Eanes ISD
Records and Legal Services
(Regulation)
TRAINING TO PREVENT SEXUAL HARASSMENT
OVERVIEW
Employees must be trained yearly regarding the prevention of
sexual harassment and sexual abuse, and what employees shall
do if suspected sexual harassment or sexual abuse occurs.
Principals and supervisors are responsible for ensuring that their
employees receive annual training. Completed sign-in sheets
documenting the training are to be sent to Dr. Steven Ebell in
Human Resources.
Careful review of this regulation along with Eanes ISD Board
Policy sections DH (Legal, Local and Exhibit), DIA (Legal and
Local), FB (Legal and Local), and FFH (Legal and Local) will
substantially complete the required annual training.
The
objectives are:
 to understand the definition and terminology associated
with sexual harassment and sexual abuse;
 to recognize those actions that could be considered
sexual harassment and/or sexual abuse; and
 to understand the reporting process.
Additional training materials are available through the Coordinator
of Records and Legal Services. In addition, the Coordinator is
available to provide training programs to Eanes ISD departments.
SEXUAL
HARASSMENT
OF AN EMPLOYEE
SEXUAL
HARASSMENT OF
A STUDENT BY AN
EMPLOYEE
Sexual harassment of an employee is defined as unwelcome
sexual advances; requests for sexual favors; sexually motivated
physical, verbal, or nonverbal conduct; or other conduct or
communication of a sexual nature when:
1.
Submission to the conduct is either an explicit or implicit
condition of an employee’s employment, or when
submission to or rejection of the conduct is the basis for an
employment action affecting the employee; or
2.
The conduct is so severe, persistent, or pervasive that it has
the purpose or effect of unreasonably interfering with the
employee’s work performance or creates an intimidating,
threatening, hostile, or offensive work environment. [see
DIA (Local)]
Sexual harassment of a student by a District employee
includes both welcome and unwelcome sexual advances;
requests for sexual favors; sexually motivated physical, verbal, or
nonverbal conduct; or other conduct or communication of a
sexual nature when:
Related Board Policies: DH (Legal, Local & Exhibit); DIA (Legal & Local);
FB (Legal & Local); and FFH (Legal & Local)
Administrator: Coordinator of Records/Legal Services
Approved by Supt.:
Date Updated: 1/14/2008
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Eanes ISD
Records and Legal Services
(Regulation)
TRAINING TO PREVENT SEXUAL HARASSMENT
1.
A District employee causes the student to believe that the
student must submit to the conduct in order to participate in
a school program or activity, or that the employee will make
an educational decision based on whether or not the
student submits to the conduct; or
2.
The conduct is so severe, persistent, or pervasive that it:
a) Affects the student’s ability to participate in or
benefit from an educational program or activity,
or otherwise adversely affects the student’s
educational opportunities; or
b) Creates an intimidating, threatening, hostile, or
abusive educational environment.
Romantic or inappropriate social relationships between students
and District employees are prohibited. Any sexual relationship
between a student and a District employee is always prohibited,
even if consensual. [see FFH (Local)]
Sexual abuse of a student by an employee violates a student’s
constitutional right to bodily integrity. Sexual harassment of a
student may constitute discrimination on the basis of sex in
violation of Title IX. [see FFH (Legal)] Sexual harassment of a
student is conduct that is so severe, pervasive, and objectively
offensive that it can be said to deprive the victim of access to the
educational opportunities or benefits provided by the school.
[see FFH (Legal)]
SEXUAL
HARASSMENT OF
A STUDENT BY
OTHERS
Sexual harassment of a student, regardless of age, including
harassment committed by another student, regardless of age,
includes unwelcome sexual advances; requests for sexual
favors; or sexually motivated physical, verbal, or nonverbal
conduct when the conduct is so severe, persistent, or pervasive
that it:
1.
Affects a student’s ability to participate in or benefit from an
educational program or activity, or creates an intimidating,
threatening, hostile, or offensive educational environment;
2.
Has the purpose or effect of substantially or unreasonably
interfering with the student’s academic performance; or
Related Board Policies: DH (Legal, Local & Exhibit); DIA (Legal & Local);
FB (Legal & Local); and FFH (Legal & Local)
Administrator: Coordinator of Records/Legal Services
Approved by Supt.:
Date Updated: 1/14/2008
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Eanes ISD
Records and Legal Services
(Regulation)
TRAINING TO PREVENT SEXUAL HARASSMENT
3.
Otherwise adversely affects the student’s educational
opportunities.
EXAMPLES OF
SEXUAL
HARASSMENT
Examples of sexual harassment of a student may include, but are
not limited to, sexual advances; touching intimate body parts or
coercing physical contact that is sexual in nature; jokes or
conversations of a sexual nature; and other sexually motivated
conduct, communications, or contact.
WHAT IS NOT
CONSIDERED
SEXUAL
HARASSMENT
An employee’s necessary or permissible physical contact with a
child, such as assisting a child by taking the child’s hand,
comforting a child with a hug, or other physical contact not
reasonably construed as sexual in nature is not sexual
harassment. [see FFH (Local)]
Among school children, sexual harassment does not include
simple acts of teasing and name-calling, even when the
comments target differences in gender. [see FFH (Legal)]
SIGN-IN SHEET
A sign-in sheet form is attached.
Related Board Policies: DH (Legal, Local & Exhibit); DIA (Legal & Local);
FB (Legal & Local); and FFH (Legal & Local)
Administrator: Coordinator of Records/Legal Services
Approved by Supt.:
Date Updated: 1/14/2008
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