Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to any of the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also report claims using Board policy 2:260, Uniform Grievance Procedure. If a claim is reported using Board policy 2:260, then the Complaint Manager shall process and review the complaint according to that policy, in addition to any response required by this policy 5:20, Workplace Harassment Prohibited. The Superintendent shall insert into this policy the names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Xxxxx Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. Xxxxxxxx, Oak Park, IL 60302 000 X. Xxxxxxxx, Oak Park, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor or administrator who fails to promptly forward a report or complaint may be disciplined, up to and including discharge. Reports and complaints of harassment will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain a workplace environment that is productive, respectful, and free of unlawful discrimination, including harassment. The District shall investigate alleged workplace harassment when a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed.
Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees mayalso report claims using Board policy 2:260, Uniform Grievance Procedure. If a claim is reported using Board policy 2:260, then the Complaint Manager shall process and review the complaint according to that policy, in addition to anyresponse required bythis policy. The Superintendent shall insert into this policythe names, addresses, and telephone numbers of the District’s current Nondiscrimination Coordinator and Complaint Managers. Xxxx Xxxxxxx, Asst. Supt. for Special Services 0000 Xxxxxxxxxx Xx., Xx. Xxxxxxxx, IL 60056 xxxxxxxx@xxxx00.xxx 000-000-0000 Xxxx Xxxxxx, Principal of River Trails Middle School Xxxxx Xxxxxxxx, Asst. Supt. for Business Services 0000 X. Xxxx Rd., Mt. Prospect, IL 60056 0000 Xxxxxxxxxx Xx., xX. Prospect, IL 60056 xxxxxxx@xxxx00.xxx xxxxxxxxx@xxxx00.xxx 000-000-0000 000-000-0000 Complaints-Retaliation for Reporting Harassment Any employee who believes s/he have been the subject of harassment or retaliation for complaining about harassment shall enjoythe protections afforded a whistleblower, or the protect set forth in the Illinois Whistleblower Act (740 ILCS 174/1 et seq.) Employees also have the right to file a charge of a civil rights violation with the Illinois Department of Human Rights Commission. Additional information is available at: xxxx://xxx.xxxxx.xx.xx/dhr. Illinois Department of Human Rights Illinois Human Rights Commission Xxxxx X. Xxxxxxxx Center Xxxxx X. Xxxxxxxx Center 000 Xxxx Xxxxxxxx Xxxxxx, Suite 10-000 000 Xxxx Xxxxxxxx Xxxxxx, Suite 5-100 Chicago, Illinois 60601 Chicago, Illinois 60601 312.814.6200 312.814.6269 312.263.1579 (TDD) Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. Asupervisor or administrator who fails to promptlyforward a report or complaint maybe disciplined, up to and including discharge. Reports and complaints of harassment will be confidential to the greatest extent practicable, subject to the District’s dutyto investigate and maintain a workplace environment that is productive, respectful, and free of unlawful discrimination, including harassment. The District shall investigate a...
