The St. Charles R-VI School District Board of Education is committed to maintaining a workplace
and educational environment that is free from discrimination and harassment in admission or access
to, or treatment or employment in, its programs, services, activities and facilities. In accordance with
law, the district strictly prohibits discrimination and harassment against employees, students or
others on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic
information or any other characteristic protected by law. The St. Charles R-VI School District is an
equal opportunity employer.
The Board also prohibits:
1. Retaliatory actions including, but not limited to, acts of intimidation, threats, coercion or
discrimination against those who:
a) Make complaints of prohibited discrimination or harassment.
b) Report prohibited discrimination or harassment.
c) Participate in an investigation, formal proceeding or informal resolution, whether
conducted internally or outside the district, concerning prohibited discrimination or
2. Aiding, abetting, inciting, compelling or coercing discrimination, harassment or retaliatory
3. Discrimination, harassment or retaliation against any person because of such person’s
association with a person protected from discrimination or harassment in accordance with
All employees, students and visitors must immediately report to the district for investigation any
incident or behavior that could constitute discrimination, harassment or retaliation in accordance
with this policy. If discrimination, harassment or retaliation that occurs off district property and that
is unrelated to the district's activities negatively impacts the school environment, the district will
investigate and address the behavior in accordance with this policy, as allowed by law.
Additional Prohibited Behavior
Behavior that is not unlawful or does not rise to the level of illegal discrimination, harassment or
retaliation might still be unacceptable for the workplace or the educational environment. Demeaning
or otherwise harmful actions are prohibited, particularly if directed at personal characteristics
including, but not limited to, socioeconomic level, sexual orientation or perceived sexual orientation.
Boy Scouts of America Equal Access Act
As required by law, the district will provide equal access to district facilities and related benefits and
services and will not discriminate against any group officially affiliated with the Boy Scouts of
America, the Girl Scouts of the United States of America or any other youth group designated in
applicable federal law.
When a report is made or the district otherwise learns of potential discrimination, harassment or
retaliation, the district will take immediate action to protect the alleged victim, including
implementing interim measures. For example, the district may alter a class seating arrangement,
provide additional supervision for a student or suspend an employee pending an investigation. The
district will take immediate steps to prevent retaliation against the alleged victim, any person
associated with the alleged victim, or any witnesses or participants in the investigation. These steps
may include, but are not limited to, notifying students, employees and others that they are protected
from retaliation, ensuring that they know how to report future complaints, and initiating follow-up
contact with the complainant to determine if any additional acts of discrimination, harassment or
retaliation have occurred.
Consequences and Remedies
If the district determines that discrimination, harassment or retaliation have occurred, the district will
take prompt, effective and appropriate action to address the behavior, prevent its recurrence and
remedy its effects.
Employees who violate this policy will be disciplined, up to and including employment termination.
Students who violate this policy will be disciplined, which may include suspension or expulsion.
Patrons, contractors, visitors or others who violate this policy may be prohibited from school grounds
or otherwise restricted while on school grounds. The superintendent or designee will contact law
enforcement or seek a court order to enforce this policy when necessary or when actions may
constitute criminal behavior.
Students, employees and others will not be disciplined for speech in circumstances where it is
protected by law.
In accordance with law and district policy, any person suspected of abusing or neglecting a child will
be reported to the Children’s Division (CD) of the Department of Social Services.
Remedies provided by the district will attempt to minimize the burden on the victim. Such remedies
may include, but are not limited to: providing additional resources such as counseling, providing
access to community services, assisting the victim in filing criminal charges when applicable,
moving the perpetrator to a different class or school, providing an escort between classes, or
allowing the victim to retake or withdraw from a class. The district may provide additional training
to students and employees, make periodic assessments to make sure behavior complies with district
policy, or perform a climate check to assess the environment in the district.
Compliance Officer – The individual responsible for implementing this policy, including the acting
compliance officer when he or she is performing duties of the compliance officer.
Discrimination – Conferring benefits upon, refusing or denying benefits to, or providing differential
treatment to a person or class of persons in violation of law based on race, color, religion, sex,
national origin, ancestry, disability, age, genetic information or any other characteristic protected by
law, or based on a belief that such a characteristic exists.
Grievance – A verbal or written report (also known as a complaint) of discrimination, harassment
or retaliation made to the compliance officer.
Harassment – A form of discrimination, as defined above, that occurs when the school or work
environment becomes permeated with intimidation, ridicule or insult that is sufficiently severe or
pervasive enough that it unreasonably alters the employment or educational environment.
Behaviors that could constitute illegal harassment include, but are not limited to, the following acts
if based on race, color, religion, sex, national origin, ancestry, disability, age, genetic information
or any other characteristic protected by law or based on a belief that such a characteristic exists:
graffiti; display of written material, pictures or electronic images; name calling, teasing or taunting;
insults, derogatory remarks or slurs; jokes; gestures; threatening, intimidating or hostile acts;
physical acts of aggression, assault or violence; theft; or damage to property.
Sexual Harassment – A form of discrimination, as defined above, on the basis of sex. Sexual
harassment is unwelcome conduct that occurs when a) benefits or decisions are implicitly or
explicitly conditioned upon submission to, or punishment is applied for refusing to comply with,
unwelcome sexual advances, requests for sexual favors or conduct of a sexual nature; or b) the
school or work environment becomes permeated with intimidation, ridicule or insult that is based
on sex or is sexual in nature and that is sufficiently severe or pervasive enough to alter the conditions
of participation in the district’s programs and activities or the conditions of employment. Sexual
harassment may occur between members of the same or opposite sex. The district presumes a
student cannot consent to behavior of a sexual nature with an adult regardless of the circumstance.
Behaviors that could constitute sexual harassment include, but are not limited to:
1. Sexual advances and requests or pressure of any kind for sexual favors, activities or contact.
2. Conditioning grades, promotions, rewards or privileges on submission to sexual favors,
activities or contact.
3. Punishing or reprimanding persons who refuse to comply with sexual requests, activities or
4. Graffiti, name calling, slurs, jokes, gestures or communications of a sexual nature or based
5. Physical contact or touching of a sexual nature, including touching of intimate parts and
sexually motivated or inappropriate patting, pinching or rubbing.
6. Comments about an individual's body, sexual activity or sexual attractiveness.
7. Physical sexual acts of aggression, assault or violence, including criminal offenses (such as
rape, sexual assault or battery, and sexually motivated stalking) against a person's will or
when a person is not capable of giving consent due to the person's age, intellectual disability
or use of drugs or alcohol.
8. Gender-based harassment and acts of verbal, nonverbal, written, graphic or physical conduct
based on sex or sex stereotyping, but not involving conduct of a sexual nature.
Working Days – Days on which the district's business offices are open.
The Board designates the following individuals to act as the district’s compliance officers:
Employees/Students - Title IX
of Human Resources
St. Charles R-VI School District
400 North Sixth Street
St. Charles, MO 63301
Students - ADA / 504
Director of Special Education
St. Charles R-VI School District
400 North Sixth Street
St. Charles, MO 63301
In the event the compliance officer is unavailable or is the subject of a report that would otherwise
be made to the compliance officer, reports should instead be directed to the acting compliance
Superintendent of Schools
St. Charles R-VI School District
400 North Sixth Street
St. Charles, MO 63301
The compliance officer or acting compliance officer will:
1. Coordinate district compliance with this policy and the law.
2. Receive all grievances regarding discrimination, harassment and retaliation in the St. Charles
R-VI School District.
3. Serve as the district’s designated Title IX, Section 504 and Americans with Disabilities Act
(ADA) coordinator, as well as the contact person for compliance with other discrimination
4. Investigate or assign persons to investigate grievances; monitor the status of grievances to
ensure that additional discrimination, harassment and retaliation do not occur; and
5. Review all evidence brought in disciplinary matters to determine whether additional
remedies are available, such as separating students in the school environment.
6. Determine whether district employees with knowledge of discrimination, harassment or
retaliation failed to carry out their reporting duties and recommend disciplinary action, if
7. Communicate regularly with the district's law enforcement unit to determine whether any
reported crimes constitute potential discrimination, harassment or retaliation.
8. Oversee discrimination, harassment or retaliation grievances, including identifying and
addressing any patterns or systemic problems and reporting such problems and patterns to
the superintendent or the Board.
9. Seek legal advice when necessary to enforce this policy.
10. Report to the superintendent and the Board aggregate information regarding the number and
frequency of grievances and compliance with this policy.
11. Make recommendations regarding changing this policy or the implementation of this policy.
12. Coordinate and institute training programs for district staff and supervisors as necessary to
meet the goals of this policy, including instruction in recognizing behavior that constitutes
discrimination, harassment and retaliation.
13. Perform other duties as assigned by the superintendent.
The superintendent or designee will continuously publicize the district’s policy prohibiting
discrimination, harassment and retaliation and disseminate information on how to report
discrimination, harassment and retaliation. Notification of the district's policy will be posted in a
public area of each building used for instruction or employment or open to the public. Information
will also be distributed annually to employees, parents/guardians and students as well as to newly
enrolled students and newly hired employees. District bulletins, catalogs, application forms,
recruitment material and the district’s website will include a statement that the St. Charles R-VI
School District does not discriminate in its programs, services, activities, facilities or with regard to
employment. The district will provide information in alternative formats when necessary to
accommodate persons with disabilities.
Students, employees and others may attempt to resolve minor issues by addressing concerns directly
to the person alleged to have violated this policy, but they are not expected or required to do so. Any
attempts to voluntarily resolve a grievance will not delay the investigation once a report has been
made to the district.
Unless the concern is otherwise voluntarily resolved, all persons must report incidents that might
constitute discrimination, harassment or retaliation directly to the compliance officer or acting
compliance officer. All district employees will instruct all persons seeking to make a grievance to
communicate directly with the compliance officer. Even if the potential victim of discrimination,
harassment or retaliation does not file a grievance, district employees are required to report to the
compliance officer any observations, rumors or other information regarding actions prohibited by
this policy. If a verbal grievance is made, the person will be asked to submit a written complaint to
the compliance officer or acting compliance officer. If a person refuses or is unable to submit a
written complaint, the compliance officer will summarize the verbal complaint in writing. A
grievance is not needed for the district to take action upon finding a violation of law, district policy
or district expectations.
Even if a grievance is not directly filed, if the compliance officer otherwise learns about possible
discrimination, harassment or retaliation, including violence, the district will conduct a prompt,
impartial, adequate, reliable and thorough investigation to determine whether unlawful conduct
occurred and will implement the appropriate interim measures if necessary.
Building-level administrators are in a unique position to identify and address discrimination,
harassment and retaliation between students, particularly when behaviors are reported through the
normal disciplinary process and not through a grievance. The administrator has the ability to
immediately discipline a student for prohibited behavior in accordance with the district’s discipline
policy. The administrator will report all incidents of discrimination, harassment and retaliation to
the compliance officer and will direct the parent/guardian and student to the compliance officer for
further assistance. The compliance officer may determine that the incident has been appropriately
addressed or recommend additional action. When a grievance is filed, the investigation and
complaint process detailed below will be used.
The district will immediately investigate all grievances. All persons are required to cooperate fully
in the investigation. The district compliance officer or other designated investigator may utilize an
attorney or other professionals to conduct the investigation.
In determining whether alleged conduct constitutes discrimination, harassment or retaliation, the
district will consider the surrounding circumstances, the nature of the behavior, the relationships
between the parties involved, past incidents, the context in which the alleged incidents occurred and
all other relevant information. Whether a particular action or incident constitutes a violation of this
policy requires a determination based on all of the facts and surrounding circumstances. If, after
investigation, school officials determine that it is more likely than not (the preponderance of the
evidence standard) that discrimination, harassment or other prohibited behavior has occurred, the
district will take immediate corrective action.
Grievance Process Overview
1. If a person designated to hear a grievance or appeal is the subject of the grievance, the
compliance officer may designate an alternative person to hear the grievance, or the next
highest step in the grievance process will be used. For example, if the grievance involves
the superintendent, the compliance officer may designate someone outside the district to hear
the grievance in lieu of the superintendent, or the grievance may be heard directly by the
2. An extension of the investigation and reporting deadlines may be warranted if extenuating
circumstances exist as determined by the district's compliance officer. The person filing the
complaint will be notified when deadlines are extended. If more than twice the allotted time
has expired without a response, the appeal may be taken to the next level.
3. Failure of the person filing the grievance to appeal within the timelines given will be
considered acceptance of the findings and remedial action taken.
4. The district will investigate all grievances, even if an outside enforcing agency such as the
Office for Civil Rights, law enforcement or the CD is also investigating a complaint arising
from the same circumstances.
5. The district will only share information regarding an individually identifiable student or
employee with the person filing the grievance or other persons if allowed by law and in
accordance with Board policy.
6. Upon receiving a grievance, district administrators or supervisors, after consultation with the
compliance officer, will implement interim measures as described in this policy if necessary
to prevent further potential discrimination, harassment or retaliation during the pending
1. Level I – A grievance is filed with the district's compliance officer. The compliance officer
may, at his or her discretion, assign a school principal or other appropriate supervisor to
conduct the investigation when appropriate.
Regardless of who investigates the grievance, an investigation will commence immediately,
but no later than five working days after the compliance officer receives the grievance. The
compliance officer or designee shall conduct a prompt, impartial, adequate, reliable and
thorough investigation, including the opportunity for the person filing the grievance and
other parties involved to identify witnesses and provide information and other evidence. The
compliance officer or designee will evaluate all relevant information and documentation
relating to the grievance.
Within 30 working days of receiving the grievance, the compliance officer will complete a
written report that summarizes the facts and makes conclusions on whether the facts
constitute a violation of this policy based on the appropriate legal standards. If a violation
of this policy is found, the compliance officer will recommend corrective action to the
superintendent to address the discrimination, harassment or retaliation; prevent recurrence;
and remedy its effects. If someone other than the compliance officer conducts the
investigation, the compliance officer or acting compliance officer will review and sign the
report. The person who filed the grievance, the victim if someone other than the victim filed
the grievance, and any alleged perpetrator will be notified in writing, within five working
days of the completion of the report, in accordance with law and district policy, regarding
whether the district's compliance officer or designee determined that district policy was
2. Level II – Within five working days after receiving the Level I decision, the person filing the
grievance, the victim if someone other than the victim filed the grievance, or any alleged
perpetrator may appeal the compliance officer’s decision to the superintendent by notifying
the superintendent in writing. The superintendent may, at his or her discretion, designate
another person (other than the compliance officer) to review the matter when appropriate.
Within ten working days, the superintendent will complete a written decision on the appeal,
stating whether a violation of this policy is found and, if so, stating what corrective actions
will be implemented. If someone other than the superintendent conducts the appeal, the
superintendent will review and sign the report before it is given to the person appealing. A
copy of the appeal and decision will be given to the compliance officer or acting compliance
officer. The person who initially filed the grievance, the victim if someone other than the
victim filed the grievance, and any alleged perpetrator will be notified in writing, within five
working days of the superintendent's decision, regarding whether the superintendent or
designee determined that district policy was violated.
3. Level III – Within five working days after receiving the Level II decision, the person filing
the grievance, the victim if someone other than the victim filed the grievance, or any alleged
perpetrator may appeal the superintendent’s decision to the Board by notifying the Board
secretary in writing. The person filing the grievance and the alleged perpetrator will be
allowed to address the Board, and the Board may call for the presence of such other persons
deemed necessary. The Board will issue a decision within 30 working days for
implementation by the administration. The Board secretary will give the compliance officer
or acting compliance officer a copy of the appeal and decision. The person who filed the
grievance, the victim if someone other than the victim filed the grievance, and the alleged
perpetrator will be notified in writing, within five working days of the Board's decision, in
accordance with law and district policy, regarding whether the Board determined that district
policy was violated. The decision of the Board is final.
Confidentiality and Records
To the extent permitted by law and in accordance with Board policy, the district will keep
confidential the identity of the person filing a grievance and any grievance or other document that
is generated or received pertaining to grievances. Information may be disclosed if necessary to
further the investigation, appeal or resolution of a grievance, or if necessary to carry out disciplinary
measures. The district will disclose information to the district’s attorney, law enforcement, the CD
and others when necessary to enforce this policy or when required by law. In implementing this
policy, the district will comply with state and federal laws regarding the confidentiality of student
and employee records. Information regarding any resulting employee or student disciplinary action
will be maintained and released in the same manner as any other disciplinary record. The district
will keep any documentation created in investigating the complaint including, but not limited to,
documentation considered when making any conclusions, in accordance with the Missouri Secretary
of State's retention manuals and as advised by the district's attorney.
The district will provide training to employees on identifying and reporting acts that may constitute
discrimination, harassment or retaliation. The district will instruct employees to make all complaints
to the district's compliance officer or acting compliance officer and will provide current contact
information for these persons. The district will inform employees of the consequences of violating
this policy and the remedies the district may use to rectify policy violations. All employees will have
access to the district's current policy, required notices and complaint forms. The district will provide
additional training to any person responsible for investigating potential discrimination, harassment
The district will provide information to parents/guardians and students regarding this policy and will
provide age-appropriate instruction to students.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
Revised: 06/08/1999; 12/14/2000; 01/10/2002; 03/13/2008; 08/14/2008; 07/09/2009;
Cross Refs: ECG, Animals on District Property
EHB, Technology Usage
GBCB, Staff Conduct
GBCC, Staff Cell Phone Use
GBH, Staff/Student Relations
GBL, Personnel Records
GCD, Professional Staff Recruiting and Hiring
GCPD, Suspension of Professional Staff Members
GCPE, Termination of Professional Staff Members
GCPF, Nonrenewal of Professional Staff Members
GDC, Support staff Recruiting and Hiring
GDPD, Nonrenewal, Suspension and Termination of Support Staff Members
IGBA, Programs for Students with Disabilities
IGBCB, Programs for Migrant Students
IGBH, Programs for Limited English Proficient/Language Minority Students
IGD, District-Sponsored Extracurricular Activities and Groups
IICC, School Volunteers
JFCF, Hazing and Bullying
JG, Student Discipline
JHCF, Student Allergy Prevention and Response
JHG, Reporting and Investigating Child Abuse/Neglect
KG, Community Use of District Facilities
KK, Visitors to District Property/Events
Legal Refs: §§ 105.255, 160.261, 162.068, 213.010 - .137, 290.400 - .450, RSMo.
Individuals with Disabilities Education Act, 20 U.S.C. §§ 1400 - 1417
Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681
Boy Scouts of America Equal Access Act, 20 U.S.C. § 7905
Equal Pay Act, 29 U.S.C. § 206(d)
Age Discrimination in Employment Act, 29 U.S.C. §§ 621 - 634
The Rehabilitation Act of 1973, Section 504, 29 U.S.C. § 794
Title VI of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000d - 2000d-7
Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e - 2000e-17
Genetic Information Nondiscrimination Act, 42 U.S.C. §§ 2000ff - 2000ff-11
Age Discrimination Act of 1975, 42 U.S.C. §§ 6101 - 6107
Americans with Disabilities Act, 42 U.S.C. §§ 12101 - 12213
Davis v. Monroe County Bd. of Educ., 526 U.S. 629 (1999)
Faragher v. City of Boca Raton, 524 U.S. 775 (1998)
Burlington Indust. v. Ellerth, 524 U.S. 742 (1998)
Gebser v. Lago Vista Ind. Sch. Dist., 524 U.S. 274 (1998)
Oncale v. Sundowner Offshore Serv., 523 U.S. 75 (1998)
Harris v. Forklift Syst., Inc., 510 U.S. 17 (1993)
St. Charles School District, St. Charles, Missouri
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