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Harassment

Harassment of students by other students will not be tolerated in the Barnstable Public Schools.

Harassment prohibited by the District includes, but is not limited to, harassment on the basis of race, sex, gender identity, creed, color, gender identity, national origin, sexual orientation, religion, homeless status, marital status or disability.

Harassment means conduct of a verbal or physical nature that is designed to embarrass, distress, agitate, disturb or trouble students when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of a student´s education or of a student´s participation in school programs or activities;
  • Submission to or rejection of such conduct by a student is used as the basis for decisions affecting the student, or;
  • Such conduct has the purpose or effect of unreasonably interfering with a student´s performance or creating an intimidating or hostile learning environment.

Additional information regarding the District’s Harassment policies can be found below.


Student-to-Student Harassment Policy (School Committee Policy JBA)

Harassment of students by other students will not be tolerated in the Barnstable Public Schools. This policy is in effect while students are on school grounds, School District property or property within the jurisdiction of the School District, school buses, or attending or engaging in school activities.

Harassment prohibited by the District includes, but is not limited to, harassment on the basis of race, sex, gender identity, creed, color, gender identity, national origin, sexual orientation, religion, homeless status, marital status or disability. Students whose behavior is found to be in violation of this policy will be subject to disciplinary action up to and including suspension or expulsion.

Harassment means conduct of a verbal or physical nature that is designed to embarrass, distress, agitate, disturb or trouble students when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of a student´s education or of a student´s participation in school programs or activities;
  • Submission to or rejection of such conduct by a student is used as the basis for decisions affecting the student, or;
  • Such conduct has the purpose or effect of unreasonably interfering with a student´s performance or creating an intimidating or hostile learning environment.

Harassment as described above may include, but is not limited to:

  • Verbal, physical or written (including texting, blogging, or other technological methods) harassment or abuse;
  • Repeated remarks of a demeaning nature;
  • Implied or explicit threats concerning one´s grades, achievements, or other school matter. 
  • Demeaning jokes, stories, or activities directed at the student.

The District will promptly and reasonably investigate allegations of harassment. The Principal of each building will be responsible for handling all complaints by students alleging harassment.

Retaliation against a student, because a student has filed a harassment complaint or assisted or participated in a harassment investigation or proceeding, is also prohibited. A student who is found to have retaliated against another in violation of this policy will be subject to disciplinary action up to and including suspension and expulsion.

The Superintendent will develop administrative guidelines and procedures for the implementation of this policy.

LEGAL REF.:   M.G.L. 151B:3A

Title VII, Section 703, Civil Rights Act of 1964 as amended

BESE 603 CMR 26:00


Harassment (School Committee Policy ACAB) 

Harassment of students by other students, employees, vendors and other 3rd parties will not be tolerated in the Barnstable Public Schools. The alleged harassment must involve conduct that occurred within the school's own program or activity, such as whether the harassment occurred at a location or under circumstances where the school owned, or substantially controlled the premises, exercised oversight, supervision or discipline over the location or participants, or funded, sponsored, promoted or endorsed the event where the alleged harassment occurred, against a person in the United States.  This policy is in effect while students are on school grounds, School District property or property within the jurisdiction of the School District, school buses, or attending or engaging in school sponsored activities.  

Harassment prohibited by the District includes, but is not limited to, harassment on the basis of race, color, national origin, language, sex, religion, gender identity, sexual orientation, pregnancy, pregnancy-related condition, disability/handicap or other bases prohibited under state or federal anti-discrimination statutes, in schools. Students whose behavior is found to be in violation of this policy will be subject to disciplinary action up to and including suspension or expulsion pursuant to disciplinary codes. Employees who have been found to violate this policy will be subject to discipline up to and including, termination of employment, subject to contractual disciplinary obligations. 

Employee-to-Student Harassment means conduct of a written, verbal or physical nature that is designed to embarrass distress, agitate, disturb or trouble students when: 

  • Submission to such conduct is made either explicitly or implicitly a term or condition of a student's education or of a student's participation in school programs or activities; or 
  • Submission to or rejection of such conduct by a student is used as the basis for decisions affecting the student. 

Student- to-Student Harassment means conduct of a written, verbal, or physical nature that is designed to embarrass, distress, agitate, disturb or trouble students, when: 

  • Such conduct has the purpose or effect of unreasonably interfering with a student's performance or creating an intimidating or hostile learning environment. 

Harassment as described above may include, but is not limited to: 

  • Written, verbal, or physical (including texting, blogging, or other technological methods) harassment or abuse; 
  • Repeated remarks of a demeaning nature; 
  • Implied or explicit threats concerning one's grades, achievements, or other school matter. 
  • Demeaning jokes, stories, or activities directed at the student. 

By law, what constitutes harassment is determined from the perspective of a reasonable person with the characteristic on which the harassment is based. Individuals should consider how their words and actions might reasonably be viewed by others. 

The District will promptly and reasonably investigate allegations of harassment through the Title IX Coordinator or building-based employees, who may include building principals and/or their designees. The Superintendent will provide, in consultation with the Title IX Coordinator, opportunities to the designated recipients for appropriate training.  

Sexual harassment is unwelcome conduct of a sexual nature. The definition includes unwelcome conduct on the basis of sex that is so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the school's education program or activity it also, includes unwelcome sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature.  Sexual harassment includes conduct by an employee conditioning an educational benefit or service upon a person's participation in unwelcome sexual conduct, often called quid pro quo harassment and, sexual assault, dating violence, domestic violence and stalking as the Federal Clery Act and Violence Against Women Act define such crimes. Sexual violence is a form of sexual harassment. Sexual violence, as the Office of Civil Rights (OCR) uses the term, refers to physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent (e.g., due to the student's age or use of drugs or alcohol, or because an intellectual or other disability prevents the student from having the capacity to give consent). A number of different acts fall into the category of sexual violence, including rape, sexual assault, sexual battery, sexual abuse and sexual coercion.  

Massachusetts General Laws Ch. 119, Section 51 A, requires that public schools report cases of suspected child abuse, immediately orally and file a report within 48 hours detailing the suspected abuse to the Department of Children and Families. For the category of sexual violence, in addition to Section 51A referrals these offences and any other serious matters shall be referred to local law enforcement. 

Schools must treat seriously all reports of sexual harassment that meet the definition of sexual harassment and the conditions of actual notice and jurisdiction as noted above. Holding a school liable under Title IX can occur only when the school knows of sexual harassment allegations and responds in a way that is deliberately indifferent (clearly unreasonable in light of known circumstance). 

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct, which if unwelcome, may constitute sexual harassment, depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness: 

  • Unwelcome sexual advances-whether they involve physical touching or not; 
  • Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies, or prowess; 
  • Displaying sexually suggestive objects, pictures, cartoons; 
  • Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments; 
  • Inquiries into one's sexual experiences; and, 
  • Discussion of one's sexual activities. 

The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating an environment that is hostile, offensive, intimidating, to male, female, or gender non-conforming students or employees may also constitute sexual harassment. 

Because the District takes allegations of harassment, including sexual harassment, seriously, we will respond promptly to complaints of harassment including sexual harassment, and following an investigation where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose corrective action as is necessary, including disciplinary action where appropriate. 

Please note that while this policy sets forth our goals of promoting an environment that is free of harassment including sexual harassment, the policy is not designed or intended to limit our authority to discipline or take remedial action for conduct which we deem unacceptable, regardless of whether that conduct satisfies the definition of harassment or sexual harassment. 

Retaliation against a complainant or any participant within the complaint resolution process, because they have filed a harassment or sexual harassment complaint or assisted or participated in a harassment or sexual harassment investigation or proceeding, is also strictly prohibited. A student or employee who is found to have retaliated against another in violation of this policy will be subject to disciplinary action up to and including student suspension and expulsion or employee termination. 

The complainant does not have to be the person at whom the unwelcome sexual conduct is directed. The complainant, regardless of gender, may be a witness to and personally offended by such conduct.

Notice of Sexual Harassment 

The regulations require the District to respond when the District has actual notice of sexual harassment. The District has actual notice when an allegation is made known to any school employee. Schools will treat seriously all reports of sexual harassment that meet the definition of harassment and the conditions of actual notice and jurisdiction as noted whether or not the complainant files a formal complaint. Holding a school liable under Title IX can occur only when the school knows of sexual harassment allegations and responds in a way that is deliberately indifferent (clearly unreasonable in light of known circumstances). Schools are required to investigate every formal complaint and respond meaningfully to every known report of sexual harassment. 

Reports of sexual harassment and/or retaliation may be made directly to the Title IX Coordinator or school-based designees (see contact information and details below) at any time using the email address, mailing address and/or telephone number provided.  A Formal Complaint means a written document submitted or signed by the Complainant or their parent/guardian or signed by the Title IX Coordinator alleging a policy violation by a Respondent and requesting that the District investigate the allegations.  

The regulation highlights the importance of supportive measures designed to preserve or restore access to the school's education program or activity, with or without a formal complaint. When an incident of sex-based discrimination or sexual harassment is reported, the Title IX Coordinator or designee, shall determine whether supportive measures are necessary pending the results of the investigation. The Title IX Coordinator or designee shall take immediate measures necessary to stop the harassment and protect students and/or ensure their access to the educational program. To the extent possible, such supportive measures shall not disadvantage the complainant or victim of the alleged harassment. Supportive measures may include placing the individuals involved in separate classes or transferring a student to a class taught by a different teacher. The school should notify the individual who was harassed of his/her options to avoid contact with the alleged harasser and allow the complainant to change academic and extracurricular arrangements as appropriate. The school should also ensure that the complainant is aware of the resources and assistance, such as counseling, that are available to him/her. As appropriate, supportive measures must be considered even when a student chooses to not file a formal complaint, or the sexual harassment occurs off school grounds or outside school-sponsored or school-related programs or activities. 

Where there has been a finding of responsibility, the regulation would require remedies designed to restore or preserve access to the school's education program or activity.

Due Process Protections 

The Title IX Coordinator shall develop a written process for managing formal complaints of sexual harassment, which shall ensure due process protections, including the following:  

  1. A reasonably prompt response and resolution, generally within 60 school days; although extenuating circumstances may result in extensions to this timeline, the District will avoid all undue delays within its control; 

  2. A presumption of innocence throughout the grievance process, with the burden of proof on the school; 

  3. A prohibition of the single investigator model, instead requiring a decision -maker separate from the Title IX Coordinator or investigator; 

  4. The standard for determining whether the alleged harassment or discrimination occurred shall be by the preponderance of the evidence; meaning that it is more likely than not that the alleged conduct occurred; 

  5. Access to an advisor of the party's choice throughout the process; 

  6. The opportunity to test the credibility of parties and witnesses through cross examination, subject to "rape shield" protections; 

  7. Written notice of allegations and an equal opportunity to review the evidence; 

  8. Title IX  Coordinators, investigators, and decision-makers must be free from bias or conflict of interest; 

  9. Equal opportunity for parties to appeal; 

  10. Upon filing a formal complaint the school will give written notice to the parties containing sufficient details to permit a party to prepare for any initial interview and proceed with a factual investigation. The District will not conduct in-person hearings as part of the investigative process but the parties will be allowed to submit written questions to challenge each other's credibility before the decision-maker makes a determination. After the investigation, a written determination will be sent to both parties explaining each allegation, whether the respondent is responsible or not responsible, including the facts and evidence on which the conclusion was based. As long as the process is voluntary for all parties, after being fully informed and written consent is provided by both parties, a school may facilitate informal resolution of a sexual complaint. 

The Title IX Coordinator will establish an informal investigation process that may, upon the request of the complainant be followed by a formal process. 

The Superintendent in consultation with the Title IX Coordinator shall designate the principal of each school in the District, or their designee as the initial entity to receive the sexual harassment complaint. Also, in a matter of sexual harassment, the District requires that the Title IX Coordinator be informed, as soon as possible, of the filing of the complaint. Nothing in this policy shall prevent any person from reporting the prohibited conduct to someone other than those above designated complaint recipients. The investigating officer may receive the complaint orally or in writing, and the investigation shall be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances and in compliance with applicable law. The investigation will be prompt, thorough, and impartial, and will include, at least, a private interview with the person filing the complaint and with witnesses. Also, the alleged harasser will be interviewed. When the investigation is completed, the complaint recipient will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. 

Record Keeping Requirements 

Schools must create and maintain records documenting every Title IX sexual harassment complaint.  Schools must keep records regarding the school's response to every report of sexual harassment of which it becomes aware even if no formal complaint was filed, including documentation of supportive matters offered and implemented for the complainant. 

Confidentiality/Privacy

Every effort shall be made to preserve the privacy of reports.  Information related to the complaint will be shared with the parties, their advisors, and a limited number of District employees who "need to know" in order to assist in the assessment, investigator and/or resolution of the report.  Otherwise, the privacy of student records will be protected in accordance with state and federal laws and District policies pertaining to student records.  The privacy of employee records will be protected in accordance with state laws and District policies. 

Notice

This policy, or a summary thereof that contain the essential policy elements shall be distributed by the Barnstable School District to its students and employees and each parent or guardian shall sign that they have received and understand the policy.

The District's Title IX Coordinator is Kathleen Turner, Executive Director of Social-Emotional Learning and Students Services, Barnstable Public Schools, 230 South Street, P.O. Box 955 who can be reached by e-mail at: turner_kathleen@mybps.us or by phone at: 508-862-4953 ext 1734. 

School-based complaints can also be filed with the building administrator: 

Elizabeth Freedman
Barnstable High School
508.790.6445 

Jim Anderson
Barnstable Intermediate School
508.790.6460 

Mike Wojkowski
Barnstable United Elementary School
508.420.2272 

Cathy Milne
Barnstable Community Innovation School
508.790.6485 

Elizabeth Forbes
Barnstable-West Barnstable Elementary
508.362.4949 

Matt Scheufele
Centerville Elementary
508.790.9890 

Kathi Amato
Hyannis West Elementary
508.790.6480 

Mery Faial-Zaynoune
West Villages Elementary
508.420.1100 

Nicole Caucci
Enoch Cobb Early Learning Center 
508.790.6493

Please note that the following entities have specified time limits for filing a claim. 

The Complainant may also file a complaint with: 

  1. The Massachusetts Commission Against Discrimination
    Boston Office
    1 Ashburton Place, Rooms 601
    Boston, MA 02108
    Phone 617-994-6000 

  2. Office for Civil Rights (U.S. Department of Education)
    5 Post Office Square
    8th Floor
    Boston, MA 02109
    Phone: 617-289-0111 

  3. The United States Equal Employment Opportunity Commission
    John F. Kennedy Bldg.
    475 Government Center
    Boston, MA 02203 

LEGAL REF.:  M.G.L. 151B:3A 

Title IX of the Education Amendments of 1972 

BESE 603 CMR 26:00 

34 CFR 106.44 (a), (a)-(b) 

34 CFR 106.45 (a)-(b) (1) 

34 CFR 106.45 (b)(2)-(b)(3,4,5,6,7) as revised through June 2020 
Note: A summary of the attached Policy, as adopted, must be sent to parents/guardians, students, employees, unions, and prospective employees of the school district including Title IX Coordinator(s), investigator(s) and the decision-maker. The above referenced employees must attend training sessions on the implementation of the Policy. 

REVISED/REPLACED: October 7, 2020 

SOURCE:  MASC July 2020; ATIXA August 2020