If the complaint involves the human rights officer, the complaint
shall be filed directly with the superintendent at:
Mailing address: 2727 N Ferry St., Anoka, MN 55303
Telephone: 763-506-1000
Email: [email protected]
If the complaint involves the superintendent, the complaint shall
be filed directly with the school board:
Mailing address: 2727 N Ferry St., Anoka, MN 55303
Telephone: 763-506-1000
Email: [email protected]
If the complaint involves a school board member, the complaint
shall be filed directly with the school board chair:
Mailing address: 2727 N Ferry St., Anoka, MN 55303
Telephone: 763-506-1000
Email: [email protected]
If the complaint involves the school board chair, the complaint shall
be filed directly with the school board vice chair:
Mailing address: 2727 N Ferry St., Anoka, MN 55303
Telephone: 763-506-1000
Email: [email protected]
4. In Each School Building. The school principal is the per-
son responsible for receiving oral or written reports of ha-
rassment, violence or discrimination at the school level.
Any district employee who receives a report shall inform
the principal immediately. If the principal is not available
on the date of the report, then the employee must for-
ward the oral or written report/complaint directly to the
human rights officer. If the complaint involves the princi-
pal, the employee will provide his or her report directly to
the superintendent or the district’s human rights officer.
Upon receipt of a report, the principal must notify the dis-
trict human rights officer immediately, without screening
or investigating the credibility of the report. The principal
may request, but may not insist on, a written complaint.
If the report is verbal, the principal shall prepare and pro-
vide to the human rights officer a written statement of
the facts alleged within 24 hours of receiving the report.
Failure to forward any harassment or violence report or
complaint may result in disciplinary action against the
principal.
5. Nothing in this policy shall prevent a district employee
from reporting harassment, violence, or discrimination
directly to the district human rights officer or to the
superintendent.
6. The complaint (verbal or written) should be reported
immediately, or as soon after the incident as possible;
delays between the date of the alleged incident and the
reporting date may make investigations more difficult.
7. The willful filing of a false report will be considered to be
a violation of district policy.
8. Although confidentiality cannot be assured, the district will
respect the privacy of the alleged target, the reporter (if
someone other than the alleged target), the individual(s)
against whom the complaint is filed, and the witnesses as
much as possible, consistent with the district’s legal obliga-
tions to investigate, to take appropriate action, and to
conform with any discovery or disclosure obligations.
40
B. Investigation – District Employees
1. The human rights officer, upon receipt of a report or
complaint, will promptly undertake or authorize an inves-
tigation. The investigation may be conducted by district
officials or by a neutral third party designated by the
district.
2. The investigation will be completed within 30 calendar
days from receipt of the complaint, unless impracticable.
3. The investigation may, as appropriate, consist of personal
interviews with the alleged target, the reporter (if someone
other than the alleged target), the individual(s) against
whom the complaint is filed, and others who may have
knowledge of the alleged incident(s) or circumstances
giving rise to the complaint. The investigation may also
consist of any other methods and documents deemed
pertinent by the investigator.
4. In determining whether alleged conduct constitutes a
violation of this policy, the district will consider the
facts and surrounding circumstances, the nature of the
behavior, past incidents or past or continuing patterns of
behavior, the relationships between the parties involved
and the context in which the alleged incidents occurred.
Whether a particular action or incident constitutes a
violation of this policy requires a determination based
on all the facts and surrounding circumstances.
5. The district, at its discretion, may take immediate steps,
based on the severity of the allegations, to protect the
parties involved in the complaint process pending
completion of an investigation.
C. School District Action – District Employee
1. Upon completion of the investigation, the district or
neutral third party designated investigator will make
a written report to the human rights officer. If the
complaint involves the human rights officer, the report
must be filed directly with the superintendent. If the
complaint involves the superintendent, the report
must be filed directly with the school board. The report
will include the facts, a determination of whether the
allegations have been substantiated and whether a
violation of this policy has occurred.
2. Upon completion of the investigation, the human rights
officer will inform the alleged target of his or her right to
review the written report at the school building where the
target is employed or enrolled, in accordance with state
and federal law regarding data or records privacy.
3 In the event a complaint is substantiated, the district will
take appropriate and effective action depending on the
circumstances. Such action may include, but
is not limited to, training, counseling, warning,
suspension, transfer, remediation, or termination.
District action taken for violation of this policy
will be consistent with requirements of applicable
collective bargaining agreements, Minnesota and
federal law, and district policies.
ahschools.us/policies
2019-20 School Handbook