400.3R1 Equal Employment Opportunity and Prohibition of Harassment Procedures

Nondiscrimination. The Decorah Community School District will not discriminate against any individual with respect to selection, assignment, compensation, terms, conditions, or privileges of employment, nor will it tolerate any harassment, based upon the individual’s race, creed, color, sex, national origin, religion, disability, marital status, parental status, genetic information, ethnic background, sexual orientation, gender identity, or age.

Complaints of Discrimination or Harassment. Any applicant or employee alleging discrimination or harassment on the basis of race, creed, color, sex, national original, religion, disability, marital status, parental status, genetic information, ethnic background, sexual orientation, gender identity or age may follow the complaint procedures set forth in Code No. 400.4. Reporting improper discrimination or harassment will not reflect upon the individual's status nor will it affect future employment, evaluation, or work assignments. The complainant may bypass any step of the complaint procedure where the person to whom the complaint is to be lodged is the alleged perpetrator. The complainant may file the initial complaint with one of the compliance officers, whose decision may be appealed to the Superintendent of Schools. Inquiries or complaints may also be directed to federal and state agencies, including the Iowa Civil Rights Commission, the Equal Employment Opportunity Commission, and the Office of Civil Rights of the United States Department of Education.

The complainant may be required to complete a complaint form and to turn over copies of evidence of discrimination or harassment including, but not limited to, tapes, memoranda, letters and pictures. The investigator shall promptly commence an investigation and proceed to completion. Both the complainant and the alleged perpetrator will be given an opportunity to give a statement. A written investigation report shall be completed, and a summary of the report, including a finding that the complaint was founded, unfounded, or inconclusive will be forwarded to the Superintendent. The Superintendent may conduct a further investigation. Upon completion of the Superintendent's review of the investigative report, the Superintendent may adopt or modify the report. The Superintendent shall then forward the report to the complainant and to the alleged perpetrator and may impose discipline and/or other remedial action. If the Superintendent is the alleged perpetrator, the compliance officer shall investigate the complaint and shall then forward the summary of the report to the Board President.

Compliance Officers. The Carrie Lee Elementary Principal (563-382-3771) and the Director of Human Resources (563-382-4208) are designated as the District's compliance officers to insure that applicants and employees are treated in accordance with policy and this regulation. The compliance officers shall be responsible for coordinating the preparation, implementation, evaluation, and updating of written equal employment opportunity and affirmative action plans, with systematic input from diverse racial/ethnic groups, women, men and persons with disabilities.

Confidentiality. The right to confidentiality, both of the complainant and of the alleged perpetrator, will be respected consistent with the District's legal obligations, and with the necessity to investigate allegations of misconduct and to take corrective action when this conduct has occurred.

No Retaliation. No person shall retaliate against an individual because the individual has filed a complaint, assisted or participated in an investigation, or has opposed language or conduct that violates policy or this regulation, as long as the participation or action was done in good faith.

Corrective Action. The District will take action to halt any improper discrimination or harassment it has knowledge of and will take other appropriate corrective actions, including disciplinary measures which may include discharge of a perpetrator, in an effort to remedy violations of policy and this regulation.