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NONDISCRIMINATION STATEMENT
Chehalis School District is an equal opportunity education system and employer that does not discriminate on the basis of race, creed, color, national origin, age, honorably-discharged veteran or military status, sex, sexual orientation including gender expression or identity, marital status, or qualified individuals with disabilities including the presence of any sensory, mental or physical disability or the use of a trained dog guide or service animal by a person with a disability, and provides equal access to designated youth groups.
El Distrito Escolar en Chehalis es un sistema escolar con igualdad de oportunidades en la educacion y trata a todos por igual sin discriminación racial, religion, color, origen nacional, edad, sexo, orientación sexual, expresiones del genero, identidad, estado matrimonial, ó individuos incapacitados, ó con impedimientos sensoriales, mentales, impedimientos fisicos o´ impedimientos que requieran la asistencia de perros guias, ó personas que utilizen los servicios de mascotas y proporcionamos igual acceso a grupos juveniles designados.
Nondiscrimination - Complaint Procedures
To ensure fairness and consistency, the following review procedures are to be used in the district's relationship with its staff with regard to employment problems covered by state and federal equal employment opportunity laws and/or this affirmative action program. No staff member's status with the district shall be adversely affected in any way because the staff member utilized these procedures. As used in this procedure,
"Grievance" shall mean a complaint which has been filed by a complainant (a student, an employee, a parent or guardian) relating to alleged violations of any anti-discrimination law including Title IX regulations and Washington Administrative Code (WAC) 392-190, Section 504 of the Rehabilitation Act of 1973, 42 USC 12101 - 12213 Americans with Disabilities Act (ADA) or Title VII of the Civil Rights Act of 1964.
A complaint shall mean a charge alleging specific acts, conditions or circumstances, which are in violation of the anti-discrimination laws. A respondent shall mean the person alleged to be responsible or who may be responsible for the violation alleged in the complaint.
The primary purpose of this procedure is to secure an equitable solution to a justifiable complaint to this and, the following steps shall be taken:
Informal Review Procedures
When a staff member has an employment problem concerning equal employment opportunity, he/she shall discuss the problem with the immediate supervisor, personnel director or superintendent within 60 days of the circumstances which gave rise to the problem. The staff member may also ask the affirmative action/Title IX officer to participate in the informal review procedure. It is intended that the informal discussion shall resolve the issue. If the staff member feels he/she cannot approach the supervisor because of the supervisor's involvement in the alleged discrimination, the staff member may directly contact the Affirmative Action/Title IX officer before pursuing formal procedures. If the discussion with the officer or immediate supervisor does not resolve the issue, the staff member may proceed to the formal review procedures.
Level One - Formal Review
The complaint must be signed by the complaining party and set forth the specific acts, conditions, or circumstances alleged to be in violation. The Affirmative Action/Title IX officer shall investigate the allegations set forth within 30 calendar days of the filing of the charge. The officer shall provide the superintendent with a full written report of the complaint and the results of the investigation. The superintendent shall respond in writing to the complainant as expeditiously as possible, but in no event later than 30 calendar days following receipt of the written complaint. The superintendent shall state that the district either:
Denies the allegations contained in the written complaint received by the district, or
Shall implement reasonable measures to eliminate any such act, conditions or circumstance.
Such corrective measures deemed necessary shall be instituted as expeditiously as possible, but in no event later than 30 calendar days following the superintendent's mailing of a written response to the complaining party.
Level Two - Appeal to Board of Directors
If a complainant remains aggrieved as a result of the action or inaction of the superintendent he/she may file a written notice of appeal with the secretary of the board by the 10th calendar day following:
- The date upon which the complainant received the superintendent's response, or
- The expiration of the 30-calendar day response period stated in Level One, whichever occurs first.
The board shall schedule a hearing to commence by the 20th calendar day following the filing of the written notice of appeal. Both parties shall be allowed to present such witnesses and testimony as the board deems relevant and material. The board shall render a written decision by the 10th calendar day following the termination of the hearing and shall provide a copy to all parties involved.
Level Three - Appeal to the Superintendent of Public Instruction
In the event a complainant charging discrimination remains aggrieved with the decision of the board of directors in connection with any matter which, if established, would constitute a violation, the complainant may appeal the board's decision to the superintendent of public instruction.
- A notice of appeal must be received by the superintendent of public instruction on or before the tenth (10th) day following the date upon which the complainant received written notice of the board of directors' decision.
- A notice of appeal must be in writing in the form required by the superintendent of public instruction and must set forth:
- A concise statement of the original complaint and the portions of the board of directors' decision which is appealed.
- The suggested recommendations for resolution or remediation of the alleged complaint set forth in the original statement of complaint.