Common use of Whom to Contact with a Report or Complaint Clause in Contracts

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. Nondiscrimination Coordinator: Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Complaint Managers: 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 Investigation Process 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 any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response anyresponse required by this policy 5:20, Workplace Harassment Prohibitedbythis policy. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx Xxxx Xxxxxxx, Senior Director of Human Resources OPRFHSAsst. Supt. for Special Services 0000 Xxxxxxxxxx Xx., Room 214 000 X. Xx. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 60056 xxxxxxxx@xxxx00.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxx, Principal of River Trails Middle School Xxxxx Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. Xxxxxxxx, Oak ParkAsst. Supt. for Business Services 0000 X. Xxxx Rd., Mt. Prospect, IL 60302 000 X. Xxxxxxxx60056 0000 Xxxxxxxxxx Xx., Oak ParkxX. Prospect, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 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. To file a charge, contact: For public hearing information, contact: 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) Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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 the Nondiscrimination Coordinator or a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response anyresponse required by this bythis policy 5:20, Workplace Harassment Prohibited. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxx Xxxxxxx 0000 X. Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak ParkSt. Xxxxxx, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 62959 000-000-0000 Complaint Managers: Xxx Xxxxxxx Xxxxx Xxxxx 0000 X. Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. Xxxxxxxx, Oak ParkSt. Xxxxxx, IL 60302 000 62959 0000 X. Xxxxxxxx, Oak ParkXxxxxx St. Xxxxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 62959 000-000-0000 000-000-0000 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

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 administratoranadministrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also report claims using Board policy 2:260alsoreportclaimsusingBoardpolicy2:260, Uniform Grievance Procedure. If a claim is reported using Board policy 2:260, then the UniformGrievanceProcedure.Ifa claimisreportedusingBoardpolicy2:260,thenthe 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 ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxx. Xxxxxxx Xxxxxxxx, Oak ParkDirector for Curriculum and Instruction 000 Xxxxxxxx Xx., Galesburg, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 61401 xxxxxxxxx@xxxxxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxxx Xxxxxx Xxx. Xxxxxxx Xxxxxxxx Ms. Xxxxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. XxxxxxxxXxxxxxxx Xx., Oak ParkGalesburg, IL 60302 61401 000 X. XxxxxxxxXxxxxxxx Xx., Oak ParkGalesburg, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 61401 xxxxxxxxx@xxxxxxxxx000.xxx xxxxx@xxxxxxxxx000.xxx 000-000-0000 000-000-0000 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor or administrator who fails to promptly forward promptlyforward 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 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. Prohibited The Superintendent shall insert into this policy the names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx XxxxxxxXxxx Xxxxxxxxx – District Office 00000 X. Xxxx St., Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak ParkChannahon, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 60410 Email 000-000-0000 Complaint Managers: Xxxxx Xxxxxx-Three Xxxxxx School Xx. Xxxx Xxxxxx-Channahon Jr. High School 00000 X Xxxxxxx OPRFHS OPRFHS 000 X. XxxxxxxxXx., Oak ParkXxxxxxxxx, IL 60302 000 X. XxxxxxxxXX 00000 00000 X Xxxxx Xx., Oak ParkXxxxxxxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 XX 00000 Email Email 000-000-0000 000-000-0000 Investigation Process 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 any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response anyresponse required by this bythis policy 5:20, Workplace Harassment Prohibited. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 Complaint Managers: 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 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response anyresponse required by this policy 5:20, Workplace Harassment Prohibitedbythis policy. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxx Xxxxxxx 0000 X. Xxxxxx Xxxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak ParkSt. Xxxxxx, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 62959 000-000-0000 Complaint Managers: Xxx Xxxxxxx Xxxxx Xxxxx 0000 X. Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. Xxxxxxxx, Oak ParkSt. Xxxxxx, IL 60302 000 62959 0000 X. Xxxxxxxx, Oak ParkXxxxxx St. Xxxxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 62959 000-000-0000 000-000-0000 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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 the Nondiscrimination Coordinator or a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 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 Managersbythis policy. Nondiscrimination Coordinator: Xxxxxx XxxxxxxXxxx Xxxxxxxxx 000 Xxxxx Xxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak ParkCrest Hill, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 60403 xxxxxxxxxx@xxxxxxxxxxx.xx 815/722-6673 Complaint Managers: Xxxxx Xxxx Xxxxxxxxx Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. XxxxxxxxXxxxx Xxxxxx, Oak ParkCrest Hill, IL 60302 60403 000 X. XxxxxxxxXxxxx Xxxxxx, Oak ParkCrest Hill, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 60403 xxxxxxxxxx@xxxxxxxxxxx.xx xxxxx@xxxxxxxxxxx.xx 815/000-0000 000/722-6673 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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 the Nondiscrimination Coordinator or a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

Whom to Contact with a Report or Complaint. An employee should report claims of harassment, including making a confidential report, to any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response anyresponse required by this policy 5:20, Workplace Harassment Prohibitedbythis policy. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx XxxxxxxXxxx Xxxxxxxxx – District Office 00000 X. Xxxx St., Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak ParkChannahon, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 60410 Email 000-000-0000 Complaint Managers: Xxxxx Xxxxxx-Three Xxxxxx School Xx. Xxxx Xxxxxx-Channahon Jr. High School 00000 X Xxxxxxx OPRFHS OPRFHS 000 X. XxxxxxxxXx., Oak ParkXxxxxxxxx, IL 60302 000 X. XxxxxxxxXX 00000 00000 XXxxxx Xx., Oak ParkXxxxxxxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 XX 00000 Email Email 000-000-0000 000-000-0000 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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 the Nondiscrimination Coordinator or a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.

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 ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxx XxxxxxxXxxxxxxx 000 Xxxxxx Xxxxx, Senior Director of Human Resources OPRFHSXxxxxx, Room 214 000 X. Xxxxxxxx, Oak Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 XX 00000 xxxxxxxxx@xxxxxx000.xxx 000-000-0000 Complaint Managers: Xxxx Xxxxxxx Xxxxx Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. XxxxxxxxXxxxxx Xxxxx, Oak ParkXxxxxx, IL 60302 000 X. XxxxxxxxXX 00000000 Xxxxxx Xxxxx, Oak ParkXxxxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 XX 00000 xxxxxxxx@xxxxxx000.xxx xxxxxxx@xxxxxxx000.xxx 000-000-0000 000-000-0000 Investigation Process 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 any of anyof the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also 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 any response required by this policy 5:20, Workplace Harassment Prohibitedbythis policy. The Superintendent shall insert into this policy the policythe names, addresses, and telephone numbers of the District's ’s current Nondiscrimination Coordinator and Complaint Managers. Nondiscrimination Coordinator: Xxxxxxxx Xxxxxxx 0000 Xxxxxx XxxxxxxXxxxxx, Senior Director of Human Resources OPRFHS, Room 214 000 X. Xxxxxxxx, Oak Schiller Park, IL 60302 xxxxxxxx@xxxxxx.xxx 708.434.3214 60176 xxxxxxxx@xx00.xxx 847.671.1816 Complaint Managers: Xxxxxxxxx Xxxxxxx Xxxxx Xxxxxx Xxxx Xxxxxxx OPRFHS OPRFHS 000 X. Xxxxxxxx0000 Xxxxxx Xxxxxx, Oak Schiller Park, IL 60302 000 X. Xxxxxxxx60176 9750 Xxxxxx Xxxxxx, Oak ParkXxxxxxxx Xxxx, IL 60302 XXxxxxx@xxxxxx.xxx xxxxxxxx@xxxxxx.xxx 708.434.3714 708.434.3215 XX 00000 xxxxxxxx@xx00.xxx xxxxxxx@xx00.xxx 847.678.2916 847.678.2916 Investigation Process Supervisors, Building Principals, or administrators who receive a report or complaint of harassment must promptly forward promptlyforward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. A supervisor Asupervisor or administrator who fails to promptly forward promptlyforward a report or complaint may be 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 duty to dutyto 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 the Nondiscrimination Coordinator or a Complaint Manager becomes aware of an allegation, regardless of whether a written report or complaint is filed. Enforcement Aviolation of this policymayresult in discipline, up to and including discharge. Aviolation of this policybya third partywill be addressed in accordance with the authorityof the Board in the context of the relationship of the third partyto the District, i.e., vendor, parent, invitee, etc. Any employee making a knowinglyfalse accusation regarding harassment will likewise be subject to disciplinaryaction, up to and including discharge.