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I. General Statement of Policy
The School District recognizes sexual harassment to be a form of sex
discrimination that is against the law. It is the policy of the District to provide a
learning and working environment that promotes respect of the dignity and worth of all its members and which is free from sexual harassment.

All members of the District are expected to contribute to an environment free
of sexual harassment. It shall be a violation of this policy for any student or
employee of the District to harass a student or employee through conduct or
communication of a sexual nature as defined by this policy.

The District takes seriously and will respond to any complaint of sexual
harassment. The District recognizes that there are different levels of intervention and response to complaints of sexual harassment. The purpose of taking action is 1) to stop behavior that is offensive to an individual and to the school community; and 2) to educate the individual and the school community.

This policy is in effect for all school-sponsored events and applies to all
employees and students of the District. It also applies to behavior by non-school
personnel toward employees and students on school ground, in school facilities, and at school-sponsored events.

The District is committed to implementing this policy by training staff, by
educating students of all ages, by publicizing procedures for responding to sexual
harassment and by taking appropriate action.

II. Sexual Harassment Defined
A. Sexual harassment consists of unwelcome sexual advances, requests for
sexual favors, sexually motivated physical conduct, or other verbal, written, or
physical conduct or communication of a sexual nature made by any employee to a
student, made by any employee to another employee, or made by any student to
another student or to an employee when:
1. Submission to such conduct or communication is made, either explicitly or
implicitly, a term or condition of retaining employment or of obtaining an
education; or

2. Submission to or rejection of such conduct or communication by an
individual is used as a factor in decisions affecting that individualʼs
employment or education; or

3. Such conduct or communication has the purpose or effect of substantially
or unreasonably interfering with an individualʼs employment or education, or
creating an intimidating, hostile, or offensive employment or education

B. Sexual harassment can include but is not limited to:
1. verbal abuse or harassment;
2. pressure for sexual activity, either subtle or explicit;
3. unwelcome touching;
4. sexually suggestive or obscene written or visual material publicly displayed
or directed at another;
5. intentional brushing against another personʼs body;
6. suggestions or demands for sexual involvement accompanied by implicit or
explicit threats concerning an individualʼs employment or educational
7. suggestions or demands for sexual involvement accompanied by implicit or
explicit promises of preferential treatment with regard to an individualʼs
employment or educational status.

III. Responding to Sexual Harassment:

A person who feels he/she has been the victim of sexual harassment by a
student or an employee of the District has the following options:
He/she may communicate directly to the offender that his/her conduct is
unwelcome, offensive, in poor taste, and/or inappropriate.
If a person feels uncomfortable confronting an offender, he/she is invited to
bring the situation to the attention of another member of the school community.

A student should consider discussing the incident with an adult such as a teacher,
guidance counselor, principal, or parent.

A person may choose to report the alleged acts to the School District official
designated by the procedures that accompany this policy. A report will result in a
formal investigation of the incident. The purpose of an investigation is to determine whether the offending behavior falls within the definition of sexual harassment and whether disciplinary action is warranted.

In determining what action should be taken when sexual harassment occurs,
the School District will consider the surrounding circumstances, the nature of the
sexual advances, the relationships between the parties involved, the ages of the
parties involved, and the context in which the alleged incident(s) occurred.
The School District will handle all complaints with the utmost discretion and
will act to ensure that due process is followed.

A complaint or report of sexual harassment submitted in good faith will not
affect the complainantʼs future employment, or, in the case of students, grades or
educational opportunity.

When an instance of sexual harassment is suspected to be sexual abuse, it
shall be reported to the appropriate state agency, as required by law.

IV. School District Action
When a complaint of sexual harassment is determined valid, the School
District will take action based on the results of the investigation.

1. A substantiated charge against an employee may result in disciplinary
action up to and including suspension or dismissal as consistent with due
process procedures.
2. A substantiated charge against a student may result in disciplinary action up
to and including suspension or expulsion consistent with due process

V. Reprisal
The School District will discipline any individual who retaliates against 1) any
person who in good faith reports alleged sexual harassment or 2) any person who
testifies, assists, or participates in an investigation, proceeding or hearing relating to a sexual harassment complaint. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment.

VI. Non-Harassment
The School District recognizes that not every advance or comment of a sexual
nature constitutes harassment. Whether a particular action or incident is sexual
harassment requires a determination based on all the facts and surrounding
circumstances. A false accusation of sexual harassment can have a serious
detrimental effect on innocent parties. An intentionally false charge will be treated as a serious offense and will result in disciplinary action.

VII. Right to Alternative Complaint Procedures
This policy does not deny the right of any individual to pursue other avenues of
recourse provided by statute in New Hampshire and/or Vermont.
Dresden School Board
Adopted: 26 April 1994
Recoded from GAABA to GBAA 30 June 2011