Common use of Intake of Complaints Clause in Contracts

Intake of Complaints. 1. Any employee who believes he or she has been the victim of discrimination/harassment based on one or more of the Protected Categories by an employee, student, or other school personnel of the District, or by any other person who is participating in, observing, or otherwise engaged in activities, including sporting events and other extra-curricular activities under the auspices of the District, is encouraged to immediately report the alleged acts to the employee’s direct supervisor, to any building principal or assistant principal, or to the District’s Compliance Coordinator (whose name and contact information appears above in this Article). 2. Sometimes, an employee may feel more comfortable making a report of discrimination/harassment on the basis of one or more of the protected categories to an administrator who is of the same gender as the employee. Accordingly, an employee is permitted to make such a report to any building principal or assistant principal in the District, even if that administrator is assigned to a different school building within the District. Regardless, it is essential that the report be made to someone with the authority and obligation to act upon the concern. This means that the concern must be reported to the employee's direct supervisor or to a District principal, assistant principal, or Compliance Coordinator. 3. To assist the District in addressing the matter promptly and thoroughly, an employee reporting discrimination/harassment on the basis of one or more of the Protected Categories is encouraged to provide a written explanation that specifically details the employee’s concern. This Article contains an easily understood form that may be used for this purpose. However, an employee’s refusal to make a report in writing does not relieve the District of the obligation to investigate a report. 4. Before making the report, an employee who believes that he or she has been subjected to discrimination/harassment on the basis of one or more of the Protected Categories is not required to confront the individual who is the subject of the employee’s concern.

Intake of Complaints. 1. Any employee who believes he or she has been the victim of discrimination/harassment based on one or more of the Protected Categories by an employee, student, or other school personnel of the District, or by any other person who is participating in, observing, or otherwise engaged in activities, including sporting events and other extra-curricular activities under the auspices of the District, is encouraged to immediately report the alleged acts to the employee’s direct supervisor, to any building principal or assistant principal, or to the District’s Compliance Coordinator (whose name and contact information appears above in this Article). 2. Sometimes, an employee may feel more comfortable making a report of discrimination/harassment on the basis of one or more of the protected categories to an administrator who is of the same gender as the employee. Accordingly, an employee is permitted to make such a report to any building principal or assistant principal in the District, even if that administrator is assigned to a different school building within the District. Regardless, it is essential that the report be made to someone with the authority and obligation to act upon the concern. This means that the concern must be reported to the employee's direct supervisor or to a District principal, assistant principal, or Compliance Coordinator. 3. To assist the District in addressing the matter promptly and thoroughly, an employee reporting discrimination/harassment on the basis of one or more of the Protected Categories is encouraged to provide a written explanation that specifically details the employeestudent’s concern. This Article contains an easily understood form that may be used for this purpose. However, an employee’s refusal to make a report in writing does not relieve the District of the obligation to investigate a report. 4. Before making the report, an employee who believes that he or she has been subjected to discrimination/harassment on the basis of one or more of the Protected Categories is not required to confront the individual who is the subject of the employeestudent’s concern. 5. Any District supervisor or administrator who receives a report, orally or in writing, regarding discrimination/harassment on the basis of one or more of the Protected Categories must notify the District’s Compliance Coordinator within one school day or within a reasonable time thereafter for good cause.