Harassment and Retaliation. The District will provide training by a person with appropriate expertise on disability-based harassment and retaliation to District and school site level administrators and others with responsibility for investigating and responding to such allegations. The instruction will cover, for example, what constitutes harassment and retaliation and the obligation to respond to notice of harassment and retaliation, including how to identify complaints, conduct thorough investigations, evaluate evidence, reach conclusions, and implement remedies. By November 15, 2015, the District will provide a written description of the proposed trainings, including the names and qualifications of the proposed trainers, to OCR for review and approval. By January 31, 2016, the District will confirm to OCR that it provided the trainings, including a sign-up sheet or other evidence of attendance by name.
Harassment and Retaliation. Any DE employee who believes s/he has been discriminated against, harassed by or retaliated against by a supervisor, co‐worker, customer, vendor or agent of the Company on any basis noted above should promptly report the facts of the incident(s) and the names of the individuals involved to his/her supervisor or may, in the alternative, report such information to Human Resources or to a Company official. It is the responsibility of each employee to immediately report any violation or suspected violation of this Policy to his/her supervisor or manager or to Human Resources or to a Company official. DE Managers and supervisors are required to immediately report any complaints or incidents or reports of discrimination, harassment or retaliation to Human Resources or to a Company official. Any DE employee who violates this Policy will be subject to discipline up to and including the possibility of immediate discharge. Additionally, in some circumstances, individuals who engage in such acts of harassment or retaliation may be subject to personal liability. It is further noted that any DE employee who is found to have filed a knowingly false claim of discrimination, harassment or retaliation may be subject to discipline up to and including termination. Federal and state laws also prohibit retaliation against any person who has made a complaint of discrimination, harassment or retaliation; who has opposed any such illegal conduct; or who has testified or assisted regarding any complaint of discrimination, harassment or retaliation. Complaints of retaliation will be treated by DE the same as a complaint of discrimination or harassment.
