Executive Summary
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The mission of the Warren County School District is to educationally empower all students to think critically and solve problems through a rigorous curriculum that will provide them with the skills necessary to graduate and pursue a career of their interest.
Principles for Governance and Leadership
Pennsylvania school boards are committed to providing every student the opportunity to grow and achieve. The actions taken by the Board ultimately have both short and long-term impact in the classroom. Therefore, school directors collectively and individually will...
Lead Responsibly
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The translator/Antenna is currently located at the Warren County Career Center and must be relocated during construction/renovation of the facility.
Financial Reports
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Executive Summary: The transfers are to cover planned expenditures as outlined in the 2018-2019 budget as well as STEM and Building and Grounds Capital Projects that have previously been approved by the Board of Directors.
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The term of the agreement is three (3) years, July 1, 2019 - June 30, 2022.
The Every Student Achieves Act (ESSA) provides all children and youth in foster care with core protections for school stability and school access through a statutory vehicle that is separate from the McKinney-Vento Act, and that outlines clear, distinct and appropriate responsibilities for both the education and child welfare agencies. These amendments will remedy the significant challenges in implementing the McKinney-Vento Act for children and youth in foster care and build on the legislative foundation provided by the Fostering Connections to Success and Increasing Adoptions Act.
Every LEA must have in place a Memorandum of Understanding (MOU) and a transportation plan between it and the County Children and Youth Agencies (CCYAs) by January 31, 2017, with provisions in place by December 10, 2016.
The MOUs should, at a minimum
(a) Identify the point of contact (POC) for foster placement decision-making in both the school entity and the CCYA
(b) Define a process and criteria for making a “best interest determination,” a process that would presumably involve the POCs from CCYA and both the school entity of origin and the school entity in which the foster parent resides and would require sharing records in the possession of the CCYA and the school entity of origin
(c) Establish timelines for the completion of this “best interest determination” and for the enrollment of the child in whichever school is identified as meeting the “best interest” of the child—presumably, in most cases, the school of origin.
Executive Summary
The 2019-2020 Warren-Forest Counties Economic Opportunity Council, Inc. Agreement with Warren County School District establishes a cooperative partnership to secure treatment options (referral, treatment, discharge planning and client supports) for clients mutually served by both parties.
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Sweet, Stevens, Katz & Williams LLP (“SSKW”) will provide the following services to the Warren County School District (“District”) during the 2017-2018 and 2018-2019 school years: (1) telephone and electronic mail advice and opinions concerning special education, NCLBA compliance, student services, and student civil rights issues to the administrator or administrators designated by the District as the contact; (2) electronic mail opinions and advice, policies, guidelines, forms and worksheets, handouts and outlines, and other material of universal applicability or interest will be shared with the SSKW pool counsel community; and (3) members-only access to our pool counsel “resource room” library of past opinions at www.sweetstevens.com.
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The School-Based Access Program (SBAP) is administered by the Department of Human Services (DHS) and its contractors, Public Consulting Group (PCG) and Sivic Solutions Groups (SSG). The Agreement is necessary for (1) Direct Service Claiming Process and Fees and (2) Medicaid Administrative Claim (MAC) Process and Fees.
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The official names for the buildings that are operational to housing students are:
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Name (abbreviation) |
Address |
Attendance Area |
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Beaty-Warren Middle School (BWMS) |
2 Third Avenue Warren, PA 16365 |
Central |
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Eisenhower Elementary School (EES) |
3700 Rt. 957 Russell, PA 16345 |
North |
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Eisenhower Middle/ High School (EMHS) |
3700 Rt. 957 Russell, PA 16345 |
North |
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Sheffield Area Elementary School (SAES) |
6760 Rt. 6 Sheffield, PA 16347 |
East |
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Sheffield Area Middle/ High School (SAMHS) |
6760 Rt. 6 Sheffield, PA 16347 |
East |
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Warren Area High School (WAHS) |
345 E. Fifth Avenue Warren, PA 16365 |
Central |
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Warren Area Elementary Center (WAEC) |
343 E. Fifth Avenue Warren, PA 16365 |
Central |
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Youngsville Elementary
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232 Second Avenue Youngsville, PA 16371 |
West |
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Youngsville Middle/ High School (YMHS) |
227 College Street Youngsville, PA 16371 |
West |
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Warren County Area Vocational Technical School (Warren County Career Center – WCCC) |
347 E. Fifth Avenue Warren, PA 16365 |
All Areas |
Adoption Date - September 8, 2003
Revision Adopted - December 9, 2004; August 8, 2005;
June 30, 2014; April 13, 2015; June 24, 2019
Review Date -
Legal Reference -
Cross Reference -
1215 HARASSMENT
Harassment is a form of misconduct which undermines the integrity of the District, its learning environment, or which is detrimental to the well being of the District’s students or staff. In fulfilling the Board’s obligation to maintain a positive and a productive environment, the administration will make every attempt to halt any harassment of which it becomes aware by calling attention to this policy, and other related policies, or by more direct disciplinary action.
Harassment refers to acts of physical, verbal, sexual or psychological harassment which create an intimidating, hostile or offensive atmosphere. Harassment also occurs as intimidation or abusive behavior toward a student based on disability, including verbal acts and name calling, as well as nonverbal behavior, such as graphic and written statements, or conduct that is physically threatening, harmful or humiliating.
Certain types of harassment are addressed more specifically elsewhere in this Policy Manual, for those particular types the more specific procedures established in those other sections may be employed. For types of harassment not addressed elsewhere any person who believes he/she has been harassed may file a complaint with the Director of Human Resources or the Superintendent.
1215 HARASSMENT AND SEXUAL HARASSMENT
I. Purpose
The Board strives to provide a safe, positive environment for its employees, students, and third parties present on school property. Therefore, it shall be the policy of the District to maintain an environment in which harassment in any form is not tolerated. The Board prohibits all forms of unlawful harassment of employees, students, school board members, contracted individual, vendor, volunteers and other third parties on District property; on vehicles operated by the District’s transportation contractors; during District sponsored extra-curricular activities, co-curricular activities, and other District sponsored events, and through the use of electronic devices (including, but not limited to, computers, laptops, tablets, and cell phones) or social media. The Board encourages any individual who feels that he/she has been harassed to promptly report it pursuant to the complaint procedures outlined in this Policy.
II. Definitions
Harassment – For purposes of this Policy, the term “harassment” is defined as unwanted and unwelcome verbal, written, graphic or physical conduct related, but not limited to, an individual’s age, race, color, national origin/ethnicity, gender, disability, or religion when such conduct:
1. Is sufficiently severe, persistent or pervasive affecting an individual’s ability to perform job functions or school work; affects an individual’s ability to participate in a District sponsored extra-curricular activity, co-curricular activity, or other District sponsored event; or creates an intimidating, threatening or abusive working environment, educational environment, or other environment; and/or,
2. is offensive or objectionable to the recipient and causes the recipient discomfort or humiliation; and/or,
3. has the purpose or effect of substantially or unreasonably interfering with an individual’s work performance, educational performance, or extra-curricular/co-curricular performance; and/or,
4. otherwise adversely affects an individual’s employment, educational, or extra-curricular/co-curricular opportunities.
Sexual Harassment – For purposes of this Policy, the term “sexual harassment” is defined as unwanted and unwelcome sexual advances, requests for sexual favors and other inappropriate verbal, written, graphic or physical conduct of a sexual nature when:
1. Acceptance of such conduct is a term or condition of an individual’s continued employment, continued contract status, continued volunteer status; the grade or credit received for school work; or participation, or the level of participation, in an extra-curricular/co-curricular activity; and/or
2. submission to or rejection of such conduct is used as the basis for employment decisions, contract decisions, volunteer status decisions, academic decisions, or extra-curricular/co-curricular decisions affecting the individual; and/or,
3. such conduct is sufficiently severe, persistent or pervasive that it has the purpose or effect of creating an intimidating, hostile or offensive working environment, educational environment, or other environment.
Examples of conduct which may constitute sexual harassment include, but are not limited to, (i) sexual flirtations, sexual advances, inappropriate touching or sexual propositions; (ii) verbal abuse of a sexual nature; (iii) graphic, suggestive, vulgar, abusive or inappropriate conduct, comments or innuendoes pertaining to an individual’s dress or body; (iv) sexually degrading comments or jokes regarding an individual; (v) drawings, images, pictures, graphics, or graffiti depicting an individual in a state of undress or referencing sexual activities; (vi) showing an individual objects pertaining to sexual activities or (vii) any conduct having the effect of unreasonably interfering with an individual’s ability to work, perform school work, learn or perform volunteer services creates an intimidating, hostile, or offensive working or learning environment.
III. Complaint Process
A. Complaint Process for Employees, School Board Members, Contracted Individuals, Vendors, Volunteers, and other Third Parties
When an employee, school board member, contracted individual, vendor, volunteer, or other third party believes that he/she is the victim of harassment and/or sexual harassment, he/she shall report the complaint of harassment and/or sexual harassment to the Superintendent, who shall refer the complaint to the District’s Title IX Coordinator. The Title IX Coordinator shall then:
1. Inform the person of his/her rights and of the complaint process.
2. Promptly conduct an impartial, thorough, and confidential investigation of the alleged harassment and/or sexual harassment. In conducting the investigation, the Title IX Coordinator shall identify any other District employees who will assist in conducting the investigation and shall consult with legal counsel regarding the investigation and the rights of the complainant and the accused involved in the investigation.
3. Provide the findings of the investigation to the complainant and the accused.
4. If the investigation results in finding harassment and/or sexual harassment occurred, the Title IX Coordinator, in consultation with legal counsel, shall implement appropriate corrective action designed to cease the harassment and/or sexual harassment and prevent a recurrence.
If the Superintendent is the person being accused of harassment and/or sexual harassment, the complainant shall report the complaint to the Human Resources Supervisor, who shall refer the complaint to the District’s Title IX Coordinator to carry out the complaint process identified in items one through four above.
If the Title IX Coordinator is the person being accused of harassment and/or sexual harassment, upon receiving a complaint, the Superintendent shall promptly consult with legal counsel to determine who shall be responsible for carrying out the complaint process identified in items one through four above.
B. Complaint Process for Students
When a student believes that he/she is the victim of harassment and/or sexual harassment, he/she (or his/her parent/guardian) shall report the complaint of harassment and/or sexual harassment to the building principal, who shall promptly notify the Superintendent. The Superintendent shall refer the complaint to the District’s Title IX Coordinator. The Title IX Coordinator shall then:
1. Contact the student’s parents/guardians inform the student and his/her parents/guardians of the student’s rights and of the complaint process.
2. Conduct an impartial, thorough, and confidential investigation of the alleged harassment and/or sexual harassment. In conducting the investigation, the Title IX Coordinator shall identify any other District employees who will assist in conducting the investigation and shall consult with legal counsel regarding the investigation and the rights of the complainant and the accused involved in the investigation. The confidentiality of all parties shall be maintained, consistent with the District’s legal and investigative obligations.
3. Provide the findings of the investigation to the student, the student’s parents/guardians, and the accused.
4. If the investigation results in finding harassment and/or sexual harassment occurred, the Title IX Coordinator, in consultation with legal counsel, shall implement appropriate corrective action designed to cease the harassment and/or sexual harassment and prevent a recurrence.
If the building principal or the Superintendent is the person being accused of harassment and/or sexual harassment, the complainant shall report the complaint to the school’s guidance counselor, who shall refer the complaint to the District’s Title IX Coordinator to carry out the complaint process identified in items one through four above.
If the Title IX Coordinator is the person being accused of harassment and/or sexual harassment, upon being notified of a complaint by the building principal, the Superintendent shall promptly consult with legal counsel to determine who shall be responsible for carrying out the complaint process identified in items one through four above.
IV. Retaliation Prohibited
There shall be no retaliation against any person who has, in good faith, reported a complaint of harassment and/or sexual harassment, assisted in the reporting of such a complaint, served as a witness or representative of the complainant, rejected harassment and/or sexual harassment by others, or who has otherwise taken any reasonable action to stop harassment and/or sexual harassment.
Any individual who believes that he/she has been subject to retaliation shall report the alleged retaliation to the Superintendent, who shall refer the matter to the Title IX Coordinator. The Title IX Coordinator shall then consult with legal counsel and promptly conduct an impartial, thorough, and confidential investigation of the alleged retaliation.
If the Superintendent is the person being accused of retaliation, the complainant shall report the alleged retaliation to the Human Resources Supervisor, who shall refer the complaint to the District’s Title IX Coordinator.
If the Title IX Coordinator is the person being accused of harassment and/or sexual harassment, upon receiving a report of retaliation, the Superintendent shall consult with legal counsel and promptly conduct an impartial, thorough, and confidential investigation of the alleged retaliation.
V. Violations of this Policy & False Accusations
Any employee who violates this Policy, or who knowingly makes a false accusation of harassment and/or sexual harassment, shall be subject to disciplinary action, which may include termination, pursuant to the District’s employee discipline policies, procedures, and/or practices. As applicable, a violation or knowingly false accusation by an employee may also be reported to the Pennsylvania Department of Education pursuant to the Professional Educator Discipline Act and/or law enforcement.
Any volunteer violating this Policy, or who knowingly makes a false accusation of harassment and/or sexual harassment, shall be subject to adverse actions which may include, but are not limited to, termination as a volunteer, denial of any facility use requests, and/or exclusion from District property for a period of time determined appropriate by the Superintendent or his/her designee. As applicable, a violation or knowingly false accusation by a volunteer may also be reported to law enforcement.
Any contractor or vendor violating this Policy, or who knowingly makes a false accusation of harassment and/or sexual harassment, shall be subject to adverse actions which may include, but are not limited to, a termination of services and any applicable contract, a prohibition against visiting District employees, and/or the contractor/vendor being ineligible for, or an unqualified bidder for, any future contracts to be awarded by the District. As applicable, a violation or knowingly false accusation by a contractor or vendor may also be reported to law enforcement.
Any student who violates this Policy, or who knowingly makes a false accusation of harassment and/or sexual harassment, shall be subject to discipline, including expulsion, pursuant to the District’s Discipline Code (Policy 10510). As applicable, a violation or knowingly false accusation by a student may also be reported to law enforcement pursuant to the Safe Schools Act and the District’s Memorandum of Understanding with its local law enforcement agencies.
Any school board member who violates this Policy, or who knowingly makes a false accusation of harassment and/or sexual harassment, shall be subject to any adverse action that is permitted by law to be taken against a school board member. As applicable, a violation or knowingly false accusation by school board member may also be reported to law enforcement.
No punishment shall be imposed for a good faith report that is ultimately determined to be untrue, unverified, or unverifiable. This Policy is only intended to punish knowingly making a false accusation.
Nothing contained in this Policy shall prevent a person from taking any other action with respect to alleged harassment and/or sexual harassment including, but not limited to, filing a complaint with the Equal Employment Opportunity Commissions, the Pennsylvania Human Relations Commission, the police, or other legal authorities.
VI. Handbooks and Website
This Policy shall be included in applicable handbooks and posted on the District website.
VII. Obligation of Independent Contractors
Independent contractors doing business with the District shall ensure that their employees who have interaction with students, or are present on school grounds or vehicles transporting District students, are informed of the provisions of this Policy.
VIII. Delegation of Responsibility.
The Superintendent is hereby authorized to develop any administrative procedures deemed necessary by the Superintendent to implement this Policy.
Adoption Date - April 9, 2001
Review Date -
Revision Date - July 29, 2019
Legal Reference - 42 U.S.C. §2000d, et. seq.
- 42 U.S.C. §2000e, et. seq.
- 43 P.S. §952, et. seq.
- 29 C.F.R. §1604.11
- 29 C.F.R. §1606.8
- 18 Pa.C.S.A. §2709
- 20 U.S.C. §1232g
- 34 C.F.R. Part 99
Cross Reference - Policies 5002, 5404, 5415, 7135, 9646, 9950, 10450, 10460, 10495, 10510, & 10920
I. Purpose and Definitions
This Policy applies to District employees, volunteers, student teachers, independent contractors and their employees, and school board members who interact with students or are present on school grounds. For purposes of this Policy, such individuals are referred to collectively as adults. The term adults as used in this Policy, does not include District students who perform services on a volunteer or compensated basis.
All adults shall be expected to maintain professional, moral, and ethical relationships with District students which are conducive to an effective, safe learning environment. This Policy addresses a range of behaviors including not only obviously unlawful or improper interactions with students, but also precursor grooming and other boundary-blurring behaviors which can lead to more egregious misconduct.
This Policy is not intended to interfere with appropriate pre-existing personal relationships between adults and students and their families that exist independently of the District or to interfere with participation in civic, religious, or other outside organizations which include District students.
For purposes of this Policy, the term legitimate educational reasons means matters or communications related to teaching, counseling, athletics, extracurricular activities, treatment of a student’s physical injury or other medical needs, school administration, or other purposes within the scope of the adults’ job duties.
For purposes of this Policy, the term educator means a person who holds a certificate, who is a charter or cyber charter school staff member or who is a contracted educational provider staff member.
For purposes of this Policy, electronic communication shall mean a communication transmitted by means of an electronic device including, but not limited to, a telephone, cellular telephone, computer, computer network, personal data assistant, or pager. Electronic communications include, but are not limited to, emails, instant messages, and communications made by means of an Internet website, including social media, and other networking websites.
II. Guidelines
Adults shall establish and maintain appropriate personal boundaries with students and not engage in any behavior prohibited by this Policy or which creates the appearance of prohibited behavior.
III. Prohibited Conduct
A. Romantic or Sexual Relationships
Adults shall be prohibited from dating, courting, or entering into or attempting to form a romantic or sexual relationship with any student enrolled in the District, regardless of the student’s age. Students of any age are not legally capable of consenting to romantic or sexual interactions with adults.
Prohibited romantic or sexual interaction involving students includes, but is not limited to:
1. Sexual physical contact.
2. Romantic flirtation, propositions, or sexual remarks.
3. Sexual slurs, leering, epithets, sexual or derogatory comments.
4. Personal comments about a student’s body.
5. Sexual jokes, notes, stories, drawings, gestures or pictures.
6. Spreading sexual or romantic rumors.
7. Touching a student’s body or clothes in a sexual or intimate way.
8. Accepting massages, or offering or giving massages other than in the course of injury care administered by an athletic trainer, coach, or health care provider.
9. Restricting a student’s freedom of movement in a sexually intimidating or provocative manner.
10. Displaying or transmitting sexual objects, pictures, or depictions.
B. Social Interactions
In order to maintain professional boundaries, adults shall ensure their social interactions with students are appropriate.
Examples of prohibited conduct violating professional boundaries include, but are not limited to:
1. Disclosing personal, sexual, family, employment concerns, or other private matters to one or more students.
2. Exchanging notes, emails, or other communications of a personal nature with a student.
3. Giving personal gifts, cards, or letters to a student without written approval from the building principal.
4. Touching students without a legitimate educational reason. (Reasons could include the need for assistance when injured, a kindergartner having a toileting accident and requiring assistance, appropriate coaching instruction, or appropriate music instruction).
5. Singling out a particular student or students for personal attention or friendship beyond the ordinary professional adult-student relationship.
6. Taking a student out of class without a legitimate educational reason.
7. Being alone with a student behind closed doors without a legitimate educational reason.
8. Initiating or extending contact with a student beyond the school day or outside of class times without a legitimate educational reason.
9. Sending or accompanying a student on personal errands.
10. Inviting a student to the adult’s home.
11. Going to a student’s home without a legitimate educational reason.
12. Taking a student on outings without prior notification to and approval from both the parent/guardian and the building principal.
13. Giving a student a ride alone in a vehicle in a non-emergency situation without prior notification to and approval from both the parent/guardian and the building principal.
14. Addressing students or permitting students to address adults with personalized terms of endearment, pet names, or otherwise in an overly familiar manner.
15. Telling a student personal secrets or sharing personal secrets with a student.
16. For adults who are not guidance/counseling staff, psychologists, social workers or other adults with designated responsibilities to counsel students, encouraging students to confide their personal or family problems and/or relationships. If a student initiates such discussions, the student should be referred to the appropriate school resource.
17. Furnishing alcohol, drugs. or tobacco to a student or being present where any student is consuming these substances.
18. Engaging in harassing or discriminatory conduct prohibited by other District policies or by state or federal law and regulations.
C. Electronic Communications
As with other forms of communication, when communicating electronically, adults shall maintain professional boundaries with students. Electronic communication with students shall be for legitimate educational reasons only.
When available, District-provided email or other District-provided communication devices shall be used when communicating electronically with students. The use of District-provided email or other District-provided communication devices shall be in accordance with District policies and procedures.
All electronic communications from coaches and advisors to team or club members shall be sent in a single communication to all participating team or club members, except for communications concerning an individual student’s medical or academic privacy matters, in which case the communications will be copied to the building principal. In the case of sports teams under the direction of the Athletic Director, such medical or academic communications shall also be copied to the Athletic Director.
Adults shall not follow or accept requests for current students to be friends or connections on personal social networking sites and shall not create any networking site for communication with students other than those provided by the District for this purpose, without the prior written approval of the building principal.
IV. Exceptions
An emergency situation or a legitimate educational reason may justify deviation from professional boundaries set out in this Policy. The adult shall be prepared to articulate the reason for any deviation from the requirements of this Policy and must demonstrate that he/she has maintained an appropriate relationship with the student. Under no circumstance will an educational or other reason justify deviation from the "Romantic and Sexual Relationships" section of this Policy.
There will be circumstances where personal relationships develop between an adult and a student’s family, e.g., when their children become friends. This Policy is not intended to interfere with such relationships or to limit activities which are normally consistent with such relationships. Adults are strongly encouraged to maintain professional boundaries appropriate to the nature of the activity.
It is understood that many adults are involved in various other roles in the community through non-District-related civic, religious, athletic, scouting, or other organizations and programs whose participants may include District students. Such community involvement is commendable, and this Policy is not intended to interfere with or restrict an adult’s ability to serve in those roles; however, adults are strongly encouraged to maintain professional boundaries appropriate to the nature of the activity with regard to all youth with whom they interact in the course of their community involvement.
V. Reporting Inappropriate or Suspicious Conduct and the Investigation Process
Any person, including a student, who has concerns about or is uncomfortable with a relationship or interaction between an adult and a student shall immediately notify the building principal, who shall immediately notify the Superintendent. Once notified of a potential violation of this Policy, the Superintendent shall refer the matter to the District’s Title IX Coordinator. The Title IX Coordinator shall then:
1. Contact the student’s parents/guardians inform the student and his/her parents/guardians of the student’s rights and of the process to address the matter.
2. Conduct an impartial, thorough, and confidential investigation of the alleged conduct. In conducting the investigation, the Title IX Coordinator shall identify any other District employees who will assist in conducting the investigation and shall consult with legal counsel regarding the investigation and the rights of the complainant and the accused involved in the investigation. The confidentiality of all parties shall be maintained, consistent with the District’s legal and investigative obligations.
3. Provide the findings of the investigation to the student, the student’s parents/guardians, and the accused.
4. If the investigation results in finding inappropriate conduct occurred, the Title IX Coordinator, in consultation with legal counsel, shall implement appropriate corrective action designed to cease the conduct and prevent a recurrence. .
If the building principal is the person being accused, any person, including a student, who has concerns about or is uncomfortable with a relationship or interaction between the principal and a student, shall immediately notify the school’s guidance counselor, who shall immediately notify the Superintendent. Once notified of a potential violation of this Policy, the Superintendent shall refer the matter to the District’s Title IX Coordinator to carry out the process identified in items one through four above.
If the Superintendent is the person being accused, the building principal shall report the matter directly to the District’s Title IX Coordinator to carry out the process identified in items one through four above.
If the Title IX Coordinator is the person being accused, the Superintendent shall promptly consult with legal counsel to determine who shall be responsible for carrying out the process identified in items one through four above.
It is understood some reports made pursuant to this Policy will be based on rumors or misunderstandings; the mere fact that the reported adult is cleared of any wrongdoing shall not result in disciplinary action against the reporter or any witnesses. If as the result of an investigation any individual, including the reported adult, the reporter, or a witness is found to have knowingly provided false information in making the report or during the investigation or hearings related to the report, or if any individual intentionally obstructs the investigation or hearings, this may be addressed as a violation of this Policy and other applicable laws, regulations, and District policies. Obstruction includes, but is not limited to, violation of “no contact” orders given to the reported adult, attempting to alter or influence witness testimony, and destruction of, or hiding evidence.
VI. Additional Reporting Requirements
All District employees, independent contractors, and volunteers who have reasonable cause to suspect a child is the victim of child abuse, shall immediately report the suspected abuse, in accordance with applicable law, regulations, and Policy 7020.
An educator who knows of any action, inaction, or conduct which constitutes sexual abuse or exploitation or sexual misconduct under the Educator Discipline Act shall report such misconduct to PDE on the required form and shall report such misconduct to the Superintendent and his/her immediate supervisor, within fifteen (15) days of discovery of such misconduct.
If the Superintendent or designee reasonably suspects that conduct being reported involves an incident required to be reported under the Child Protective Services Law, the Educator Discipline Act, or the Safe Schools Act, the Superintendent or designee shall make a report, in accordance with applicable law, regulations, Policy 7020, and the District’s Memorandum of Understanding with Law Enforcement.
VII. Retaliation Prohibited
There shall be no retaliation against any person who has, in good faith, reported a potential violation of this Policy or assisted in reporting a potential violation; served as a witness or representative of the complainant; rejected prohibited behavior by an adult; or who has otherwise taken any reasonable action to stop prohibited behavior by an adult.
Any individual who believes that he/she has been subject to retaliation shall report the alleged retaliation to the Superintendent, who shall refer the matter to the Title IX Coordinator. The Title IX Coordinator shall then consult with legal counsel and promptly conduct an impartial, thorough and confidential investigation of the alleged retaliation.
If the Superintendent is the person being accused of retaliation, the complainant shall report the alleged retaliation to the Human Resources Supervisor, who shall refer the complaint to the District’s Title IX Coordinator.
If the Title IX Coordinator is the person being accused of harassment and/or sexual harassment, upon receiving a report of retaliation, the Superintendent shall consult with legal counsel and promptly conduct an impartial, thorough, and confidential investigation of the alleged retaliation.
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VIII. Disciplinary Action
A District employee who violates this Policy may be subject to disciplinary action, up to and including termination, in accordance with all applicable District disciplinary policies and procedures.
A volunteer, student teacher, or independent contractor, or an employee of an independent contractor who violates this Policy may be prohibited from working or serving in District schools or on vehicles transporting District students for an appropriate period of time or permanently, as determined by the Superintendent or designee.
Any school board member who violates this Policy shall be subject to any adverse action permitted by law.
A violation of this Policy may also lead to additional adverse actions including, but not limited to, an exclusion from District property for a period of time determined appropriate by the Superintendent or his/her designee; a report to law enforcement; the termination of any contract with a contractor/vendor; and a contractor/vendor being ineligible for, or an unqualified bidder for, any future contracts to be awarded by the District.
IX . Handbooks and Website
This Policy shall be included in applicable handbooks and posted on the District website.
X. Obligation of Independent Contractors
Independent contractors doing business with the District shall ensure their employees who have interaction with students, or are present on school grounds or operate vehicles transporting District students, are informed of the provisions of this Policy.
Adoption Date - July 29, 2019
Review Date -
Revision Date -
Legal Reference - 24 P.S. §510; 24 P.S. §2070.1(a); 24 P.S. §2070.9(a); 24 P.S. §1302.1-A; 24 P.S. §1303-A; 23 Pa.C.S.A §6301; 23 Pa.C.S.A §6311;
22 Pa. Code §10.2; 22 Pa. Code §10.21; 22 Pa. Code §10.22;
22 Pa. Code §235.1 et. seq.
Cross Reference - Policies 5002, 5404, 5415, 7020, 7135, 7230, 9646, 9950, and 1215
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