NORTH PENN SCHOOL DISTRICT
Administrative Regulations
4316(a)
PERSONNEL
Reference: Board Policy #4316
Professional and Support Staff
Harassment
Procedures for Reporting Harassment
An employee who feels he/she has been a target of unlawful harassment by district students, other
employees, or visitors to the schools or other district locations should report the alleged harassment
to the building administrator, department supervisor, or the district compliance officer (manager of
human resources) or designee as soon as possible after the occurrence..
When the complaint alleges that the accused harasser is a district employee or a visitor to the
school or other district location, the building administrator or department supervisor should report
the harassment to the district compliance officer. The district compliance officer will follow the
procedures outlined in this administrative regulation to investigate and resolve the complaint.
Employee complaints should be made in writing using the harassment complaint form designed for
this purpose, attached to this regulation, and available in the main office of every school. The
employee should then submit the complaint form to the district compliance officer. The district
compliance officer will forward complaints to the superintendent.
All employee harassment complaints must be investigated, resolved, and reported to the
superintendent.
Procedures for Investigating Harassment Complaints
Each complaint filed will be promptly and carefully investigated and all findings documented in
writing.
Upon receipt of the complaint, the district compliance officer or designee, the building principal,
and/or the department supervisor will conduct an investigation by interviewing the complainant, the
accused, and other parties who may have witnessed or have personal knowledge of the alleged
harassment. If the accused admits to the harassing behavior, the investigation should stop; if
applicable, supervisors should be notified; and disciplinary action should occur when appropriate.
If the accused does not admit to the harassing behavior, the investigation should be broadened to
include interviews of others who may have witnessed or have personal knowledge of the alleged
harassment.
All interviews shall be documented in writing and signed by witnesses in the presence of
administrators conducting the interviews.
Because of increased public awareness of harassment and the potential for legal liability,
administrators who are dealing with serious misconduct among employees should promptly inform
the district compliance officer, and superintendent who will together determine whether the incident
is serious enough to involve legal counsel.
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4316(b)
Procedures for Interviewing Involved Parties
Interviewing the complainant
The complainant should be encouraged to tell his/her story in a private setting. The investigators
should attempt to elicit specific facts from the complainant, including the following:
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Identity of the alleged harasser
Time and place of incident(s)
Specific details of what the harasser did and/or said
Names of witnesses or other harassment victims
Specific context in which conduct occurred
Effect of conduct on complainant (Was it perceived as a joke? Did it frighten, embarrass, or
humiliate complainant?)
Relationship of complainant to the accused
Prior relationship between complainant and accused
Desired consequence
The district compliance officer or designee shall use discretion during the investigation in
determining whether to disclose the witnesses’ identity to the accused. However, before
disciplinary action is taken, the accused harasser has a right to learn the identity of the accuser.
Interviewing the accused harasser
The accused harasser should be informed of the specific charges and allowed to fully explain
his/her version of the incident. The accused harasser may choose to request the presence of a
union representative. Investigators should also gather specific facts from the accused harasser,
including the following:
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relationship of accused to complainant, i.e. co-worker, etc.;
any prior relationship between accused and complainant, i.e. friend, etc.;
job title, job description of the accused, and specific duties at time of alleged harassment;
accused’s responsibility for others, authority over complainant / authority to recommend
employment decisions;
time and place of the incident(s);
specific details of the conduct of the complainant and the harasser;
names of witnesses; and
specific context in which conduct occurred.
Interviewing Accused’s Supervisor:
Investigators should interview the accused’s supervisor and gather the following information:
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Discipline problems and/or behavior patterns on part of accused or complainant
Whether complainant reported conduct to supervisor
Whether supervisor was in position to observe conduct
Interviewing Witnesses
The district compliance officer or designee will also interview any other witnesses with actual
knowledge of the incidents in the complaint or other individuals who may have been subject to
harassment by the accused.
All individuals interviewed shall be instructed to maintain confidentiality by refraining from
discussing the investigation with others.
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4316(c)
District administrators and other staff members conducting the investigation shall refrain from
sharing details of the complaint and investigation with witnesses.
When the accused is a student, parents must be informed if the student is subjected to any
discipline.
Disposition of Complaint
At the conclusion of the investigation, the results will be reported in writing to the superintendent.
The report shall include a summary of facts, conclusion, and the recommendation for any
necessary remediation or discipline, if appropriate. The complainant and the accused will be
informed generally of the results of the investigation.
If harassment has occurred, the superintendent or designee shall determine appropriate
disciplinary action, subject to the district policies, collective bargaining agreements and/or other
applicable law.
Any form of discipline short of termination of employment shall be accompanied by a warning that
similar misconduct in the future may result in termination of employment.
If no unlawful harassment has occurred, the parties and the superintendent shall be so notified.
Under no circumstances shall any record of a complaint which is found to be without basis be
released to any person other than the complainant, the accused, the superintendent, and where
appropriate, the board and/or legal counsel, without consent of the accused, except by order of the
court.
If the investigation is inconclusive, the investigator shall so state in a written report. The
superintendent or designee may, in his/her discretion, order the complainant and the accused to
participate in nondisciplinary remediation, including but not limited to meetings, training, counseling,
or mediation. Under no circumstances shall the accused or a complainant be disciplined based
upon an inconclusive investigation.
If harassment has not occurred, and the complaint was made in bad faith, then the superintendent
may take appropriate disciplinary action against the complainant.
If the accused retaliates against the complainant in any way because of the complaint, the
superintendent may take appropriate disciplinary action.
Review Procedure
If the complainant or accused is not satisfied with the decision, a written request stating specific
reasons to review the decision may be filed with the superintendent.
The superintendent or designee shall review the initial investigation and report and may also make
additional inquiries or investigations. The superintendent shall then prepare a written response to
the request for review.
Copies of the superintendent’s response shall be given to the complainant, the accused, the
investigators, and others directly involved as appropriate.
Policy Communication
The district compliance officer or designee shall review the harassment policy with all employees in
an appropriate manner at least once each school year.
ATTACHMENT
Reviewed: March 1999
Revised: December 11, 2008
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4316(d)
NORTH PENN SCHOOL DISTRICT
EMPLOYEE HARASSMENT REPORT FORM
DIRECTIONS: Complete the form by answering all questions. Do not be afraid to state names and
events, actual language and/or physical acts that occurred.
Remember: You have a right to be safe and protected and to feel secure at work.
Name of Complainant: ___________________________________________ Date _________
(Person making complaint)
Position: ____________________________________ Building _________________________
(Teacher, Secretary, Custodian, Assistant, etc.)
Name of person(s) who harassed you:_____________________________________________
Date(s) of alleged incident(s):____________________________________________________
Time(s) when behavior(s) occurred: ______________________________________________
_______________________________________________________________________________
Place(s) where behavior(s) occurred: _____________________________________________
_____________________________________________________________________________
Names of witnesses (if any):_____________________________________________________
_____________________________________________________________________________
______________________________________________________________________________
Describe the behavior(s) as clearly as possible. Include the following information: who was
involved, language used (threats, slurs, demands, requests, insults, etc.), physical contact
(touching, etc.), and any other relevant information.
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_____________________________________________________________________________
______________________________________________________________________________
Describe how you felt, thought, and/or reacted to the behavior or conduct.
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_______________________________________________________________________________
______________________________________________________________________________
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4316(e)
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______________________________________________________________________________
_____________________________________________________________________________
______________________________________________________________________________
How did the behavior affect your job performance?
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_____________________________________________________________________________
How often has the behavior occurred?
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_____________________________________________________________________________
What is your requested remedy or desired consequence?
_______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
_____________________________________________________________________________
I hereby certify that the information I have provided in this complaint is true, correct and
complete to the best of my knowledge and belief.
______________________________________________
Complainant Signature
________________________
Date
______________________________________________
District Compliance Officer / designee
________________________
Date
______________________________________________
________________________
Date
Please submit this form to the district compliance officer
(manager of human resources)@
401 E. Hancock Street
Lansdale, PA 19446
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