Code: GBN/JBA
Readopted: 9/17/24
Adopted:  3/16/15
Orig. Code(s):  GBN/JBA

Sexual harassment will not be tolerated in the district. All students, staff members and other persons are entitled to learn and work in an environment that is free of harassment. All staff members, students and third parties are subject to this policy. Any person may report sexual harassment.

The district processes complaints or reports of sexual harassment under Oregon Revised Statute (ORS) 342.700 et. al. and federal Title IX laws found in Title 34 C.F.R. Part 106. Individual complaints may require both of these procedures, and may involve additional complaint procedures.

General Procedures

When information, a report or complaint regarding sexual harassment is received by the district, the district will review such information, report or complaint to determine which law applies and will follow the appropriate procedures. When the alleged conduct could meet both of the definitions in ORS Chapter 342 and Title IX, both complaint procedures should be processed simultaneously (see GBN/JBA-AR(1) - Sexual Harassment Complaint Procedure and KL-AR - Public Complaints Procedure (see Section D: 1 and 2). The district may also need to use other complaint procedures when the alleged conduct could meet the definitions for other complaint procedures.

OREGON DEFINITION AND PROCEDURES

Oregon Definition

Sexual harassment of students, staff members or third parties shall include:

1.       A demand or request for sexual favors in exchange for benefits;

2.       Unwelcome conduct of a sexual nature that is physical, verbal, or nonverbal and that:

a.       Interferes with a student’s educational activity or program;
b.       Interferes with a school or district staff member’s ability to perform their job;
c.       Creates an intimidating, offensive or hostile environment.

3.       Assault when sexual contact occurs without consent^[1].

Sexual harassment does not include conduct that is necessary because of a job duty of a school or district staff member or because of a service required to be provided by a contractor, agent, or volunteer, if the conduct is not the product of sexual intent or a person finding another person, or another person’s action, offensive because of that other person’s sexual orientation or gender identity.

Examples of sexual harassment may include, but not be limited to, physical touching or graffiti of a sexual nature; displaying or distributing of sexually explicit drawings; pictures and written materials; sexual gestures or obscene jokes; touching oneself sexually or talking about one’s sexual behaviors in front of others; or spreading rumors about or rating other students or others as to appearance, sexual activity or performance.

Oregon Procedures

Reports and complaints of sexual harassment should be made to the building principal or assistant principal, compliance officer, District Title IX Coordinator, or Superintendent. Contact information for those individuals can be found on the District’s website.                                     

These individuals are responsible for accepting and managing complaints of sexual harassment. Persons wishing to report should contact them using the above information.

Response

Any staff member who becomes aware of behavior that may violate this policy shall report to a district official. The district official (with coordination involving the reporting staff member when appropriate) will take any action necessary to ensure the:

1. Student is protected and to promote a nonhostile learning environment;
2. Staff member is protected and to promote a nonhostile work environment; or
3. Third party who is subjected to the behavior is protected and to promote a nonhostile environment.

This includes providing resources for support measures to the student, staff member or third party who was subjected to the behavior and taking any actions necessary to remove potential future impact on the student, staff member or third party, but are not retaliatory against the student, staff member or third party being harassed or the person who reported to the district official.

Any student or staff member who feels they are a victim of sexual harassment are encouraged to report their concerns to district officials, this includes officials such as the principal, assistant principal, compliance officer, Title IX Coordinator or superintendent. Students may also report concerns to a teacher, counselor or school nurse, who will promptly notify the appropriate district official.

Investigation

All reports and complaints about behavior that may violate this policy shall be investigated.

The District utilizes a preponderance of the evidence standard of proof. This means that the District will consider whether the evidence gathered through the investigation process determines that the alleged complaint is more likely than not to have occurred.

No Retaliation

Retaliation against persons who initiate complaint or otherwise report sexual harassment or who participate in an investigation or other related activities is prohibited. The initiation of a complaint, reporting of behavior, or participation in an investigation, in good faith about behavior that may violate this policy may not adversely affect the:

1. Educational assignments or educational environment of a student or other person initiating the complaint, reporting the behavior, or participating in the investigation; or
2. Any terms or conditions of employment or of work or educational environment of a school or district staff member or other person initiating the complaint, reporting the behavior, or participating in the investigation.

Students who initiate a complaint or otherwise report harassment covered by the policy or who participate in an investigation may not be disciplined for violations of the district’s drug and alcohol policies that occurred in connection with the reported prohibited conduct and that were discovered because of the report or investigation, unless the student gave another person alcohol or drugs without the person’s knowledge and with the intent of causing the person to become incapacitated and vulnerable to the prohibited conduct.

Notice

When a person[2]  who may have been affected by this policy files a complaint or otherwise reports behavior that may violate the policy, the district shall provide written notification to the following:

1. Each reporting person;
2. If appropriate, any impacted person who is not a reporting person;
3. Each reported person; and
4. Where applicable, a parent or legal guardian of a reporting person, impacted person, or reported person.

The written notification must include[3]:

1. Name and contact information for all person designated by the district to receive complaints;
2. The rights of the person that the notification is going to;
3. Information about the internal complaint processes available through the school or district that the student, student’s parents, staff member, person or person’s parent who filed the complaint may pursue, including the person designated for the school or district for receiving complaints and any timelines.
4. Notice that civil and criminal remedies that are not provided by the school or district may be available to the person through the legal system and that those remedies may be subject to statutes of limitation;
5. Information about services available to the student or staff member through the school or district, including any counseling services, nursing services or peer advising;
6. Information about the privacy rights of the person and legally recognized exceptions to those rights for I internal complaint processes and services available through the school or district;
7. Information about, and contact information for, services and resources that are available to the person, including but not limited to:

a.       For the reporting person, state and community-based resources for persons who have experienced sexual harassment; or
b.       For the reported persons, information about and contact information for state and community-based mental health services.

8. Notice that students who report about possible prohibited conduct and students who participate in an investigation under this policy may not be disciplined for violations of the district’s drug and alcohol policies that occurred in connection with the reported prohibited conduct and that were discovered as a result of a prohibited conduct report or investigation unless the student gave another person alcohol or drugs without the person’s knowledge and with the intent of causing the person to become incapacitated and vulnerable to the prohibited conduct; and
9.       Prohibition of retaliation.

Notification, to the extent allowable under state and federal student confidentiality laws, must be provided when the investigation is initiated and concluded. The notification at the conclusion must include whether a violation of the policy was found to have occurred.

The notice must:

1. Be written in plain language that is easy to understand;
2. Use print that is of a color, size and font that allows the notification to be easily read; and
3. Be made available to students, students’ parents, staff members and member of the public at each office, at the district office and on the website of the school or district.

FEDERAL DEFINITION AND PROCEDURES

Federal Definition

Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

1. An employee of the district conditioning the provision of an aid, benefit, or service of the district on an individual’s participation in unwelcome sexual conduct;
2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the district’s education program or activity[4];
3. “Sexual assault”: an offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation;
4. “Dating violence”: violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim and where the existence of such a relationship shall be determined based on a consideration of the length of the relationship, the type of relationship and the frequency of interaction between the persons involved in the relationship;
5. “Domestic Violence”: felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction receiving grant monies, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction; or
6. “Stalking”: engaging in a course of conduct directed at a specific person that would cause a reasonable person fear for the person’s own safety or the safety of others, or suffer substantial emotional distress.

This definition only applies to sex discrimination occurring against a person who is a subject of this policy in the United States. A district’s treatment of a complainant or a respondent in response to a formal complaint of sexual harassment may constitute discrimination on the basis of sex under Title IX.

Federal Procedures

The district will adopt and publish grievance procedures that provide for the prompt and equitable resolution of the student and employee complaints alleging any action that would be prohibited by this policy. 

Reporting

Any person may report sexual harassment. This report may be made in person, by mail, by telephone, or by electronic mail, or by any other means that results in the Title IX Coordinator receiving the person’s verbal or written report. The report can be made at any time.

The superintendent or designee will identify a Title IX Coordinator for the District. The Title IX Coordinator will coordinate the district’s efforts to comply with its responsibilities related to this policy. The district prominently will display the contact information for the Title IX Coordinator on the district website and in each handbook.

Response

The district will promptly respond to information, allegations or reports of sexual harassment when there is actual knowledge of such harassment, even if a formal complaint has not been filed[5].  The district shall treat complainants and respondents equitably by providing supportive measures[6] to the complainant and by following a grievance procedure[7] prior to imposing any disciplinary sanctions or other actions that are not supportive measures against a respondent. The Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.

The Title IX Coordinator must promptly contact the complainant to discuss the availability of supportive measures, consider the complainant’s wishes, with respect to supportive measures, inform the complainant of the availability of supportive measures with or without the filing of a formal complaint, and explain to the complainant the process for filing a formal complaint.[8]

If after an individualized safety and risk analysis, it is determined that there is an immediate threat to the physical health or safety of any person, an emergency removal of the respondent can take place.[9]  The district must provide the respondent with notice and an opportunity to challenge the decision immediately following the removal. A non-student employee may also be placed on non-disciplinary administrative leave pending the grievance process.

Notice

The district shall provide notice to all applicants for admission and employment, students, parents or legal guardians, employees, and all unions or professional organizations holding collective bargaining or professional agreements with the district of the following:

1. The name or title, office address, electronic mail address, and telephone number of the Title IX Coordinator(s);
2. That the district does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX. This includes admissions and employment; and
3. The grievance procedure and process, how to file a formal complaint of sex discrimination or sexual harassment, and how the district will respond.

Inquiries about the application to Title IX and its requirements may be referred to the Title IX Coordinator.

No Retaliation

Neither the district or any person may retaliate[10] against an individual for reporting, testifying, providing evidence, being a complainant, otherwise participating or refusing to participate in any investigation or process in accordance with this procedure. The district must keep confidential the identity of parties and participating persons, except as disclosure is allowed under Family Educational Rights and Privacy Act (FERPA), as required by law, or to carry out the proceedings herein. Complaints of retaliation may be filed using these procedures.

Charging an individual with a code of conduct violation for making a materially false statement in bad faith in the course of a grievance proceeding does not constitute retaliation.

Publication

This policy shall be made available to students, parents of students and staff members. This policy and contact information for the Title IX Coordinator shall be prominently published in the district student handbook and on the district website. This policy shall also be made available at each school office and at the district office. The district shall post this policy on a sign in all grade 6 through 12 schools, on a sign that is at least 8.5 inches by 11 inches in size. A copy of the policy will be made available to any person upon request.

END OF POLICY

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[1] “Without consent” means an act performed: (a) without the knowing, voluntary and clear agreement by all parties to participate in the specific act; or (b) when a person who is a party to the act is incapacitated by drugs or alcohol; unconscious; or pressured through physical force, coercion or explicit or implied threats to participate in the act.

[2] Student, staff member, or third party, or if applicable, the student or third party’s parent. If the person is a minor, the district should consider when to contact the person’s parent.

[3] Remember confidentiality laws when providing any information.

[4] “Education program or activity” includes locations, events, or circumstances over which the recipient exercised substantial control over both the respondent and the context in which the sexual harassment occurs.” (Title 34 C.F.R. § 106.44(a))

[5] (Title 34 C.F.R. §106.44(a)) Response cannot be deliberately indifferent. A recipient is deliberately indifferent only if its response to sexual harassment is clearly unreasonable in light of the known circumstances.

[6] (Title 34 C.F.R. § 106.44(a)) Supportive measures means non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the complainant or the respondent before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the recipient’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the district’s educational environment, or deter sexual harassment.^[7] The district must maintain as confidential any supportive measures provided to the complainant or respondent, to the extent that maintaining such confidentiality would not impair the ability of the recipient to provide supportive measures. (Title 34 C.F.R. § 99.30(a))

[7] This grievance procedure must meet the requirements of Title 34 C.F.R. § 106.45 (included in accompanying administrative regulation, see GBN/JBA-AR(2) - Federal Law (Title IX) Sexual Harassment Complaint Procedure).

[8] The Title IX Coordinator may also discuss that the Title IX Coordinator has the ability to file a formal complaint.

[9] The district may still have obligations under Individuals with Disabilities Education Act (IDEA), Section 504 of the Rehabilitation Act of 1973 or the American with Disabilities Act (ADA). (Title 34 C.F.R. § 106.44(c))

[10] Retaliation includes, but is not limited to, intimidation, threats, coercion, and discrimination.

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ORS 243.706
ORS 332.107
ORS 342.700
ORS 342.704
ORS 342.708    
ORS 342.850
ORS 342.865
ORS 659.850
ORS 659A.006
ORS 659A.029
ORS 659A.030

OAR 581-021-0038
OAR 584-020-0040
OAR 584-020-0041

Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d (2018).
Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e (2018).
Title IX of the Education Amendments of 1972, 20 U.S.C. §§ 1681-1683 (2018); Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance, 34 C.F.R. Part 106 (2020).
Bartsch v. Elkton School District, FDA-13-011 (March 27, 2014).

 

 

Code:  GBN/JBA-AR (1)

Revised/Readopted: 8/27/19

Orig. Code(s):  GBN/JBA-AR

Sexual Harassment Complaint Procedure

Complaints regarding sexual harassment on any basis protected by law, shall be processed in accordance with the procedures found in KL-AR.

Direct complaints related to employment may be filed with the U.S. Department of Labor, Equal Employment Opportunity Commission or Oregon Bureau of Labor and Industries.  Direct complaints related to educational programs and services may be made to the Regional Civil Rights Director, U.S. Department of Education, Office for Civil Rights, Region X, 915 2nd Ave., Room 3310, Seattle, Washington 98174-1099.  Additional information regarding filing of a complaint may be obtained through the site administrator, the Chief Human Resource Officer, the superintendent or a designee.

All documentation related to sexual harassment complaints may become part of the student’s education record or employee’s personnel file, as appropriate.  Additionally, a copy of all sexual harassment complaints and documentation will be maintained as a confidential file and stored in the district office.

The superintendent or designee shall report the name of any person holding a teaching license or registered with Teacher Standards and Practices Commission (TSPC) or participating in a practicum under Oregon Administrative Rule (OAR) Chapter 584, Division 17, when, after appropriate investigation, there is reasonable cause to believe the person may have committed an act of sexual harassment.  Reports shall be made to TSPC within 30 days of such a finding.  Reports of abuse of a child shall be given to a representative from law enforcement or Oregon Department of Human Services, Community Human Services.  In the event the Superintendent is the subject of the investigation, reports, when required, shall be made by the Board chair.

Code: GBN/JBA (2)
Adopted:  3/12/24

Student Notice of Rights – Sexual Harassment Complaints

Students’/Students’ Parents Rights

• The right to attend district schools and activities free from any sexual harassment.
• The right to file a complaint pursuant to district policy JBA/GBN Sexual Harassment when a student feels they have been the victim of sexual harassment.
• The right to a fair, adequate, and impartial investigation.
• The right to be notified when the investigation is concluded and as to whether a violation of the policy was found to have occurred, to the extent allowable under state and federal confidentiality laws.

Complaint Process

Any student who has knowledge of conduct in violation of the district’s sexual harassment policy or feels they are a victim of sexual harassment is strongly encouraged to immediately report their concerns to the school administrator, or to a teacher, counselor, or school nurse, who will promptly notify the school administrator or appropriate district official. Students may also:

• Report concerns to the Title IX Coordinator, Susan Rodriguez, at 503-356-4500 or titleix@beaverton.k12.or.us.
• Use the formal complaint form available on the BSD website under “Report a Concern.”

The investigation will be completed within thirty (30) days from receipt of the complaint, unless impracticable. Once the investigation is complete, the person who initiated the complaint and the person reported will be notified in writing of the outcome. See district administrative regulation KL-AR for a full description of the complaint procedure under Oregon law for a description of Title IX complaint procedures.

No Retaliation

The initiation of a good faith complaint about behavior that may violate the district’s policy against sexual harassment may not adversely affect the educational assignments or educational environment of a student complainant, or any terms or conditions of employment or work environment of an employee complainant, or any terms or conditions of employment or of work or educational environment of a third-party complainant. There shall be no retaliation against any person who, in good faith, reports, files a complaint, or otherwise participates in an investigation or inquiry of sexual harassment.

Confidentiality Rights

The district will keep information related to sexual harassment complaints as confidential as is allowable under the law. The district will only release sexual harassment complaint information to individuals with a right or need to know in order to provide supportive measures, investigate the complaint, take corrective action or otherwise carry out the purposes of the district’s policy and applicable laws prohibiting sexual harassment, and to comply with the law, including due process rights for the accused. Please direct questions to the Title IX Coordinator.
 
Reports Involving Drug and Alcohol Use

Students who report and participate in a sexual harassment investigation may not be disciplined for violations of the district’s drug and alcohol policies that occurred in connection with the reported harassment and that were discovered as a result of harassment report or investigation, unless the student gave another person alcohol or drugs without the person’s knowledge and with the intent of causing the person to become incapacitated and vulnerable to the harassment.

School and District Resources

Every school is staffed with counselors who can advise and support students experiencing difficulties, including helping them connect with community partners and making referrals. School nurses who provide health-related services and referrals. Students in need of academic support should contact the school principal.

These procedures do not prevent the right of any person to make direct complaints related to educational programs and services to the Oregon Dept. of Education (ODE) or the US Dept. of Education, Office of Civil Rights. Complaints related to sexual harassment may only be filed with ODE after exhausting the district’s internal complaint procedure, or 90 days, whichever comes first. Civil and criminal remedies not provided by the district may be available through the legal system. The right to pursue other legal remedies may be subject to statutes of limitation.

Code: GBN/JBA (3)
Adopted:  3/12/24

Employee Notice of Rights – Sexual Harassment Complaints

Employees’ Rights

• The right to work in district schools, programs, and activities free from any sexual harassment.
• The right to file a complaint pursuant to district policy GBN/JBA Sexual Harassment when an employee feels they have been the victim of sexual harassment.
• The right to a fair, adequate, and impartial investigation.
• The right to be notified when the investigation is concluded and as to whether a violation of the policy was found to have occurred, to the extent allowable under state and federal confidentiality laws.

Complaint Process

Employee complaints of sexual harassment should be made to their school administrator or department director. Employees may also:

• Contact the Human Resources Director and Title IX Coordinator, Susan Rodriguez, at 503-356-4500 or titleix@beaverton.k12.or.us.
• Use the formal complaint form available on the BSD website under “Report a Concern.”

The investigation will be completed within thirty (30) days from receipt of the complaint, unless impracticable. Once the investigation is complete, the person who initiated the complaint and the person reported will be notified in writing of the outcome. See district administrative regulation KL-AR for a full description of the complaint procedure under Oregon law and a description of Title IX complaint procedures.

No Retaliation

The initiation of a good faith complaint about behavior that may violate the district’s policy against sexual harassment may not adversely affect the educational assignments or educational environment of a student complainant, or any terms or conditions of employment or work environment of an employee complainant, or any terms or conditions of employment or of work or educational environment of a third-party complainant. There shall be no retaliation against any person who, in good faith, reports, files a complaint, or otherwise participates in an investigation or inquiry of sexual harassment.

Confidentiality Rights

The district will keep information related to sexual harassment complaints as confidential as is allowable under the law. The district will only release sexual harassment complaint information to individuals with a right or need to know in order to provide supportive measures, investigate the complaint, take corrective action or otherwise carry out the purposes of the district’s policy and applicable laws prohibiting sexual harassment, and to comply with the law, including due process rights for the accused.

School and District Resources

District administration and Human Resources will continue to support employees and address the negative effects of harassment in the employment environment. The district encourages employees to address safety concerns and supportive measures with their supervisor or Human Resources. See the following list for additional district resources:

• Questions about a change in building location or work hours may be addressed to the Human Resources Director or designee.
• Employees in need of leave should consult the applicable collective bargaining agreement or contact Human Resources.
• Employees with disabilities in need of workplace accommodations may contact the district’s ADA coordinator.
• The district encourages employees to seek the counseling and mental health services they need. Insurance-eligible employees may access the district’s Employee Assistance Program (EAP), a benefit provided through Reliant Behavioral Health. This program offers free and confidential assessment and counseling services, online resources, and 24-hour crisis assistance. 1-866-750- 1327.

The district’s complaint procedures do not prevent the right of any individual to make direct complaints to the Oregon Bureau of Labor and Industries, the Equal Employment Opportunity Commission, the Oregon Department of Education (ODE), or the US Department of Education, Office of Civil Rights. Please note that complaints related to sexual harassment may only be filed with ODE after exhausting the district’s internal complaint procedure, or 90 days, whichever comes first.

Civil and criminal remedies not provided by the district may be available through the legal system. The right to pursue other legal remedies may be subject to statutes of limitation.

Code: GBN/JBA (4)
Adopted:  3/12/24

Third Party Notice of Rights – Sexual Harassment Complaints

Third Parties' Rights

• The right to be at district schools and activities free from sexual harassment.
•  The right to file a complaint pursuant to district policy GBN/JBA Sexual Harassment when they feel they have been the victim of sexual harassment.
•  The right to a fair, adequate, and impartial investigation.
•  The right to be notified when the investigation is concluded and as to whether a violation of the policy was found to have occurred, to the extent allowable under state and federal confidentiality laws.

Complaint Process

Third party complaints of sexual harassment should be made to the school administrator or department director or to the district Title IX Coordinator, Susan Rodriguez, at 503-356-4500 or titleix@beaverton.k12.or.us. Third parties may also use the formal complaint form available on the BSD website under “Report a Concern.”

The investigation will be completed within thirty (30) days from receipt of the complaint, unless impracticable. Once the investigation is complete, the person who initiated the complaint and the person reported will be notified in writing of the outcome. See district administrative regulation KL-AR for a full description of the complaint procedure under Oregon law and a description of Title IX complaint procedures.

No Retaliation

The initiation of a good faith complaint about behavior that may violate the district’s policy against sexual harassment may not adversely affect the educational assignments or educational environment of a student complainant, or any terms or conditions of employment or work environment of an employee complainant, or any terms or conditions of employment or of work or educational environment of a third-party complainant. There shall be no retaliation against any person who, in good faith, reports, files a complaint, or otherwise participates in an investigation or inquiry of sexual harassment.

Confidentiality Rights

The district will keep information related to sexual harassment complaints as confidential as is allowable under the law. The district will only release sexual harassment complaint information to individuals with a right or need to know in order to provide supportive measures, investigate the complaint, take corrective action or otherwise carry out the purposes of the district’s policy and applicable laws prohibiting sexual harassment, and to comply with the law, including due process rights for the accused. Please direct questions to the Title IX Coordinator.

The district’s complaint procedures do not prevent the right of any individual to make direct complaints to the Oregon Department of Education (ODE) or the US Department of Education, Office for Civil Rights. Please note that complaints related to sexual harassment may only be filed with ODE after exhausting the district’s internal complaint procedure, or 90 days, whichever comes first.

Civil and criminal remedies not provided by the district may be available through the legal system. The right to pursue other legal remedies may be subject to statutes of limitation.