COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a party concerning a teacher's conduct or other activities that relate to the teacher's employment duties, the teacher shall be informed of the stated concern by the appropriate administrator. The appropriate administrator and teacher shall attempt to resolve the concern with the complainant. No complaint shall be investigated unless the identity of the complaining party is provided to the teacher, as well as the nature of the complaint. Should the person still not be satisfied and bring the concern to the Board, after hearing the complaint the Board shall refer the complaint to the Superintendent or appropriate administrator for investigation. The teacher shall be so informed and have the right to provide information concerning the issue to the appropriate administrator with rights of representation and due process. Should the issue come again before the Board, the teacher shall be so informed and have the right to provide the Board information concerning the issue, in executive session and with rights of representation. Any meeting with the Board pursuant to this procedure shall be in executive session. If there are any questions concerning the procedure, the teacher has due process rights under the grievance procedure. If the Board or a member of the Board is contacted by a person with a complaint, the Board will advise the person to follow the provisions. However, complaints of suspected child abuse shall be reported as required by Ohio law.
COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or administrators concerning a teacher's conduct or to other activities that relate to the teacher's employment duties, and the complaint is considered serious enough to warrant an investigation, the teacher shall be informed as follows: During the time school is in session: within forty-eight (48) hours, excluding days not in session. During the summer break: within seventy-two (72) hours, excluding weekends and days the Board office is closed. Initial summer notification shall be attempted by phone with written notification to the member's last known address. The Board shall not be required to abide by the above timelines if prohibited to do so by a legal authority having jurisdiction over the complaint. Initially, the teacher will be informed of the nature of the complaint and the identity of the complainant before the administration talks with a student or staff member other than the person(s) submitting the complaint. Such disclosure shall not be required if students or staff members other than the complainant are not interviewed by the administration. If, after investigation, the administration determines that action may be taken on the complaint, a meeting shall be held between the teacher and his/her administrator. At the meeting between the teacher and his/her administrator, the teacher shall have the alleged misconduct/complaint explained in full detail. The appropriate administrator and teacher shall attempt to resolve the party's complaint. Following the disclosure meeting, the teacher will have the right to a follow-up meeting with his/her administrator, at which time the teacher shall be afforded the right to submit names of witnesses for the administration to interview. The investigating administrator shall inform the teacher of the status of the investigation no longer than five (5) teacher work days after the first notice to the teacher and no more than every five (5) teacher work days after the first status report, until the investigation is terminated. Should the investigation of the complaint prove the complaint to be unjustified, the teacher shall be so notified within two (2) teacher workdays of the termination of the investigation and no record of said complaint shall be placed in the teacher's personnel file. The administration shall have five (5) teacher workdays from receipt of a complaint to determine if the complaint is considered serious enough to warrant an investigat...
COMPLAINTS AGAINST PERSONNEL. 1. In the event a complaint is determined to fall under Title IX, the District will follow current federal regulations.
COMPLAINTS AGAINST PERSONNEL. 1. The administration may commence an investigation as to the authenticity of any information related to a complaint. No complaint will be placed in any personnel file of a certified member unless:
COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a person concerning a member’s conduct or other activities that relate to the member’s employment duties, the member shall be informed of the stated concern by the appropriate administrator prior to the imposition of discipline. The appropriate administrator shall attempt to resolve the concern with the complainant. This could include the involvement of the member if deemed appropriate by the administrator. Should the complainant still not be satisfied and bring the concern to the Superintendent and/or Board, the member shall be so informed and have the right to provide the Board with information concerning the issue, in Executive Session, and with rights of representation and due process. In no case shall such a complaint be grounds for action or reprimand or discipline against a member without the member having prior notice that would allow a reasonable period of time for the member to attempt to resolve the concern or be provided a hearing with representation, if requested, or provide information on the issue to the administration.
COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a person concerning a member’s conduct or other activities that relate to the member’s employment duties, the member shall be informed of the stated concern by the appropriate administrator. The appropriate administrator and member shall attempt to resolve the concern with the parent. Should the person still not be satisfied and bring the concern to the Superintendent and/or Board, the member shall be so informed and have the right to provide the Board with information concerning the issue, in Executive Session, and with rights of representation and due process. In no case shall such a complaint be grounds for action or reprimand or discipline against a member without the member having prior notice that would allow a reasonable period of time for the member to attempt to resolve the concern or be provided a hearing with representation, if requested, or provide information on the issue to the administration.
