• DISTRICT CODE OF CONDUCT - Administrative Rule (Rock Hill School Board)

    The staff will follow these basic enforcement procedures in instances of disorderly conduct, disruptive conduct and/or criminal conduct

    • When an administrator observes (or is notified of and verifies) an offense, the administrator will confer with the staff involved, apply the appropriate disciplinary action, and, if appropriate, meet with the student.
    • If warranted, the administrator should immediately remove the student from the school environment. The administrator will notify a parent as soon as possible.
    • If appropriate, school officials should contact law enforcement authorities.
    • Staff will follow established due process procedures when applicable.
    • The administrator will keep a complete record of the procedures.
    • The administration may apply sanctions in cases of criminal conduct that may include, but are not limited to, the following.

    Level I – Disorderly Conduct

    Disorderly conduct includes any activity in which as student engages that tends to impede orderly classroom procedures or instructional activities, orderly operation of the school, or the frequency of seriousness of which disturb the classroom or school.

    Acts of disorderly conduct may include,

    • classroom tardiness
    • cheating on examinations or classroom assignments
    • lying
    • acting in a manner so as to interfere with the instructional process
    • abusive or profane language between or among students
    • failure to complete assignments or carry out directions
    • use of forged notes or excuses
    • cutting class
    • leaving school without permission
    • school tardiness
    • truancy
    • excessive unexcused absences
    • cell phone violation
    • dress code violation
    • failure to display ID when one is required
    • gambling
    • internet violations
    • unauthorized use of computers
    • unauthorized distribution or presentation of a publication or material

    The staff may apply sanctions in cases of disorderly conduct that may include, but are not limited to, the following.

    • verbal reprimand
    • withdrawal of privileges
    • detention
    • in-school suspension
    • out-of-school suspension
    • confiscate item
    • academic penalty (cheating)

    Level II – Disruptive Conduct

    Disruptive conduct includes those activities in which students engage that are directed against persons or property and the consequences of which tend to endanger the health or safety of themselves or others in the school   Some instances of disruptive conduct may overlap certain criminal offenses, justifying both administrative sanctions and court proceedings.

    The administration may reclassify disorderly conduct (Level I) as disruptive conduct (Level II) if the student frequently engages in (Level I) disorderly conduct offenses.

    Acts of disruptive conduct may include, but are not limited to, the following.

    • use of an intoxicant
    • use of possession of tobacco products or materials
    • fighting
    • inciting others to violence or provoking a fight
    • vandalism (minor)
    • stealing
    • threats against others
    • harassment, intimidation, or bullying
    • trespassing
    • profane or abusive language to staff
    • refusal to obey school personnel or agents (such as volunteer aides or chaperones) whose responsibilities include supervision of students
    • possession or use of unauthorized substances or paraphernalia associated with the use of controlled substances, as defined by law or local school board policy
    • illegally occupying or blocking school property in any way with the intent to deprive others of its use
    • noncompliance of administrative direction during a school emergency
    • unlawful assembly
    • failure to cooperate fully with school officials in the investigation of a Level II offense
    • disrupting lawful assembly
    • bus misconduct
    • horseplay, hitting, tripping, or pushing that could cause injuries or damage to property.

         The administration may apply sanctions in cases of disruptive conduct which may include, but are not limited to, the following.

    • temporary removal from class
    • temporary or permanent removal from bus
    • alternative education program
    • in-school suspension
    • out-of-school suspension
    • transfer
    • referral to outside agency
    • expulsion
    • restitution of property and damages, where appropriate, should be sought by local school authorities

    Level III – Criminal Conduct

    Disruptive conduct includes those activities in which students engage that result in violence to themselves or to another’s person or property or which pose a direct and serious threat to the safety of themselves or others in the school. These activities usually require administrative actions which result in the immediate removal of the student from the school, the intervention of law enforcement authorities, and/or action by the board.

    Acts of criminal conduct may include, but are not limited to, the following.

    • assault and battery
    • extortion
    • bomb threat
    • false fire alarms
    • possession/use of fireworks or explosive devices
    • failure to report knowledge of weapons or explosive devices to school authorities
    • possession/use or transfer of dangerous weapons
    • possession or transfer of look-a-like weapons
    • sexual offenses
    • vandalism (major)
    • theft, possession or sale of stolen property
    • arson
    • furnishing or selling unauthorized substances, as defined by board policy
    • furnishing, selling or possession of controlled substances (drugs, narcotics or poisons)
    • distribution, sale, purchase, manufacture or unlawful possession of a controlled substance while in or within a radius of one-half mile of school grounds
    • threatening to take the life of or inflict bodily harm upon a teacher, principal or members of their immediate family

    The administration may apply sanctions in cases of criminal conduct that may include, but are not limited to, the following.

    • out-of-school suspension
    • assignment to alternative schools
    • expulsion
    • restitution of property and damages, where appropriate, should be sought by local school authorities

     YORK 3 /ROCK HILL SCHOOL DISTRICT
        J - Students
            Policy JIAA Sexual Harassment of Students
                AR JIAA-R Sexual Harassment of Students  

     

         
     
     

    AR JIAA-R Sexual Harassment of Students

     
     
     
             

     

         
     
     

    Issued 1/16

     
     
     
             

     

         
     
     

    These procedures are intended to do the following:

     
     
     
             

     

         
     
     

    •   discourage employees and students from sexually harassing students of the district

     
     
     
             

     

         
     
     

    •   promote a harassment-free school environment

     
     
     
             

     

         
     
     

    •   remedy in a speedy manner any consequences of sexual harassment

     
     
     
             

     

         
     
     

    •   establish ongoing education and awareness of the problem of sexual harassment

     
     
     
             

     

         
     
     

    •   provide information about how to resolve claims of sexual harassment

     
     
     
             

     

         
     
     

    Definition of Sexual Harassment

     
     
     
             

     

         
     
     

    Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature under the following conditions:

     
     
     
             

     

         
     
     

    •   Submission to such conduct is made either expressly or implicitly a term or condition of a student’s education.

     
     
     
             

     

         
     
     

    •   Submission to or rejection of such conduct by an individual is used as a basis for educational decisions affecting a student.

     
     
     
             

     

         
     
     

    •   Such conduct has the purpose or effect of unreasonably interfering with a student’s education or creating an intimidating, hostile, or offensive school environment.

     
     
     
             

     

         
     
     

    Sexual harassment may include, but is not limited to, verbal harassment, including sexually offensive comments or slurs; physical harassment; physical interference with movement or work; or visual harassment such as sexually offensive cartoons, drawings, posters, images, or video.

     
     
     
             

     

         
     
     

    Not all behavior with sexual connotations constitutes sexual harassment under federal law. In order to qualify as a complaint under Title IX, sexual harassment must be sufficiently severe, persistent, or pervasive that it does one of the following:

     
     
     
             

     

         
     
     

    •   adversely affects a student’s education

     
     
     
             

     

         
     
     

    •   creates a hostile or abusive educational environment

     
     
     
             

     

         
     
     

    A one time incident must be severe to rise to the level of sexual harassment.

     
     
     
             

     

         
     
     

    Sexual harassment is prohibited against members of the same sex as well as against members of the opposite sex.

     
     
     
             

     

         
     
     

    Behavior Prohibited of All Employees

     
     
     
             

     

         
     
     

    No employee may condition an individual student’s education, educational benefit, or educational opportunity on the student’s acquiescence to any of the sexual behaviors defined above.

     
     
     
             

     

         
     
     

    No employee may retaliate against any student because that student has filed a complaint, testified, assisted, or participated in any manner in a sexual harassment investigation, proceeding, or hearing conducted by an authorized agency.

     
     
     
             

     

         
     
     

    No employee will tolerate a sexually hostile or offensive school environment created by any other employee or student who engages in sexual harassment.

     
     
     
             

     

         
     
     

    No employee will destroy evidence relevant to an investigation of sexual harassment.

     
     
     
             

     

         
     
     

    Behavior Prohibited of All Employees and All Students

     
     
     
             

     

         
     
     

    No employee or student of this district will create a sexually hostile or offensive school environment for any other student by engaging in any sexual harassment.

     
     
     
             

     

         
     
     

    No employee or student of this district will assist any individual in doing any act which constitutes sexual harassment against any other student.

     
     
     
             

     

         
     
     

    Obligations of Administrators/Supervisors

     
     
     
             

     

         
     
     

    Preventive action

     
     
     
             

     

         
     
     

    The district policy on sexual harassment and this administrative rule will be referenced in employee and student handbooks.

     
     
     
             

     

         
     
     

    All administrators/supervisors will give a copy of district policy on sexual harassment and this administrative rule to all employees. The district will give a copy of the student handbook to all students.

     
     
     
             

     

         
     
     

    The district policy on sexual harassment and this administrative rule will be available in each school's media center and the district office.

     
     
     
             

     

         
     
     

    Annually, administrators/supervisors will ensure that the provisions of the district policy on sexual harassment and this administrative rule, as well as an orientation on the definition of sexual harassment, the procedures for registering a complaint about sexual harassment, and the redress available are reviewed with all employees and students. With regard to students, such review and orientation will take into consideration, and be appropriate to, the students’ ages.

     
     
     
             

     

         
     
     

    The district will make information from the U. S. Department of Education, Office of Civil Rights (OCR) about filing claims of sexual harassment with OCR available through the personnel office.

     
     
     
             

     

         
     
     

    Annually, the administrators/supervisors will attend a training session on sexual harassment which will cover the definition of sexual harassment, the district’s commitment to eliminating and avoiding sexual harassment in the schools, the penalties for engaging in sexual harassment, and the procedures for reporting incidents of sexual harassment.

     
     
     
             

     

         
     
     

    Investigative/corrective action

     
     
     
             

     

         
     
     

    Any student who feels that he/she has been the object of sexual harassment is encouraged to file a complaint with the student’s principal (except for situations covered in the following paragraph). Such a complaint may be filed by the student’s parent/legal guardian.

     
     
     
             

     

         
     
     

    Under no circumstances will a student be required to first report allegations of harassment to the principal if that person is the individual the student is accusing of the harassment. In such cases, the student or the student’s parent/legal guardian will contact the director of personnel.

     
     
     
             

     

         
     
     

    The administrator/supervisor will, within three working days, initiate an investigation of any incident of alleged sexual harassment reported to them or observed by them. Personnel will maintain confidentiality throughout the investigation. Only those who have an immediate need to know may be provided the identity of the complainant.

     
     
     
             

     

         
     
     

    Upon the completion of the investigation, the administrator/supervisor will report in writing the results of any investigation of sexual harassment, including corrective or disciplinary action taken, to the personnel director and to the complainant and/or the complainant’s parent/legal guardian.

     
     
     
             

     

         
     
     

    If an employee or student is determined to have sexually harassed a student, the administrator/ supervisor will take whatever disciplinary action he/she determines is warranted, up to and including termination of an employee or expulsion of a student.

     
     
     
             

     

         
     
     

    Even if the employee has been terminated or the student expelled, the administrator/supervisor will follow up within three months of any reported incident of sexual harassment to determine whether the complainant has been subjected to any further sexual harassment.

     
     
     
             

     

         
     
     

    The administrator/supervisor having reason to believe that a child's physical or mental health or welfare has been or may be adversely affected by abuse or neglect will report such conduct in accordance with state law and board policy JLF (Student Welfare) on reporting child abuse or neglect.

     
     
     
             

     

         
     
     

    Obligations of All Employees and Students

     
     
     
             

     

         
     
     

    All employees and students will report to their immediate supervisor or teacher, respectively, any conduct on the part of non-employees, such as sales representatives, service vendors, or employees from another district, etc. which is believed to constitute sexual harassment. The supervisor or teacher will report this information in writing to the supervisor of the non-employee for investigation. This information must also be reported to the appropriate principal and the director of personnel.

     
     
     
             

     

         
     
     

    All employees and students will cooperate with and maintain the confidentiality of any investigation of alleged acts of sexual harassment conducted by the district or by any appropriate governmental agency.

     
     
     
             

     

         
     
     

    The district prohibits any action to discourage any student from reporting alleged sexual harassment.

     
     
     
             

     

         
     
     

    The district prohibits retaliation in any way against an employee or student who has provided information as a witness to an incident of sexual harassment.

     
             

     

     

     

     

     

     

    FILE: JIAA-E SEXUAL HARASSMENT FORMAL COMPLAINT FORM

     

    Name of student complainant: _______________________________

    Address: ________________________________________________________

    Phone number: ________________________________________________________

    Parent's / Guardian name: _______________________________________________

    School: ________________________________________________________

    Grade: ________________________________________________________

    Name(s) of alleged harasser(s): _______________________________________________________

    Approximate date(s) of alleged harassment or when harassment began, if ongoing:

    ________________________________________________________

    ________________________________________________________

    Location or situation where alleged harassment occurred, or is occurring:

    ________________________________________________________

    ________________________________________________________

    Nature of the harassment: ________________________________________________________________________________________________________________

    Name and position of individual who conducted your informal consultation:

    ________________________________________________________________________________________________________________

    Other individuals in whom you have confided about the alleged sexual harassment:

    ________________________________________________________

    ________________________________________________________

    Individuals you believe may have witnessed, or also been subjected to, the alleged sexual harassment: ________________________________________________________

    ________________________________________________________

    ________________________________________________________

    Remedy sought: ________________________________________________________

    ______________________________________________________________________

     

    ______________________                                        ___________

    Signature of complainant or                                        Date

    Complainant's parent/legal guardian

     

    _______________________                                      ___________

    Signature of individual receiving complaint               Date