5011 - Sexual Harassment of Staff Prohibited
Policy: 5011
Section: 5000 - Personnel
Title: Sexual Harassment of District Staff Prohibited
Status: Active
Adopted: September 30, 2014
Sexual Harassment of District Staff Prohibited
Sexual Harassment of District Staff Prohibited
This district is committed to 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.
The term “sexual harassment” is defined by the regulations implementing the federal law Title IX of the Education Amendments Act of 1972 at 34 C.F.R. § 106.30.
Under federal and state law, the term “sexual harassment” may include:
- Acts of sexual violence
- Unwelcome sexual or gender-directed conduct or communication interferes with an individual's employment performance or creates an intimidating, hostile or offensive environment.
- Unwelcome sexual advances;
- Unwelcome requests for sexual favors;
- sexual demands when submission is a stated or implied condition of obtaining an education or work opportunity or other benefit;
- sexual demands where submission or rejection is a factor in awork 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 intimidation, 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 extend 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 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 a 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 3205 and Procedure 3205P.
Reports of sex discrimination and sexual harassment will be referred to the district’s Title IX Coordinator. Reports of discrimination based on sexual orientation, gender expression, gender identity, ethnicity, race, creed, color, national origin, religion, homelessness, immigration or citizenship status, the presence of any sensory, mental, or physical disability or the use of a trained guide dog or service animal, honorably discharged veteran or military status, or age, or complaints alleging violations of the Boy Scouts of America Act will be referred to the district’s 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. This policy and procedure will be clearly stated and conspicuously posted throughout each school district building, provided to each employee, reproduce 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:
Policy 3205
Sexual Harassment of Students Prohibited
Policy 3207
Prohibition of Harassment, Intimidation and Bullying
Policy 3210
Nondiscrimination
Policy 3211
Gender-Inclusive Schools
Policy 3421
Child Abuse, Neglect and Exploitation Prevention
Policy 5010
Nondiscrimination and Affirmative Action
Legal References:
RCW 28A.640.020
Regulations, guidelines to eliminate discrimination— Scope—Sexual harassment policies
WAC 392-190-056-058
Sexual harassment
20 U.S.C. -1681-1688
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Adoption Date: 09.30.14
Ferndale School District
Revised: 06.30.2026