3207 (P) - 학생에 대한 괴롭힘, 위협 및 왕따 금지
행정 절차 번호 3207
PROHIBITION OF HARASSMENT, INTIMIDATION, AND BULLYING OF STUDENTS
A. 소개
Walla Walla School District strives to provide students with optimal conditions for learning by maintaining a school environment where every student is treated with respect and students are not physically or emotionally harmed.
In order to ensure respect, prevent harm, and improve school climate, it is a violation of district policy for a student to be harassed, intimidated, or bullied by other students in the school community, at school-sponsored events, or when such actions create a substantial disruption to the educational process. Student(s) will not be harassed because of their race, color, religion, ancestry, national origin, gender, sexual orientation, including gender expression or identity, mental or physical disability, or other distinguishing characteristics.
Any school staff who observes, overhears, or otherwise witnesses harassment, intimidation, or bullying of a student or to whom such actions have been reported must take prompt and appropriate action to stop the harassment, intimidation, or bullying, prevent its reoccurrence and report it to the building level administrator and/or district HIB Compliance Officer.
나. 정의
Aggressor means a student who harasses, intimidates, or bullies of another student.
괴롭힘, 위협 또는 따돌림 – 다음과 같은 의도적인 전자적, 서면, 구두 또는 물리적 행위를 의미합니다.
• 학생에게 신체적으로 해를 끼치거나 학생의 재산을 손상시키는 경우;
• 학생의 교육을 실질적으로 방해하는 효과가 있습니다.
• 너무 심각하거나 지속적이거나 만연하여 위협적이거나 위협적인 교육 환경을 조성합니다. 또는
• 학교의 질서 있는 운영을 실질적으로 방해하는 효과가 있습니다.
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.
괴롭힘, 위협 및 따돌림 수준으로 올라갈 수 있는 행동은 비방, 소문, 농담, 풍자, 비하 발언, 그림, 만화, 장난, 배척, 신체적 공격 또는 위협을 포함하되 이에 국한되지 않는 다양한 형태를 취할 수 있습니다. 전자, 서면, 구두 또는 물리적으로 전송된 메시지나 이미지에 관계없이 개인 또는 그룹과 관련된 제스처 또는 행위. 대상 학생이 실제로 괴롭힘, 협박 또는 따돌림의 근거가 되는 특성을 가지고 있어야 한다는 요구 사항은 없습니다.
This procedure does not govern harassment, intimidation, or bullying toward or by an employee, volunteer, parent/legal guardian, or community member.
Retaliation occurs when a student 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.
Complainant means the person who has reported the harassment, intimidation, or bullying.
다. 행동/표현
“Harassment,’ ‘intimidation,’ and ‘bullying’ are separate but related behaviors directed toward students. Although this procedure defines the three behaviors, this differentiation should not be considered part of the legal definition of these behaviors. RCW 28A.600.477 presents HIB as a broad and inclusive term and it is not meant to place undue emphasis on whether the behavior is “harassment,” or “intimidation,” or “bullying.”
Harassment refers to any malicious act, which causes harm to any student's physical well being. It can be discriminatory harassment, malicious harassment, or sexual harassment. Intimidation refers to implied or overt threats of physical violence toward a student. Bullying refers to unwanted aggressive behavior(s) by a student or group of students toward another student and that involves an observed or perceived power imbalance and is repeated multiple times or is highly likely to be repeated. Bullying may inflict harm on the targeted student including physical or educational harm. Bullying can also occur through technology and is called electronic bullying or cyberbullying.
It is considered a violation of the state HIB law if any of the above behaviors are occurring.
D. 다른 법률과의 관계
This procedure applies only to conduct toward students as reflected in RCW 28A.600.477 – Prohibition of Harassment, Intimidation and Bullying. There are other laws and procedures to address related issues such as sexual harassment or discrimination.
괴롭힘이나 차별에 대해 최소한 XNUMX가지 워싱턴주 법률이 적용될 수 있습니다.
• RCW 28A.600.477 – Prohibition of Harassment, Intimidation and Bullying
• RCW 28A.640.020 – 성희롱
• RCW 28A.642 – 공립학교에서의 차별 금지
• RCW 49.60.010 – 차별 금지법
The district will ensure its compliance with all state laws regarding harassment, intimidation or bullying of a student. Nothing in this procedure prevents a student, parent/guardian, school or district from taking action to remediate harassment or discrimination based on a student’s membership in a legally protected class under local, state, or federal law.
마. 예방
1. 보급
In each school and on the district’s website, the district will prominently post information, as provided by OSPI, on reporting harassment, intimidation, and bullying; the name and contact information for making a report to a school administrator; and the name and contact information for the district HIB 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 language provided by OSPI summarizing the policy and procedure is provided in student, staff, volunteer, and parent handbooks, is available in school and district offices and/or hallways, and is posted on the district’s website.
Additional distribution of the policy and procedure is subject to the requirements of chapter Code 392-405 WAC.
2. 교육
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. 훈련
The district HIB Compliance Officer will participate in at least one mandatory training opportunity offered by OSPI. As feasible, the district’s HIB Compliance Officer will attend annual training as a refresher course, particularly in the event that changes in the HIB law or process occur. Staff will receive annual training on the school district’s policy and procedure, including staff roles and responsibilities, and the use of the district’s Incident Reporting Form.
4. 예방 전략
학군은 개인, 학급, 학교 및 학군 차원의 접근을 포함한 다양한 예방 전략을 시행할 것입니다.
가능하면 학군은 사회적 역량을 높이고 학교 분위기를 개선하며 학교 내 괴롭힘, 위협 및 따돌림을 근절하기 위해 고안된 증거 기반 예방 프로그램을 시행할 것입니다.
바. 준법감시인
지구 준법감시인은:
1. Serve as the district’s primary contact for harassment, intimidation, and bullying of a student. If any district staff member receives allegations in a written report of harassment, intimidation, or bullying that indicate a potential violation of Policy 3207, that staff member must promptly notify the district compliance officer.
2. 불만 사항을 해결하는 데 있어 교장 또는 피지명인에게 지원 및 지원을 제공합니다.
3. 모든 사건 보고 양식, 징계 의뢰 양식 및 조사 결과를 제공하는 학부모에게 보내는 편지의 사본을 받습니다.
4. Communicate with the school district’s designated civil rights compliance coordinator. If a written report of harassment, intimidation, or bullying of a student indicates a potential violation of the district’s nondiscrimination policy [Policy 3210], or if during the course of 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 or Harassment, Intimidation, or Bullying involves a potential violation of the district’s nondiscrimination policy;
5. 학생 정보 시스템의 사용에 익숙해지십시오. 준법 감시인은 이 정보를 사용하여 행동 패턴과 우려 영역을 식별할 수 있습니다.
6. 조사가 신속하고 공정하며 철저하게 이루어지도록 하는 것을 포함하여 조사 과정을 감독하여 정책 및 절차의 이행을 보장합니다.
7. Assess the training needs of staff and students to ensure successful implementation throughout the district, and ensure staff receive annual training.
8. OSPI 학교 안전 센터에 매년 정책 또는 절차 업데이트 또는 변경 사항에 대한 알림을 제공합니다.
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.
10. The district will provide updated names and contact information to OSPI after a change of the district’s HIB Compliance Officer.
G. 직원 개입
All staff members will intervene and report when witnessing or receiving reports of harassment, intimidation or bullying of a student. Incidents that do not meet the definition of harassment, intimidation, or bullying, or conduct not directed toward a student may require no further action under this procedure.
H. 사고 보고 양식 제출
Incident Reporting Forms may be used by students, families, or staff to report incidents of harassment, intimidation, or bullying of a student.
Any student or students who believe they have been the target of unresolved, severe, or r 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 bullying may report incidents verbally or in writing to any staff member.
The district must provide an incident report form to students, families, or staff, if requested.
I. 괴롭힘 해결 – 보고
1단계: 사고 보고 양식 제출
In order to protect a targeted student from retaliation, a student need not reveal their identity on an Incident Reporting Form. The form may be filed anonymously, confidentially, or the student may choose to disclose their identity (non-confidential).
기자 현황
ㅏ. 익명의
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 identify 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.)
비. 비밀의
Individuals may ask 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.”)
씨. 비기밀
개인은 비공개로 보고서를 제출하는 데 동의할 수 있습니다. 불만 사항을 비밀로 하기로 동의한 불만 제기자는 적법 절차 요구 사항에 따라 해당 학군이 해당 사건에 관련된 모든 개인에게 불만 사항과 관련된 모든 정보를 공개하도록 요구할 수 있지만 그 경우에도 정보는 여전히 제한된다는 사실을 알게 될 것입니다. 조사 중과 조사 후에 알 필요가 있는 사람들에게. 그러나 교육구는 고소인과 증인을 보호하기 위해 이 정책과 절차의 보복 방지 조항을 완전히 이행할 것입니다.
2단계: 사고 보고 양식 받기
All staff are responsible for receiving oral and written reports. Whenever possible staff who initially receive an oral or written report of harassment, intimidation, or bullying of a student will attempt to resolve the incident immediately. If the incident is resolved to the satisfaction of the parties involved, if the incident does not meet the definition of harassment, intimidation, or bullying, or if the conduct is not directed toward a student, no further action may be necessary under this procedure. If the parties involved are not satisfied with the attempt to resolve the situation, the staff member will notify the HIB Compliance Officer, the parties will be provided with a HIB Incident Report form, and given the opportunity to complete the form, thereby initiating the process for an official HIB investigation.
All reports of unresolved, severe, or persistent harassment, intimidation, or bullying of a student will be recorded on the district Incident Reporting Form and submitted to the principal or designee. Once recorded, the principal or designee must communicate with the district HIB Compliance Officer regarding the complaints.
3단계: 해결되지 않은, 심각하거나 지속적인 괴롭힘, 위협 및 따돌림에 대한 조사
All reports of unresolved, severe, or persistent harassment, intimidation, or bullying of a student will be investigated with reasonable promptness. Any student may have a trusted adult with them throughout the report and investigation process.
a. Upon receipt of the Incident Reporting Form that alleges unresolved, severe, or persistent harassment, intimidation or bullying of a student, the school or district designee will begin the 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.
b. During the course of the investigation, the district will take reasonable measures to ensure that no further incidents of harassment, intimidation, or bullying occur between the complainant, targeted student, and or the alleged aggressor. If necessary, the district will implement a safety plan for the student(s) involved. The plan may include changing seating arrangements for the complainant, targeted student 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 392-190-066 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.
c. Within two (2) school days after receiving the Incident Reporting 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.
d. 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 their parent/guardian, the district may initially refrain from contacting the parent/guardian in its investigation of harassment, intimidation, and bullying of a student. If professional school personnel suspect that a student is subject to abuse and neglect, they must follow district policy for reporting suspected cases to Child Protective Services.
이자형. 조사에는 최소한 다음이 포함되어야 합니다.
• 고소인과의 인터뷰.
• An interview with the targeted student, if different than the complainant;
• 가해자로 의심되는 사람과의 인터뷰.
• A review of any previous complaints involving the complainant, the targeted student, or the alleged aggressor.
• 주장된 사건에 대해 알고 있을 수 있는 다른 학생 또는 교직원과의 인터뷰.
에프. 교장 또는 피지명인은 조사가 완료되기 전에 다른 조치를 취해야 한다고 결정할 수 있습니다.
g. 조사는 가능한 한 빨리 완료되지만 일반적으로 최초 불만 또는 보고로부터 수업일 기준 5일 이내에 완료됩니다. 조사를 완료하는 데 더 많은 시간이 필요한 경우 학군은 학부모/보호자 및/또는 학생에게 매주 업데이트를 제공합니다.
시간. 조사가 완료되어 규정 준수 담당자에게 제출된 후 수업일 기준 2일 이내에 교장 또는 피지명인은 불만 제기자 및 가해자의 부모/보호자에게 다음과 같이 서면 또는 직접 응답해야 합니다.
• 조사 결과.
• 주장이 사실인지 여부.
• 정책 위반 여부.
• 고소인이 결과에 동의하지 않는 경우 고소인이 항소를 제기하는 절차.
Because of the legal requirement 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 targeted student 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 their family. If professional school personnel suspect that a student is subject to abuse or neglect, as mandatory reporters they must follow district policy for reporting suspected cases to Child Protective Services.
사건이 학교 수준에서 해결될 수 없는 경우 교장 또는 피지명인은 교육구에 도움을 요청해야 합니다.
4단계: 가해자에 대한 시정 조치
조사가 완료된 후 학교 또는 교육구 피지명인은 필요한 시정 조치를 취할 것입니다. 시정 조치는 가능한 한 빨리 시행되지만 조사 결과에 대해 가족이나 보호자에게 연락한 후 수업일 기준 5일 이내에 어떠한 경우에도 발생하지 않습니다. 학생 징계와 관련된 시정 조치는 학군 정책 3241, 교실 관리, 징계 및 시정 조치에 따라 시행됩니다. 피고인이 징계 부과에 대해 항소하는 경우, 해당 학군은 항소 절차가 종료될 때까지 적법 절차를 고려하거나 적법한 명령에 따라 징계를 부과하는 것을 금지할 수 있습니다.
If in an investigation a principal or principal’s designee found that a student knowingly made a false allegation of harassment, intimidation, or bullying, that student may be subject to corrective measures, including discipline.
Step 5: Complainant’s Right to Appeal
1. If the complainant or parent/guardian is dissatisfied with the results of the investigation, they may appeal to the superintendent or their designee by filing a written notice of appeal within five (5) school days of receiving the written decision. The superintendent or their 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.
2. If the complainant remains dissatisfied after the initial appeal to the superintendent, the student may appeal to the school board by filing a written notice of appeal with the secretary of the school board on or before the fifth (5) school day following the date upon which the complainant received the superintendent’s written decision.
3. An appeal before the school board or disciplinary appeal council must be heard on or before the tenth (10) school day following the filing of the written notice of appeal to the school board. The school board or disciplinary appeal council will review the record and render a written decision on the merits of the appeal on or before the fifth (5) school day following the termination of the hearing, and shall provide a copy to all parties involved. The board or council’s decision will be the final district decision.
6단계: 징계/시정 조치
The district will take prompt and equitable corrective measures within its authority on findings of harassment, intimidation, or bullying of a student. Depending on the severity of the conduct, corrective measures may include counseling, education, discipline, and/or referral to law enforcement.
Corrective measures for a 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 and procedure 3241, Student Discipline.
행위가 공개적인 성격을 띠거나 학생 또는 방관자 그룹이 관련된 경우, 학군은 사건을 해결하기 위해 학교 차원의 훈련 또는 기타 활동을 강력히 고려해야 합니다.
If staff have been found to be in violation of this policy and procedure by not reporting harassment, intimidation, or bullying or not preventing retaliation, school districts may impose employment disciplinary action, up to and including termination. If a certificated educator 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 propose disciplinary action on a certificate, up to and including revocation. Contractor violations of this policy may include the loss of contracts.
7단계: 대상 학생 지원
괴롭힘, 협박 또는 따돌림을 당한 것으로 밝혀진 사람은 적절한 학군 지원 서비스를 이용할 수 있으며, 괴롭힘이 학생에게 미치는 부정적인 영향은 적절하게 해결되고 시정되어야 합니다.
J. 면제/보복
No school employee, student, or volunteer may engage in reprisal or retaliation against a targeted student, witness, or other person who brings forward information about an alleged act of harassment, intimidation, or bullying of a student. Retaliation is prohibited and will result in appropriate discipline.
K. 기타 자료
Students and families should use the district’s complaint and appeal procedures as a first response to allegations of harassment, intimidation, and bullying of a student. However, nothing in this procedure prevents a student, parent/guardian, school, or district from taking action to remediate discrimination or harassment based on a person’s membership in a legally protected class under local, state or federal law.
For questions or more information, students and families can reach out to the following state or federal agencies:
• OSPI 평등 및 민권 사무소
(360) 725-6162
이메일 : Equity@k12.wa.us
www.k12.wa.us/Equity/default.aspx
• 워싱턴주 인권위원회
1 (800) 233-3247
www.hum.wa.gov/index.html
• 시민권 사무국, 미국 교육부, 지역 IX
(206) 607-1600
이메일 : OCR.Seattle@ed.gov
www.ed.gov/about/offices/list/ocr/index.html
• 법무부 지역사회 관계 서비스
1 (877) 292-3804
www.justice.gov/crt/
• 교육 옴부즈만 사무소
1 (866) 297-2597 Email: OEOinfo@gov.wa.gov
www.governor.wa.gov/oeo/default.asp
• OSPI 안전 센터
(360) 725-6044
http://www.k12.wa.us/SafetyCenter/BullyingHarassment/default.aspx
L. 기타 지구 정책 및 절차
Nothing in this policy or 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 in this procedure, but which are, or may be, prohibited by other district or school rules.
개정: 2024년 XNUMX월