11'~t REQUESTING AGENCY/ADDRESS PURPOSE

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1 WASIDNGTON STATE PATROL Identification and Criminal History Section t PO Box 42633, Olympia WA top~(). REQUEST FOR CRIMINAL HISTORY INFORMATION twa- Dt or;r:.d CHILD/ADULT ABUSE INFORMATION ACT -:;::: cl RCW THROUGH ~7vJ(e (Instructions on Reverse Side) 11'~t REQUESTING AGENCY/ADDRESS t@ PURPOSE Check appropriate box Agency Atm /(\ 0 \-..J"""'IIl/ 0 Educational School District (~SD)/School District Volunteer-no ~ Non-Profit Business/Organization - no fee Address _", (Excluding Schools & ESD's) City/State/Zip I certify this request is made pursuant to and for the purpose indicated fee Profit BusinessfOrganization - $17 Adoptive Parent - $17 Receive results electronically address Authorized Signature Date Password (must be at least 8 characters) Fees: Make payable to Washington State Patrol by check, money order, or business account. ( ) Notary letters certifying the results are available Title Area Code/Phone Number upon request. There is an additional $5.00 processing fee per notary seal. Notarized Letter(s) '@ APPLICANT OF INQUIRY I~ (Please provide as much information as possible; name and date of birth are mandatory.) Applicant'S Name: Last First Middle Alias/Maiden Name(s): Date ofbinh: Sex: Race: Month/Day/Year I ~Seconaary dissemination of this criminal history record information response i.proliijjited-unless ill;!:ompliance with statute. WASHINGTON STATE PATROL IDENTIFICATION & CRIMINAL HISTORY SECTION WSP Use Only I As of this date, the applicant named below has no record pursuant to RCW through Requesting Agency Applicant's Applicant's Signature Name Applicant Right Thumb Print (Optional) I Address City/State/Zip ~~ ~OO_g..2A.O-43flt.lt"Tf09j -v J

2 .' WASHINGTON STATE PATROL IDENTIFICATION.<\ND CRIMINAL mstory SECTION PO BOX OLYMPIA WA FOR FURTHER INFORMATION, CONTACT THE WASHINGTON STATE PATROL AT: PHONE: (360) watch.helpla2wsp.wa.gov WSP WEB SITE: Washington State conviction criminal history record information is available on the Internet using WATCH (Washington Access to Criminal History). You may use an account established by mail or conduct a search using a credit card (Discover, American Express, Visa, or MasterCard). An account application can be printed by accessing WA TCH "HELP" files on the Internet. WATCH WEB SITE: CHILD/ADULT ABUSE RECORD SEARCH GUIDELINES Refer to Revised Code of Washington (RCW) for complete information. Child/Adult Abuse Information Act background checks may be conducted by Washington State businesses, organizations, or individuals. Other states must conduct searches under the Criminal Records Privacy Act, RCW Searches can be conducted only on prospective employees, volunteers, or adoptive parents. Background checks can be conducted on prospective employees, volunteers, or adoptive parents who will or may have unsupervised access to children under sixteen years of age, developmentally disabled persons, or vulnerable adults. The background check is for initial employment or engagement decisions only. Background checks on current employees or volunteers should be done through the Criminal Records Privacy Act. RCW Applicants must be notified an inquiry may be made. A business or organization shall not make an inquiry to the Washington State Patrol unless the business or organization has notified the applicant, who may be offered a position as an employee or volunteer, that an inquiry may be made. 3. A business or organization must prepare a disclosure statement to be signed by the applicant before a background check may be conducted. A business or organization shall require each applicant to disclose whether the applicant has been: (a) convicted of any crime; (b) had findings made against him or her in any civil adjudicative proceeding; (c) has both a conviction and findings made against him or her. 4. Applicants must be notified of the response. The requesting agency shall notify the applicant of the Washington State Patrol's response within ten days after receipt. The employer shall provide a copy of the response to the applicant and shall notify the applicant of such availability. -_ ~. -,,', --v _ '..,_.. - ~;l~ J.;' - ":'_'-':'''{,~j.'('.~,,,;:...~... '~,~.:-,~ N(YrE: The.requested record i~format.ion.!sfur~!s,p~e,cj,~?,!~i.y"r~~th~1j,~~i~ 9f~"':. name and/or descrip~i~ns:!milarlty'wit~the slj~jeclof y~.u~)hq,l;iiry;:'c:pqsi,t.iv.e_ identification or non-identificationcan onlybe effe'ctedupori :receipt-offingerprints. - -_.. ~- ~.'

3 LAKE STEVENS SCHOOL DISTRICT # nd Street NE Lake Stevens, WA (425) VOLUNTEER APPLICATION FORM Name: Phone: (H) (0) _ Address: State: Zip: _ Contact in Emergency: Phone: _ I. SKILLS AND INTERESTS Educational Background: _ Current Occupation: _ Hobbies, Interests, Skills: _ Previous Volunteer Experience: _ II. OTHER STRENGTHS: _ It!. WHICH AREA ARE YOU INTERESTED IN VOLUNTEERING One on One Tutoring K _ Lunch Buddie Program K :- Clerical help High School Middle School _ Elementary School _ Administration _ Specific Building(s)

4 . IV. AVAILABILITY-Please check the times you are interested in volunteering? 1 day a week, 1 hour 3 days a week, 1 hour pel day _ 2 days a week, 1 hour per day Other _ What time of day are you available? _ Do you have a specific school where you do volunteer work? _ NO YES If yes, please state school where you volunteer _ V. REFERENCES How did you hear about our volunteer program? _ List name and phone numbers of three personal references: Name Phone _ Name Phone _ N~e Phone _. VI. CONFIDENTIALITY STATEMENT 1,, do hereby declare that as a volunteer for Lake Stevens School District, I will hold any information imparted to me by said agency as confidential material and will not divulge that information to any other individual. Signed: Date: _ Witness: _ Witness: _

5 Lake Stevens School District DISCLOSURE STATEMENT Pursuant to the requirements of RCW , we must ask you to complete the following disclosure statement. This information will be kept confidential. Have you ever been convicted of any of the following crimes against persons: YES NO _ Aggravated murder Communication with a minor _ First or Second degree kidnapping _ First degree arson _ First, Second or Third degree assault _ First degree burglary _ First, Second or Third degree rape _ Indecent liberties _ Patronizing a juvenile prostitute _ Incest _ First or Second degree robbery Vehicular homicide _ First or Second degree manslaughter _ Unlawful imprisonment _ First or Second degree extortion Simple assault _ Sexual exploitation of minors _ Prostitution YES NO _ Selling or distributing erotic material to a minor _ Malicious harassment _ Custodial assault _ First, Second or Third degree child molestation _ Child buying or selling _ First or Second degree sexual misconduct with a minor _ First degree promoting prostitution _ First or Second degree murder _ First, Second or Third degree rape of a child _ Child abandonment _ First, Second or Third degree assault of a child _ Felony Indecent Exposure _ Promoting pornography _o_ Violation of child abuse restraining order _ First or Second Degree custodial interference _ First or Second degree criminal mistreatment _ Child abuse or neglect as defined in RCW _ Or any of these crimes as they may have been renamed If your answer is "yes" to any of the above, please describe and provide convictions(s) and the sentence(s) imposed: the date(s) of the 1. Have you ever been found in any dependency action to have sexually assaulted or exploited any minor or to have physically abused any minor? DYes 0 No 2. Have you 'ever been found by a court in a domestic relations proceeding to have sexually abused or exploited any minor or to have physically abused any minor? o Yes 0 No 11129/2000.

6 3. Have you ever been found in any disciplinary board final decision to have sexually or " physically abused or exploited any minor or developmentally disabled person? o Yes 0 No 4. Have you been convicted or been released from prison in the last seven (7) years for any offense that involved drugs, embezzlement or fraud? o Yes 0 No If your answer is "yes" to any of questions 1 through 4 above, please describe and provide the date(s) of the finding(s) and penaltyties) imposed: UNDER PENALTY OF PERJURY, I certify that the above information is true, correct and complete. I understand that if I am selected to volunteer, I can be discharged for any misrepresentation or omission in the above statement. Signature: _ Name: _ Date: _ (print name) 11/29/2000

7 LAKE STEVENS SCHOOL DISTRICT VOLUNTEER BACKGROUND QUESTIONNAIRE Please complete the following questions and sign the declaration. Any falsification or deliberate misrepresentation, including omission of a material fact or failure to complete any part of this questionnaire can be grounds for denying clearance as a volunteer in the Lake Stevens School District. All required documentation requested below must accompany this form. All questions must be answered. If additional space is needed, attached a separate sheet of paper. SECTION 1 - PERSONAL INFORMATION (Please print or type) 1. Name: Last First Middle 2. Mailing Address: 3. Telephone Home SECTION 2 - CRIMINAL mstory Yes No 1. Have you ever been convicted of any crime? (Note: For the purpose of this question "convicted" includes (a) all instances in which a plea of guilty or nolo contendere is the basis of conviction, and (b) all proceedings in which a sentence has been suspended or deferred.) You need not list traffic violations for which a fine or forfeiture of less than $]50 was imposed. 2. Do you currently have any outstanding criminal charges or warrants of arrest pending against you in Washington? 3. Do you currently have any outstanding criminal charges or warrants of arrest pending against you in any other state, province, territory, andlor country? 4. Are you presently under investigation in any jurisdiction for possible criminal charges? If your answer is yes, identify agency and location including the street address, city, and state. If you answered yes to questions I, 2, or 3, please provide the following: a. A detailed statement including what occurred, the nature of the offense, charge or warrant; b. the name and address of the arresting agency: c. the date of the arrest; d. The final disposition, if any; e. If a court was involved, the name and address of the court f. The complete arrest report and sentence and judgment; and g. A complete driving abstract for five years if the arrest was driving related. A yes answer to questions 1-4 above will not necessarily bar you from volunteering. 5. Have you ever been found in any dependency or domestic relation matter to have sexually assaulted or exploited any minor? 6. Have you ever been found in any dependency or domestic relation matter to have physically abused any person? If you answered yes to questions 5 or 6, attach copies of any court orders' entered in the above proceeding. Volunteer Questionnaire Page I

8 LAKE STEVENS SCHOOL DISTRlCT VOLUNTEER BACKGROUND QUESTIONNAIRE SECTION 3 - DECLARATION I,, certify (or declare) under penalty of perjury under the laws of the State of Washington that the foregoing and all information included in the questionnaire is true and correct. If the information provided or answer(s) to any question on the application or the volunteer Background Questionnaire change, I understand that I must immediately notify the Lake Stevens School District. I understand I must answer this questionnaire truthfully and completely. Any falsification or deliberate misrepresentation, including omission of a material fact, in completion of this application can be grounds for denial. Signature Date Volunteer Questionnaire Page 2

9 Back To Table of Contents POLICY NO Adopted: SEXUAL HARASSMENT OF PERSONNEL POLICY: The Board of Directors of the Lake Stevens School District recognizes its responsibility to provide a working environment that is free from all types of discrimination, including sexual harassment. Sexual harassment is defined as unwelcomed, deliberate verbal, visual, or physical advances which create an adverse affect within the work setting. Such unwelcome conduct is seen as harassment when submission to the conduct: 1. is made a term or condition of the staff member's employment; or 2. results in a denial of a promotion or other career enhancing opportunities; or 3. interferes with the staff member's work performance or otherwise creates an intimidating, hostile, or offensive working environment. Any staff member who has been found, after appropriate investiga-tion, to have sexually harassed another employee will be subject to disciplinary action andlor discharge. The Superintendent is directed to develop procedures that provide for receiving and investigating a complaint from any staff member who alleges that he/she has been subjected to sexual harassment. The Board shall be advised of all formal complaints that are filed with the Superintendent. Legal References: Section 703, Title VII of the Civil Rights Act of /6/2006

10 personnel harrassment Page L 01 j 29 CFR RCW Law Against Discrimination POLICY NO Adopted: Revised: SEXUAL HARASSMENT OF PERSONNEL PROCEDURES: Any employee who believes he or she has been subjected to sexual harassment which creates an adverse affect in the working environment may file a complaint, in the manner prescribed in this policy, with the Superintendent's Office of the Lake Stevens School District, without fear of reprisal. Any principal, vice principal, or administrative officer who receives a complaint either orally or in writing shall promptly have the complaint reduced to writing in a formal complaint, signed by the complainant, which then shall be immediately referred to the office of the Superintendent for preparation and investigation in accordance with this policy and the following procedures: 1. A complaint alleging sexual harassment shall be in writing, signed by the complainant, and set forth the specific act(s), condition(s), or circumstance(s), alleged to constitute sexual harassment in sufficient detail to allow the investigating officer to know the nature and extent of the sexual discrimination or harassment. 2. Upon receipt of a complaint that complies with Subsection 1., the Superintendent or his designee shall investigate the allegation(s) set forth therein and upon completion of the investigation, provide the Superintendent with a written report concerning the complaint and the results of the investigation. 3. To determine whether the conduct alleged in the complaint constitutes sexual harassment, the investigator shall consider the totality of the circurnstance(s), the nature of the harassment, and the context in which the alleged incident(s) occurred. The Superintendent shall respond in writing to the complainant in an expeditious manner, provided that ifno written response is received by a complainant within thirty (30) days from the date the complaint was filed, a complainant may file an appeal with the Board of Directors. 1. The Superintendent's response shall either state (a) that the allegation(s) contained in the complaint haslhave not been substantiated and no corrective action is warranted, or (b) that the allegation(s), or some portion thereof, has/have been substantiated and explain the corrective measures the District will take concerning the violations of the sexual harassment policy the Superintendent fmds were substantiated by the investigation. 2. Any corrective action identified in the Superintendent's response shall be taken in an expeditious manner but in no event not later than (30) calendar days following the Superintendent's written response to the complainant. 12/612006

11 If a complainant believes he or she remains aggrieved by the decision of the Superintendent, the complainant may file a written notice of appeal with the Board of Directors on or before the 10th calendar day following the date upon which complainant received the Superintendent's written response. 1. In the event the Superintendent has failed to provide a written response to a complainant within thirty (30) days from the date of its original filing, the complainant may file a written notice of appeal with the Board of Directors on or before the loth calendar day following expiration of the thirty- (30) day period. 2. The notice of appeal shall set forth specific reasons why the complainant disagrees with the Superintendent's response and the relief sought from the Board of Directors. The notice of appeal shall be filed with the office of the Superintendent. 3. Upon receipt of a timely notice of appeal, the Board of Directors shall schedule a hearing to commence on or before the 20th calendar day following the filing of the written notice of appeal. The District and the complainant shall be allowed to present such witnesses and testimony as the Board deems relevant and material. The Board of Directors shall render a written decision on or before the 10th calendar day following the termination of the hearing and shall provide a copy to all parties involved. If a complainant believes he or she is aggrieved by the decision of the Board of Directors, the complainant may appeal the Board of Directors' decision to the Superintendent of Public Instruction in the manner prescribed by WAC The time lines provided in this policy may be extended by mutual agreement of complainant District. and the The District will protect the rights of all persons involved in the grievance process including persons against whom the grievance has been filed, witnesses, and individuals who register sexual harassment complaints. Personnel involved in the resolution process shall not suffer restraint, interference, discrimination, coercion, or reprisal on account of participation in the complaint procedure. A fixed component of all district orientation sessions for staff, students, and regular volunteers shall introduce the elements of this policy. Staff will be provided information on recognizing and preventing sexual harassment. Staff members shall be fully informed of the formal and informal complaint processes and their roles and responsibilities under the policy and procedure. Certificated staff members shall be reminded of their legal responsibility to report suspected child abuse, and how that responsibility may be implicated by some allegations of sexual harassment. Regular volunteers shall get the portions of this component of orientation relevant to their rights and responsibilities. Annually the Superintendent or designee will convene an ad hoc committee composed of representatives of certificated and classified staff, volunteers, students, and parents to review the use and efficacy of this policy and procedure. The Compliance Officer will be included in the committee. Based on the review of the committee, the Superintendent shall prepare a report to the Board including, if necessary, any recommended policy changes. The Superintendent shall consider adopting changes to this procedure if recommended by the committee. Back To Table of Contents /2006

12 sexual narassment rage: 1 VI '+ Back To Table of Contents POLICY NO Adopted: SEXUAL HARASSMENT OF STUDENTS POLICY: The Lake Stevens School District is committed to providing a positive and productive learning environment for students free of all forms of discrimination, including sexual harassment. This is accomplished through teaching using a curriculum which stresses acceptance of cultural and physical differences. The intent is to create an environment free from insult, discriminatory behavior, and malice. A form of discrimination, sexual harassment adversely affects the student's ability to learn in addition to eroding school morale. The District prohibits sexual harassment of its students whether committed by a peer, employee, contractor, or volunteer. Such behavior is cause for disciplinary action up to and including expulsion for the offending student and dismissal of the employee. Whereas sexual harassment substantially compromises the attainment of educational excellence, the District will not tolerate such behavior between the same or opposite sex. Sexual Harassment Defined Sexual harassment is any unwanted, uninvited, nonreciprocal sexual attention from peers, staff, administration, or anyone the victim may interact with in order to fulfill student duties and responsibilities where the victim's responses may be restrained by fear or reprisals. Grounds for Disciplinary Action The following behaviors are grounds for disciplinary action: 1. Abusing the dignity of a student through insulting remarks or conduct; 2. Threats, demands, or suggestions that a student's status is contingent upon hislher tolerance or acquiescence to sexual advances; or 3. Retaliation in any form against a student for complaining about the behaviors described above. Assurance of Confidentiality Those involved with a sexual harassment investigation are expected to protect the confidentiality of all individuals and of information related to the case. Legal References: Section 703, Title VII of the Civil Rights Act of CFR RCW Law Against Discrimination POLICY NO /2006

13 - -~ Adopted: Revised: Revised: 3-96 SEXUAL HARASSMENT OF STUDENTS PROCEDURES: The procedure for resolving complaints concerning sexual harassment which creates an adverse affect in the school environment may be informal initially. Should the process be unsuccessful at the informal level, it becomes formal. The procedures are as follows: Informal The informal procedure involves the student personally confronting the harasser with an explanation the offensive behavior and a request that the harasser stop the behavior. This can be achieved by: of 1. Speaking personally to the harasser; 2. Writing to the harasser; 3. Confronting the harasser in front of a witness. If the student is uncomfortable with personally confronting the harasser, consultation with the building principal, another building administrator or employee, or the district Human Resource Services administrator is available. Formal 1. A student's complaint of sexual harassment, whether oral or written, may be reported to the principal, or, if the student does not feel comfortable discussing the situation with hislher principal, student may contact any of the following: the a. Teacher b. Counselor c. Associate Principal d. Nurse 2. A complaint alleging sexual harassment shall be in writing and signed by the student. In the event a student is unable to write, the person to whom the student is complaining shall assist in committing the complainant's report to writing. The complaint stating that there has been a violation of a federal, state, or local statute, or Lake Stevens School District's policy prohibiting sexual harassment should be filed with either the principal, teacher, counselor, associate principal, or nurse. The written statement must be signed and dated by the complainant. The complainant must furnish sufficient background material 'concerning the alleged sexually-oriented violation so as to identify the person(s) and action(s) that led to the allegation, such as: a. Date(s) b. Place(s) c. Specific Behavior(s) /2006

14 sexual harassment r-age o or '+ d. Alleged Victim's Response e. Witness(es) f. Emotional Responses(s) and Remedy(ies) Desired 3. Upon receipt of a complaint that complies with 2. (a-f) above, the principal or the principal's designee shall be responsible for the initial investigation following procedures established by the office of the Superintendent. 4. The investigation shall center on the written allegation(s) set forth by the complainant. 5. To determine whether the conduct alleged in the complaint constitutes sexual harassment, the investigator shall consider the totality of the circumstances, the nature of the harassment, and the context in which the alleged incident(s) occurred. 6. Upon completion of the investigation, the Superintendent or the Superintendent's designee shall be provided with a written report concerning the complaint and the results of the investigation. 7. As soon as practical, but not to exceed thirty (30) calendar days, the Superintendent or his/her designee shall respond to the complainant in writing indicating that the allegation(s) contained in the complaint haslhave not been substantiated and no corrective action is warranted, or that the allegation(s), or some portion thereof, haslhave been substantiated and the corrective measures that will be taken by the District. 8.. The complainant may withdraw hislher complaint at any time but the investigator will determine whether or not there is an obligation to pursue the investigation of the complaint independently. 9. If the complainant believes he/she remains aggrieved based on the report from the Superintendent, the complainant may file a written notice to appeal with the Board of Directors under the provisions set forth in Policy 4007, Grievance Procedures. 10. Any student who is subjected to discipline as a consequence of the sexual harassment investigation is entitled to the due process and other rights outlined in Lake Stevens School District Policy Time lines associated with the implementation of these procedures may be extended by mutual agreement of the complainant and the District. 12. Substantiated complaints involving teacher sexual harassment of a student will be reported to the Office of Professional Practices. 13. Students will be provided with age-appropriate information on the recognition and prevention of sexual harassment and their rights and responsibilities under this and other district policies and rules at student orientation sessions and on other appropriate occasions, which may include parents. Parents shall be provided with copies of this policy and procedure and appropriate materials on the recognition and prevention of sexual harassment. 14. Annually the Superintendent or designee will convene an ad hoc committee composed of representatives of certificated and classified staff, volunteers, students, and parents to review the use and efficacy of this policy and procedure. The Compliance Officer will be included in the committee. Based on the review of the committee, the Superintendent shall prepare a report to the Board including, if necessary, any recommended policy changes. The Superintendent shall consider adopting changes to this procedure if recommended by the committee. 12/612006

15 c POLICYNO Adopted Revised Revised CHILD ABUSE OR NEGLECT POLICY: Washington State law (RCW 26.44) provides that school districts and other care providers protect children from any kind of abuse or neglect. This policy defines child abuse and neglect as "[T]heinjury, sexual abuse, sexual exploitation, negligent treatment, or maltreatment of a child by any person under circumstances which harms or jeopardizes the child's health, welfare, or safety." This definition does not authorize unreasonable interference with child-raising practices, including "reasonable" parental discipline, which are not injurious to the child's health, welfare, and safety. Professional school personnel are "mandatory reporters" who are legally obligated to contact Child Protective Services or the proper law enforcement agency within forty-eight (48) hours of developing "reasonable cause" to believe that a child, adult dependent, or developmentally disabled person has suffered abuse or neglect. Any district employee who has knowledge or reasonable cause to believe that a student has been a victim of physical abuse or sexual misconduct by another school employee shall report such abuse or misconduct to the appropriate school administrator. The administrator shall report to the proper law enforcement agency if he or she has reasonable cause to believe that the misconduct or abuse has occurred as required under RCW Staff members shall use the District Reporting Procedure including completion of the written Child Abuse and Neglect Report form when they have "reasonable cause" to believe abuse or neglect has occurred. These reports shall be maintained and disseminated with due regard to the privacy of all persons referenced in each report. School employees shall receive training regarding their reporting obligations upon hire and every three years thereafter.

16 POLICY NO Adopted Revised Revised CHILD ABUSE OR NEGLECT PROCEDURES: 1. Professional school personnel shall include, but not be limited to, teachers, counselors, administrators, child care facility personnel, and school nurses. 2. Any professional school personnel who has "reasonable cause to believe" a school-age child has suffered child abuse or neglect shall immediately inform the school nurse, counselor, or school principal, or identified school resource person of the incident. 3. The person who has "reasonable cause to believe" that child abuse or neglect has occurred shall be responsible to ensure that oral referral is made to the appropriate state agency within forty-eight (48) hours. If imminent danger is present, referral shall be made within the school day. 4. The oral report shall be followed by a written "Child Abuse and Neglect Report" (5470F) signed by the principal or designated professional school personnel. Copies of the report are to be distributed as follows: original to state agency called and copy in the principal's file. 5. Any district employee who has knowledge or reasonable cause to believe that a student has been a victim of physical abuse or sexual misconduct by another school employee shall report such abuse or misconduct to the appropriate school administrator. The administrator shall report to the proper law enforcement agency if he or she has reasonable cause to believe that the misconduct or abuse has occurred as required under RCW The District shall within forty-eight (48) hours of receiving a report alleging sexual misconduct notify the parents of a student alleged to be the victim, target, or recipient of the misconduct.

17 ( POLICY NO Adopted: Revised: SEXUALHARASSMENTOF STUDENTS POLICY: The Lake Stevens School District is committed to providing a positive and productive learning environment for students free of all forms of discrimination, including sexual harassment. This is accomplished through teaching using a curriculum which stresses acceptance of cultural and physical differences. The intent is to create an environment free from insult, discriminatory behavior, and malice. A form of discrimination, sexual harassment adversely affects the student's ability to learn in addition to eroding school morale. The District prohibits sexual harassment of its students whether committed by a peer, employee, contractor, or volunteer. Such behavior is cause for disciplinary action up to and including expulsion for the offending student and dismissal of the employee. Whereas sexual harassment substantially compromises the attainment of educational excellence, the District will not tolerate such behavior between the same or opposite sex. Sexual Harassment Defined Sexual harassment is any unwanted, uninvited, nonreciprocal sexual attention from peers, staff, administration, or anyone the victim may interact with in order to fulfill student duties and responsibilities where the victim's responses may be restrained by fear or reprisals. Sexual Harassment by a District Staff Member A certificated or classified employee who has knowledge or reasonable cause to believe that a student has been a victim of physical abuse of sexual misconduct by another school employee shall report such abuse or misconduct to the appropriate school administrator. The administrator shall report to the proper law enforcement agency if he or she has reasonable cause to believe that the misconduct or abuse has occurred as required under RCW Harassment as Sexual Abuse " Under certain circumstances, sexual harassment may constitute child abuse under Washington State's criminal statues..

18 ( Nothing in this policy will prohibit the District from taking appropriate action to protect victims of alleged child abuse (refer to Policy/ Procedures No. 5470: Child Abuse or Neglect). Grounds for Disciplinary Action The following behaviors are grounds for disciplinary action: 1. Abusing the dignity of a student through insulting remarks or conduct; 2. Threats, demands, or suggestions that a student's status is contingent upon his/her tolerance or acquiescence to sexual advances; or 3. Retaliation in any form against a student for complaining about the behaviors described above. Assurance of Confidentiality Those involved with a sexual harassment investigation are expected to protect the confidentiality of all individuals and of information related to the case. Legal References: Section 703, Title VII of the Civil Rights Act of CFR RCW Law Against Discrimination

19 POLICY NO Adopted: Revised: Revised: 3-96 Revised: SEXUAL HARASSMENT OF STUDENTS PROCEDURES: The procedure for resolving complaints concerning sexual harassment which creates an adverse affect in the school environment may be informal initially. Should the process be unsuccessful at the informal level, it becomes formal. The procedures are as follows: Informal The informal procedure involves the student personally confronting the harasser with an explanation of the offensive behavior and a request that the harasser stop the behavior. This can be achieved by: 1. Speaking personally to the harasser; 2. Writing to the harasser; 3. Confronting the harasser in front of a witness. If the student is uncomfortable with personally confronting the harasser, consultation with the building principal, another building administrator or employee, or the district Human Resource Services administrator is available. Building administrators allegation of harassment are encouraged to contact parents whenever a serious is made. Formal 1. A student's complaint of sexual harassment, whether oral or written, may be reported to the principal, or, if the student does not feel comfortable discussing the situation with his/her principal, the student may contact any of the following: a. Teacher b. Counselor c. Associate Principal d. Nurse

20 Building administrators of harassment is made. will contact parents whenever a formal complaint 2. A complaint alleging sexual harassment shall be in writing and signed by the student. In the event a student is unable to write, the person to whom the student is complaining shall assist in committing the complainant's report to writing. The complaint stating that there has been a violation of a federal, state, or local statute, or Lake Stevens School District's policy prohibiting sexual harassment should be filed with either the principal, teacher, counselor, associate principal, or nurse. The written statement must be signed and dated by the complainant. The complainant must furnish sufficient background material concerning the alleged sexuallyoriented violation so as to identify the person(s) and action(s) that led to the allegation, such as: a. Date(s) b. Placets) c. Specific Behavior(s) d. Alleged Victim's Response e. Witness(es) f. Emotional Responses(s) and Remedy(ies) Desired 3. Upon receipt of a complaint that complies with 2. (a-f) above, the principal or the principal's designee shall be responsible for the initial investigation following procedures established by the office of the Superintendent. 4. The investigation shall center on the written allegation(s) set forth by the complainant. 5. To determine whether the conduct alleged in the complaint constitutes sexual harassment, the investigator shall consider the totality of the circumstances, the nature of the harassment, and the context in which the alleged incident(s) occurred. 6. Upon completion of the investigation, the Superintendent or the Superintendent's designee shall be provided with a written report concerning the complaint and the results of the investigation. 7. As soon as practical, but not to exceed thirty (30) calendar days, the Superintendent or his/her designee shall respond to the complainant in writing indicating that the allegation(s) contained in the complaint has/have not been substantiated and no corrective action is warranted, or that the allegation(s), or some portion thereof, has/have been substantiated and the corrective measures that will be taken by the District.

21 8. The complainant may withdraw his/her complaint at any time but the investigator will determine whether or not there is an obligation to pursue the investigation of the complaint independently. 9. If the complainan t believes he / she remains aggrieved based on the report from the Superintendent, the complainant may file a written notice to appeal with the Board of Directors under the provisions set forth in Policy No. 4007: Grievance Procedures. 10. Any student who is subjected to discipline as a consequence of the sexual harassment investigation is entitled to the due process and other rights outlined in Lake Stevens School District Policy No Time lines associated with the implementation of these procedures may be extended by mutual agreement of the complainant and the District. 12. Substantiated complaints involving teacher sexual harassment of a student will be reported to the Office of Professional Practices. 13. Students will be provided with age-appropriate information on the recognition and prevention of sexual harassment and their rights and responsibilities under this and other district policies and rules at student orientation sessions and on other appropriate occasions, which may include parents. Parents shall be provided with copies of this policy and procedure and appropriate materials on the recognition and prevention of sexual harassment. 14. Annually, the Superintendent or designee will convene an ad hoc committee composed of representatives of certificated and classified staff, volunteers, students, and parents to review the use and efficacy of this policy and procedure. The Compliance Officer will be included in the committee. Based on the review of the committee, the Superintendent shall prepare a report to the Board including, if necessary, any recommended policy changes. The Superintendent shall consider adopting changes to this procedure if recommended by the committee.