonly called the Code of Conduct for Professional Educators, OSPI’s Office of Professional Practices may impose disciplinary action on a certificate, up to and including revocation. Contractor violations of this policy may result in the loss of contracts.
7. Step 7: Support for the Targeted Student

Persons found to have been subjected to harassment, intimidation or bullying will have appropriate district support services made available to them, and the adverse impact of the harassment on the student shall be addressed and remedied as appropriate.

I. Immunity/Retaliation

A staff member, student, or other member of the school community who promptly reports an incident of harassment, intimidation, or bullying to an appropriate school official, and who makes this report in compliance with the district's policy and procedure relating to harassment, intimidation and bullying is immune from a cause of action for damages arising from any failure to remedy the reported incident.

No staff member, student, or other member of the school community may engage in reprisal or retaliation against a student, witness, or other person who brings forward information about an alleged act of harassment, intimidation or bullying. Retaliation is prohibited and will result in appropriate discipline.

J. Other Resources

Students and families should use the district’s complaint and appeal procedures as a first response to allegations of harassment, intimidation or bullying.

Nothing in this procedure prevents a student, parent/guardian, school, or district from taking action to remediate discrimination or harassment based on a student's membership in a legally protected class under local, state or federal law. A harassment, intimidation or bullying complaint may also be reported to the following state or federal agencies:

https://www.k12.wa.us/policy-funding/equity-

• Washington State Human Rights Commission 800.233.3247

www.hum.wa.gov/index.html

• Office for Civil Rights, U.S. Department of Education, Region IX 206.607.1600

Email: OCR.Seattle@ed.gov www.ed.gov/about/offices/list/ocr/index.html

• Department of Justice Community Relations Service 877.292.3804

www.justice.gov/crt/

• Office of the Education Ombudsman 866.297-2597

Email: oeoinfo@gov.wa.gov www.governor.wa.gov/oeo http;//oeo.wa.gov/

• OSPI Safety Center 360.725.6044

http://www.k12.wa.us/student-success/health-safety/school-safety-center

K. Other District Policies and Procedures

Nothing in this procedure is intended to prohibit discipline or remedial action for inappropriate behaviors that do not rise to the level of harassment, intimidation or bullying as defined herein, but which are or may be prohibited by other district or school rules.

Cross Reference:

• Board Policy 3207 Prohibition of Harassment, Intimidation, and Bullying

Adopted: 07.05.11

Stanwood-Camano School District

Revised: 03.07.06; 09.02.08; 09.03.14; 05.05.15; 01.02.20

The Stanwood-Camano School District Board of Directors believes a safe, civil environment of mutual respect and orderly conduct contributes to a quality educational environment and provides our students with appropriate models for respectful problem solving. Conversely, uncivil conduct, like other forms of disruptive behavior, may interfere with an employee's ability to accomplish their work and a school's ability to educate its students.  

The Board of Directors commits the district in its entirety to the core value of mutual respect for each person regardless of individual differences or characteristics. The district expects this value to be manifested in the daily behavior of all constituents. When differences exist, stakeholders will use clear, concise and courteous communication with the goal of arriving at a goodwill solution. Uncivil conduct on district property or at district-sponsored activities by school directors, staff, parents, volunteers, contractors or visitors is prohibited. 

Expectations of Stakeholders (Board of Directors, Employees, Parents, Volunteers, Contractors, and Visitors) 

In support of this policy, the Board of Directors expects its members and all stakeholders to: 

• Treat each other and students with dignity and respect; 
• Exercise reasonable, good judgment in handling interpersonal disputes; 
• Exercise respect, courtesy, and concern for the dignity and cultural background of others; 
• Refrain from use of abusive language; 
• Model respectful problem-solving; 
• Reduce actions or behaviors which might provoke fear, anger, frustration, and alienation; 
• Use clear, concise, and courteous oral and written communication to arrive at goodwill solutions; 
• Extend common courtesy to others such as saying please and thank you; 
• Practice civility in all conversations and behavior; 
• Be respectful of others even when in disagreement; 
• Address incivility, appropriately and privately, when it is observed; and 
• Seek to understand others' points of view and cultural perceptions. 

Definition of Uncivil Conduct 

For the purposes of this policy, "uncivil conduct" includes but is not limited to the following: 

• Using vulgar, obscene or profane gestures or words; 
• Using insulting or disrespectful nonverbal behaviors toward or in connection with another individual; 
• Taunting, jeering, or inciting others to taunt or jeer an individual; 
• Raising one's voice at another individual, and/or repeatedly interrupting another individual who is speaking; 
• Using personal epithets or slurs;  
• Gesturing or behaving in a manner that puts another in fear for his/her personal safety, including invading the personal space of an individual after being directed to move away, physically blocking an individual's exit from a room or location, or remaining in a classroom or school area after a teacher or administrator in authority has directed one to leave, or other similar disruptive conduct.
• Making disparaging remarks, privately or publicly, in an effort to criticize another person. 

"Uncivil conduct" does not include the expression of controversial or differing viewpoints that may be offensive to some persons, so long as (1) the ideas are presented in a respectful manner and at a time and place that are appropriate, and (2) such expression does not materially disrupt, and may not be reasonably anticipated to disrupt, the educational process. Nor does "uncivil conduct" include regular supervisory-subordinate interactions, including but not limited to, corrective action, discipline, unsatisfactory evaluations, plans for improvement, or probation. 

Addressing Uncivil Conduct 

Stakeholders are expected to: 

• Calmly and politely caution or warn any speaker who is engaged in uncivil conduct. If the conduct does not cease, politely end the conversation; 
• Attempt to resolve differences with another employee first in a private conversation. If that is not feasible or successful, request an appropriate administrator to conduct a private conference with all parties of concern; 
• Resolve personal complaints or grievances with a supervisor's decision or action by requesting a problem-solving conference with a supervisor or administrator's supervisor. 
• Persons who observe or experience uncivil behavior have an obligation to intervene, reflect back to the offender on the impact of that behavior, or report the uncivil behavior to a supervisor. 
• Supervisors have an obligation to address reports of uncivil behavior. 

Employees who engage in uncivil behavior may be subject to corrective action or discipline.  Retaliation for reporting allegations will result in discipline.  

Retaliation for reporting allegations will result in discipline.

Cross References:  

• Board Policy 1620   Board Superintendent Relationship 
• Board Policy 2023  Digital Citizenship and Media Literacy 
• Board Policy 4200  Safe and Orderly Learning Environment 
• Board Policy 4220   Complaints Concerning Staff or Programs 
• Board Policy 5010  Nondiscrimination and Affirmative Action 
• Board Policy 5160   Sexual Harassment  

Legal References: 

• RCW 38A.330.100  Additional Powers of Board  

Adoption Date:  03.03.15 

Stanwood-Camano School District 

Revised: 11.21.23   

Nondiscrimination

The district shall provide equal employment opportunity for all applicants and employees in recruitment, hiring, retention, assignment, transfer, promotion and training.  The district shall also make reasonable accommodation to the known sensory, mental or physical limitations of an otherwise qualified disabled applicant or employee unless an accommodation would impose an undue hardship on the operation of the district program.   District employees shall be free from harassment based on legally protected attributes or characteristics.

In cases where employees or applicants believe that they have been discriminated against on the basis of their legally protected status or that their disabilities have not been reasonably accommodated, the employee or applicant may file a complaint using the complaint process set forth in this procedure.  (Complaints that an employee or volunteer has been harassed on the basis of their legally protected status should be brought using the complaint procedure in Procedure 5160P.)  To ensure fairness and consistency, these procedures are to be used to address complaints covered by state and federal equal employment laws, including the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), Titles VII and IX of the Civil Rights Act, the Washington Law Against Discrimination, and/or the district’s Affirmative Action Plan.  No person shall be adversely affected in any way because of the utilization of these procedures.  The Executive Director of Human Resources or designee shall investigate all allegations of noncompliance or discrimination.

Affirmative Action

The board of directors of the Stanwood-Camano School District recognizes that an Affirmative Action Employment Plan is a sound employment practice, as well as a positive approach toward achieving lasting and equitable human resources policies and procedures.  

In accordance with state and federal requirements, the district shall develop an Affirmative Action Plan.  Such a plan shall include a work force analysis, a projection of possible work force vacancies, an analysis of activities designed to take appropriate affirmative action and a grievance procedure. 

The superintendent, or designee, shall be responsible for the development, implementation and annual reporting of the Affirmative Action Plan.  The overall responsibility for monitoring and auditing this plan shall be assigned to the human resources department.

Complaint Process LEVEL I:  Informal Complaints and Requests for Accommodation

With regard to ADA matters, a distinction is to be made between a request for accommodation and a complaint.  A request for accommodation should be submitted to the Executive Director of Human Resources.  The parties should cooperate to resolve any issues of accommodation through an interactive process prior to the filing of a formal complaint outlined in Level IIA complaint is to be filed only in the event there is a complaint of noncompliance after a request for accommodation has been made.

At the employee’s option, attempts will be made to resolve complaints of discrimination informally, expeditiously and at the closest point of administrative responsibility to the alleged offense. Informal complaints of discrimination of an employee may be reported to his/her supervisor, the affirmative action officer, or the Executive Director of Human Resources. The supervisor will be responsible for investigation and resolution of informal complaints. The supervisor may seek assistance or guidance from the district’s affirmative action officer or Executive Director of Human Resources. The supervisor must notify the complainant of his/her right to file a formal complaint under this policy and procedure. The notice shall be provided in a language the complainant can understand, which may require language assistance for complainants with limited-English proficiency.

LEVEL II:  Formal Complaints

The District’s Executive Director of Human Resources or designee shall be responsible for monitoring and coordinating the district’s compliance with WAC 392-190 and related procedures and ensuring that all complaints communicated to the District are promptly investigated and resolved. 

The Executive Director of Human Resources is:

Christine Del Pozo

Stanwood-Camano School District

26920 Pioneer Highway

Stanwood, WA 98292

cdelpozo@stanwood.wednet.edu 

360-629-1200

The Executive Director of Human Resources or designees will receive and investigate (or assign an investigator) formal complaints. School or district administrators who receive a formal complaint of discrimination will promptly notify the Executive Director of Human Resources and forward a copy of the complaint.

1. The allegations of discrimination shall:

1. Be in writing.

2. Be signed by the complainant.

3. Describe the specific acts, conditions or circumstances alleged to violate the district’s policies or obligations in regard to nondiscrimination, accessibility and/or reasonable accommodation.

4. Be filed with the Executive Director of Human Resources as soon as possible, but no later than thirty (30) days following the alleged discrimination or harassment, unless the delay is due to specific misrepresentations by the district that it had resolved the problem forming the basis of the complaint or the district withheld information that was required to be provided under WAC 392-190 or related guidelines.

B. Upon receipt of a complaint, the Executive Director of Human Resources or designee will provide the complainant a copy of Procedure 5010P in a language the complainant can understand, which may require language assistance for complainants with limited-English proficiency. The district will promptly and thoroughly investigate the complaint. Following the completion of the investigation, the Executive Director of Human Resources will provide the superintendent or designee with a full written report of the complaint and the results of the investigation, unless the matter is resolved to the satisfaction of the complainant without an investigation or prior to the submission of a full written report.

C. The superintendent or designee will respond in writing to the complainant within thirty (30) calendar days after the district received the written complaint, unless otherwise agreed to by the complainant or if exceptional circumstances related to the complaint require an extension of the time limit. If an extension is needed, the district will notify the complainant in writing of the reasons for the extension and the anticipated response date in a language the complainant can understand, which may require language assistance for complainants with limited-English proficiency, the district responds to the complainant. The district will send a copy of the response to the Office of the Superintendent of Public Instruction.

D. The response by the superintendent or designee will include:

1. A summary of the results of the investigation;
2. Whether the district failed to comply with WAC 329-190 or related guidelines;
3. If the district failed to comply with WAC 392-190 or related guidelines, the corrective measures deemed  necessary to correct the non-compliance; and
4. Notice of the complainant’s right to appeal under WAC 392-190, including where and with whom the appeal must be filed.

The District’s response to the complaint will be provided in a language the complainant can understand, which may require language assistance for complainants with limited-English proficiency.

E.   Corrective measures necessary to correct any non-compliance shall be instituted as expeditiously as possible but no later than thirty (30) calendar days following the superintendent’s or designee’s written response to the complainant, unless otherwise agreed to by the complainant.

LEVEL III:  Appeal to the Board of Directors

1. In the event a complainant remains aggrieved following a written response from the superintendent or designee, the complainant may appeal to the district’s board of directors by filing a written notice of appeal with the secretary of the school board on or before the tenth (10th) day following; (1) the date upon which the complainant received the superintendent’s or designee’s written response, or (2) the expiration of the thirty (30) day response period in Section II.E., above, whichever occurs first.
2. Upon receipt of the appeal, the board of directors shall schedule a hearing to commence on or before the twentieth (20th) day following the filing of a written notice of appeal, unless otherwise agreed to by the complainant and the superintendent or designee, or for good cause. 
3. The complainant and the superintendent or designee shall be allowed to present such witnesses and testimonies, as the board of directors deems relevant and material.
4. Unless otherwise agreed to by the complainant and the superintendent or designee, or for good cause, the board of directors shall render a written decision on or before the tenth (10th) day following the termination of the hearing and shall provide a copy to all parties involved.  The decision must include notice of the complainant’s right to appeal to the superintendent of public instruction and identify where and with whom the appeal must be filed.

LEVEL IV:  Appeal to the Superintendent of Public Instruction

In the event a complainant disagrees with the appeal decision of the Board of Directors or if the district fails to comply with the procedures in WAC 392-190-065 or WAC 392-190-070, the complainant may file a complaint with the Office of the Superintendent of Public Instruction (OSPI) within twenty (20) calendar days after the complainant received the boards written appeal decision.

Mediation of Complaints

The District may offer mediation, at its expense, to resolve a complaint at any time during the complaint procedure. If the district does so, the mediation process must comply with WAC 392-190-0751.

Preservation of Records

The files containing copies of all correspondence relative to each complaint communicated to the district and the disposition, including any corrective measures instituted by the district, shall be retained in the office of the Title IX/Compliance Officer following the State of Washington’s School Districts Records Retention Schedule.

Cross Reference:

• Board Policy 5010 Nondiscrimination and Affirmative Action

Adoption Date: 12.89

Stanwood-Camano School District

Revised 12.03, 12.17.13, 1.16.19, 8.14.23

The board has an obligation to staff, students, and citizens to take reasonable steps to provide a reasonably safe workplace and to provide safety and high-quality performance for the students who the staff serve.  

For purposes of this policy, the “workplace” is defined to mean the site for the performance of work done, which includes work done in connection with a federal grant. The “workplace’ includes any district building or any district property; any district-owned vehicle or any other district-approved vehicle used to transport students to and from school or school activities; and off district property during any school sponsored or school -approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the district which could also include work on a federal grant. 

Prohibited Behavior

To help maintain a drug-free school, community, and workplace the following behaviors will not be tolerated: 

1. The unlawful manufacture, distribution, dispensation, possession, or use, of alcohol, illegal drugs, controlled substances including marijuana (cannabis), and anabolic steroids; 
2. Using, possessing, transmitting alcohol, illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids, in any amount, in any manner, and at any time in the workplace; 
3. Any staff member convicted of a crime attributable to the use, possession, or sale of illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids, will be subject to disciplinary action, including termination; 
4. Using district property or the staff member’s position with the district to make or traffic alcohol, illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids; and 
5. Using, possessing or transmitting illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids. 

Notification Requirements 

Any staff member who is taking prescribed or over-the-counter medication will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with the safe performance of his/her job.  If the use of a medication could compromise the safety of the staff member, other staff members, students or the public, it is the staff member’s responsibility to use appropriate personnel procedures (e.g., use leave, request change of duty, or notify his/her supervisor of potential side effects) to avoid unsafe workplace practices.  If a staff member notifies his/her supervisor that the use of medication could compromise the safe performance of his/her job, the supervisor in conjunction with the district office (e.g. Human Resources) then will determine whether the staff member can remain at work and whether any work restrictions will be necessary. 

As a condition of employment, each employee shall notify his or her supervisor of a conviction under any criminal drug statute for a violation occurring in the workplace.  Such notification will be provided no later than five (5) days after such conviction.  The district will inform the federal granting agency within ten (10) days after such conviction regardless of the source of the information. 

Disciplinary Action 

Each employee will be notified of the district’s policy and procedures regarding employee drug activity at work. Any employee who violates any aspect of this policy may be suspended, discharged, or nonrenewed in accordance with the provisions of board policy, state law, and/or applicable collective bargaining agreements. The district may also refer the matter for criminal prosecution.  In cases where the district in its sole discretion determines that reinstatement of the employee is appropriate, it may require as a condition of eligibility for reinstatement that an employee satisfactorily complete a drug rehabilitation or treatment program approved by the district, at the employee's expense.  Nothing in this policy shall be construed, however, to guarantee reinstatement of any employee who violates this policy, nor does the district accept any financial obligation for treatment or rehabilitation required as a condition of eligibility for reinstatement.  

Cross References: 

• Board Policy 4215 Use of Tobacco, Nicotine Products and Delivery Devices  
• Board Policy 5203 Staff Assistance Program  
• Board Policy 5280 Separation from Employment  
• Board Policy 3423 Parental Administration of Marijuana for Medical Purposes   
•  

Legal References:

• 41 USC 8103 Drug Free Workplace Requirements for Federal Grant Recipients  
• 20 USC §§ 7101-7118 Safe and Drug-Free Schools and Communities Act [as amended by Title IV – 21st Century Schools]  
• 21 U.S.C. 812 Controlled Substance Act    
• RCW 69.50.435 Violations committed in or on certain public places or facilities—Additional penalty— Defenses—Construction—Definitions  

Management Resources:        

• 2019 – July Policy Issue    
• 2015 – December Issue    
• 2013 – February Issue    
• 2011 – December Issue  
• Policy News, February 1999 Bus drivers still tested for marijuana        

 

Adoption Date:  12.89 

Stanwood-Camano School District 

Revised:   5.6.03; 09.06.16; 10.18.22