Glen Ridge School District

 

 

 

Affirmative Action  

Handbook

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

REVISED October 2007

 

 

Message from Dr. Daniel Fishbein, Superintendent of Schools:

The Glen Ridge Public School District’s culture is built on respect for each other, our students and the entire Glen Ridge community. It is vital that we remember on a daily basis how important it is to treat everyone involved in our district with the respect and dignity to which they are entitled. In order to best serve our students, we need to eliminate any unnecessary distractions so we can fulfill our work as educators.

Our Affirmative Action Statement states: It is the policy of the Glen Ridge Board of Education to avoid discrimination on the basis of race, color, creed, religion, gender, educational handicap or disability, ancestry, national origin or social or economic status or any other group protected by the laws of this state and country in its educational programs, activities or employee interactions. The district’s affirmative action grievance or sexual harassment procedures may be utilized by any student, staff, community member or parent who has a concern arising from alleged prejudice or discrimination on the basis of the aforementioned items. Neither staff nor students may, through statement or action, harass any other staff member or student on the basis of race, color, creed, religion, gender, educational handicap or disability, ancestry, nation origin or social or economic status or any other protected group in this state and country.

Our policies and statements clearly state that the Glen Ridge Board of Education will not tolerate the harassment of any employee, student, parent or community member for any reason. Discrimination and harassment is a violation of our policies as well as various federal and state laws and local ordinances.

Sexual harassment is a complicated form of discrimination and all employees, students, parents and community members must share responsibility for creating a harassment free work/school environment.

Thank you for helping make the Glen Ridge Public Schools a better place to work and learn.

 

Comprehensive Equity Plan (CEP)

 

The Glen Ridge 2007-2010 Comprehensive Equity Plan was approved by the State of New Jersey, Essex County Office of Education on May 23, 2007. A comprehensive Equity Needs Assessment survey was conducted by the Affirmative Action team resulting in the following CEP objectives:

 

  1. All school personnel will be provided in-service training annually in identifying and resolving problems in the following areas:
    1. Bullying
    2. Prejudice, bias and stereotyping
    3. Diverse learning styles of all students
  2. Disseminate Board policies and procedures regarding equity issues to all staff annually
  3. Continue to review and revise curriculum to ensure infusion of multicultural education, character education, and bullying prevention.
  4. Review textbooks for bias stereotyping.
  5. Continue to provide equitable access to classrooms and services by bringing classes and services to the child.
  6. Continue to provide access for parents who are wheelchair bound by hiring an ambulance service to assist in gaining entrance to a building or bring services to the parent
  7. Continue to increase access for all students through the review and monitoring of appropriate counseling services.
  8. Continued implementation of practices and procedures to ensure equity in access for all students, i.e.: practice fields, locker and weight rooms, equipment, use of fields, coaches, etc.
  9. On an annual basis, continue to review advertising, recruiting, interviewing and hiring procedures

 

An Affirmative Action Team (AAT) comprised of diverse stakeholders participated in the development of the needs assessment and Comprehensive Equity Plan.  The complete Equity Needs Assessment Survey and Comprehensive Equity Plan are available on the district’s web site.

 

 

Affirmative Action Officer

 

The role of the Affirmative Action Officer is to monitor the district’s compliance with all applicable laws, policies and regulations pertaining to affirmative action and provide oversight in the following key areas:

 

1. Coordinate annual affirmative action training workshops for staff.

  1. Distribute relevant information to students, staff, and community members.
  2. Conduct assessment surveys to gather information for developing and monitoring the district’s Comprehensive Equity Plan.
  3. Investigate Affirmative Action complaints.

 

Mrs. Barbara Gemza has been approved as Affirmative Action Officer.  She may be reached at:

 

Mrs. Barbara Gemza

        Affirmative Action Officer

        Glen Ridge Public Schools

        235 Ridgewood Avenue

Glen Ridge, NJ 07028

(973) 429-8305

 

 

District Affirmative Action Training Topics

 

 

Ř      Character Education

Ř      Social Decision Making 

Ř      Flirting or Hurting?

Ř      Division of Youth and Family Services

Ř      How Difficult Can this Be?  The F.A.T. City Workshop (understanding      learning disabilities)

Ř      Learning Disabilities and Social Skills:  Last one picked…First one Picked On

Ř      Online Staff Training:  Preventing Sexual Harassment

Ř      Online Staff training:  Child Abuse

 

 

 

 

 

 

 

Related District Policies and Regulations

 

The following district policies are related to Affirmative Action: 

 

Policy 2260         Affirmative Action Program for School and Classroom    Practices

Policy 2416         Programs for Pregnant Pupils

Policy 3321         Acceptable Use of Computer Network(s)/Computers and Resources by Teaching Staff Members                     

Policy 3362         Sexual Harassment

Policy 5350         Pupil Suicide Prevention

Policy 5512         Hazing

Policy 5512.01    Harassment, Intimidation and Bullying

Policy 5512.02    Cyber Bullying

Policy 5750         Equal Educational Opportunity

Policy 5751         Sexual Harassment

Policy 5752         Marital Status and Pregnancy

Policy 8462         Child Abuse and/or Neglect

Reg.  3321         Acceptable Use of Computer Network(s)/Computers & Resources by Teaching Staff Members

Reg. R3362        Sexual Harassment of Teaching Staff Members Complaint Procedure

Reg. R8462         Child Abuse and/or Neglect

 

Sexual Harassment

 

What is Sexual Harassment?

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other physical and non-physical conduct when: (1) submission to such conduct is made a condition of employment or education; (2) submission or rejection to the conduct is used as a basis for employment or educational decisions; (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creates an intimidating, hostile or offensive working or learning environment.

 

Examples of Sexual Harassment:

Determining what is or is not sexual harassment will depend on the specific facts surrounding each circumstance. Depending upon the circumstances, examples of sexual harassment may include but are not limited to: (1) verbal harassment or abuse; (2) subtle pressure for sexual activity; (3) any unwelcome or inappropriate sexually motivated touching; (4) demanding sexual favors accompanied by implied or overt threats concerning an individual’s employment or educational status; (5) demanding sexual favors accompanied by implied or overt promises of preferential treatment with regard to an individual’s employment or educational status.

 

Complaint Resolution Procedures:

Persons who believe that they have been exposed to any form of sexual harassment should immediately provide an oral or written report of the matter to their immediate supervisor or to an Affirmative Action Officer. Complaints will be promptly, discreetly, and thoroughly investigated. Appropriate disciplinary action will be taken against individuals found to have violated the district’s sexual harassment policy.

 

In all cases, a high degree of confidentiality will be maintained by school district authorities to protect parties involved in sexual harassment investigations. Only those persons who have a legitimate need-to-know (for purposes of the investigation or resolution of the complaint) shall be informed of the case.

 

Sanctions:

Appropriate progressive disciplinary and remedial actions will be taken to resolve confirmed instances of sexual harassment in an effort to eliminate the possibility of reoccurrence. Disciplinary actions may include but are not limited to: (1) Administrative Conferences; (2) Issuance of Letters of Direction; (3) Issuance of Letters of Reprimand; (4) Suspension; (5) Reassignment; (6) Demotion; (7) Termination.

 

 

Prohibitions:

Retaliation against individuals who file sexual harassment complaints or assist in the investigation of sexual harassment complaints is expressly prohibited. Failure to adhere to this prohibition may result in the imposition of disciplinary action. Persons who knowingly fabricate allegations of sexual harassment, or otherwise hinder an investigation may be subject to disciplinary action.

 

 

 

DISCRIMINATION COMPLAINT PROCEDURES

FOR EMPLOYEES

 

 

I.    OVERVIEW OF LAWS AND PROCEDURES

 

Federal and State laws combine to prohibit discrimination in employment based on race, color, religion, ancestry, national origin, age, marital status, affectional or sexual orientation, sex, disability, or liability for service in the Armed Forces, Sexual harassment is a form of sex discrimination and is therefore illegal.

 

It is also illegal for anyone to take reprisals against an employee because that employee has filed a discrimination complaint or because an employee has assisted in a complaint proceeding.

 

The following laws prohibit employment discrimination:

§         New Jersey Law Against Discrimination, N.J.S.A. 10:5-1 et seq.

§         Chapter 7 of New Jersey Department of Personnel Law, N.J.S.A. 11A: 7-1 et seq.

§         Title VII o the Civil Rights Act of 1964, 42 U.S.C. 2000e, et seq., as amended

§         Age Discrimination in Employment Act, 29 U.S.C. 621, et seq.

§         Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. 794

§         Americans with Disabilities Act of 1990, 42 U.S.C. 12101

 

Any employees who believe that discrimination has occurred against themselves or others are urged to report the matter as soon as possible to the Affirmative Action Officer.

       

Employees who violate the district's policy against discrimination are subject to disciplinary measures pursuant to applicable laws and regulations.

 

Employees also have the right to file discrimination complaints with the Division of Equal Employment Opportunity/ Affirmative Action of the New Jersey Department of Personnel, the New Jersey Division on Civil Rights, and the Untied States Equal Employment Opportunity Commission.  In addition, employees in bargaining units have access to grievance procedures according to the relevant union contract.  Utilization of the district's internal complaint procedure does not preclude employees from filing in other forums.

 

If an employee has a reason for not wishing to report a matter to the Affirmative Action Officer, the employee should contact the Superintendent's office.  In such a case, the Superintendent may appoint an Affirmative Action Officer designee to process the complaint.

 

II.              COMPLAINT PROCEDURES  (Regulation #R1550)

 

1. A complainant who believes that he/she has been harmed or adversely affected by a failure to enforce the district's Affirmative Action Plan for employment and contract practices shall discuss the matter with his/her immediate supervisor in an attempt to resolve the matter informally.

 

2. If the matter is not resolved to the satisfaction of the complainant within thirty working days, the complainant may submit a written complaint to the Affirmative Action Officer.  The complaint will include:

 

a. The complainant's name and address,

 

b. The specific failure to act that the complainant complains of,

 

c. The school officer or employee, if any, responsible for the alleged violation of the Affirmative Action Plan,

 

d. The results of discussions conducted in accordance with ¶C1, and

 

e. The reasons why those results are not satisfactory.

 

3. The Affirmative Action Officer will investigate the matter informally and will respond to the complaint in writing no later than seven working days after receipt of the written complaint.  A copy of the complaint and the response will be forwarded to the Superintendent.

 

4. The response of the Affirmative Action Officer may be appealed to the Superintendent in writing within three working days after it has been received by the complainant.  The appeal will include the original complaint, the response to the complaint, and the complainant's reason for rejecting the response.  A copy of the appeal must be given to the staff member alleged to have violated the Affirmative Action Plan.

 

5. On his/her timely request (that is, submitted before the expiration of the time within which the Superintendent must render a decision), the complainant will be given an informal hearing before the Superintendent, at a time and place convenient to the parties, but no later than seven working days after the request for a hearing has been submitted.  The Superintendent may also require the presence at the hearing of the staff member charged with violation of the Affirmative Action Plan and any other person with knowledge of the violation complained of.

 

6. The Superintendent will render a written decision in the matter no later than seven working days after the appeal was filed or the hearing was held, whichever occurred later.  Copies of the decision will be given to all parties and to the Board of Education.

 

7. The complainant may appeal the Superintendent's decision to the Board by filing a written appeal with the Board Secretary no later than three working days after receipt of the Superintendent's decision.  The appeal will include:

 

a. The original complaint,

 

b. The response to the complaint,

 

c. The Superintendent's decision,

 

d. A transcript of the hearing, if one has been made, or a summary of the hearing to which all parties have consented, and

 

e. The complainant's reason for believing the Superintendent's decision should be changed.

 

8. A copy of the appeal to the Board must be given to the staff member, if any, charged with a violation of the Affirmative Action Plan.

 

9. The Board will review all papers submitted and may render a decision on the basis of the proceedings below.  If the complainant so requests, the Board may convene a hearing, at which all parties may be represented by counsel and may present and examine witnesses, who will testify under oath.

 

10. The Board will render a written decision no later than forty-five calendar days after the appeal was filed or the hearing held, whichever occurred later.  Copies of the decision will be given to all parties.

 

11. The complainant will be informed of his/her right to appeal the Board's decision to the:

 

a.  Commissioner of Education

    Division of Controversies and Disputes

    New Jersey State Department of Education

    225 East State Street

    Trenton, New Jersey 08625-0500

    Telephone:  (609) 292-5705 or the

 

b.  New Jersey Division on Civil Rights

    31 Clinton Street

    Newark, New Jersey 07102

    Telephone:  (973) 648-2700

 

D. Record

 

1. The records of any complaint processed in accordance with this procedure shall be kept in a file maintained by the Affirmative Action Officer.

 

2. A copy of the decision rendered at its highest level of appeal will be kept in the complainant's personnel file.

 

 

 

 

 

Resources

 

The following resources provide additional information on affirmative action topics:

 

 Glen Ridge School District Web site: http://www.glenridge.org

 New Jersey State Division on Civil Rights: http://www.state.nj.us/lps/dcr

 U.S. D.O.E. Office of Civil Rights: http://www.ed.gov/about/offices/list/ocr/index.html?src=mr

 U.S. Commission on Civil Rights: http://www.usccr.gov

 American Association for Affirmative Action: http://www.affirmativeaction.org

 Affirmative Action Laws and Regulations: http://www.dol.gov/dol/topic/hiring/affirmativeact.html