NON DISCRIMINATION POLICY FOR STUDENTS AND EMPLOYEES
It is the policy of the Bradford Special School System not to discriminate on the basis of race, color, national origin, sex, disability or age in its programs or activities and provides equal acciess to the Boy Scouts and other designated youth groups. The Bradford Special School District offers classes in many career and technical education program areas under its open admissions policy. The following people have been designated to handle inquiries regarding the nondiscrimination policies:
Mr. Jerry Diviney
Federal Programs Director
Mrs. Amy Dunn
Special Education Director
CTE Annual Notice of Nondiscrimination
The Bradford Special School System does not discriminate on the basis of race, color, national origin, sex, disability, or age in its program or activities and provides equal access to the Boy Scouts and other designated youth groups. The Bradford Special School System offers classes in many career and technical education program areas under its open admissions policy. Specifically, the Bradford Special School System offers admissions based on selective criteria in programs like Agriculture, Family and Consumer Science and Business Management through a separate application process that is nondiscriminatory. For more information about the application process and particular course offerings, contact the admissions office at (731) 742-3180. Lack of English language proficiency will not be a barrier to admission and participation in career and technical education programs. The following people have been designated to handle inquiries regarding the nondiscrimination policies:
Mr. Jerry Diviney
Federal Programs Director
Mrs. Amy Dunn
Special Education Director
STUDENT CONCERNS AND COMPLAINTS
Decisions made by school personnel — such as aides, teachers, or assistant principals — which students
believe are unfair or in violation of pertinent policies of the Board or individual school rules may
be appealed to the school principal or a designated representative. To appeal, students will contact the
principal's office in their school and provide their name, the issue and the reason for their appeal on a
printed form available at the school office within two days. The appeal will usually be decided confidentially and promptly,
preferably within ten (10) school days.
However, if the principal does not make a decision within ten (10) school days following the date of
complaint, students or parents may appeal at that time by contacting the director of schools/designee at
the central office. The information provided should include the student's name, the school and a description
of the problem.
An investigation and decision will be made within two (2) school days and communicated to the school
principal and student by telephone. A written copy of the decision also will be sent to the student and
DISCRIMINATION/HARASSMENT GRIEVANCE PROCEDURES
Filing a Complaint
—Any student of this school district who wishes to file a discrimination/harassment
grievance against another student or an employee of the district may file a written or oral (recorded, if
possible) complaint with a principal and/or school counselor.
1Students may also report an allegation
of discrimination/harassment to any teacher or other adult employed in the school who shall inform a
complaint manager of the allegation. The complaint should include the following information:
Identity of the alleged victim and person accused;
Location, date, time and circumstances surrounding the alleged incident;
Description of what happened;
Identity of witnesses; and
Any other evidence available.
-Within twenty-four hours of receiving the student's complaint, the complaint manager
shall notify the complaining student's parent/guardian and the principal who shall inform the director of
schools. The parent/guardian shall be given notice of the right to attend an interview of the student in a
non-intimidating environment in order to elicit full disclosure of the student's allegations. This interview
shall take place within five (5) days from the time the complaint was first made. If no parent/guardian
attends the interview, another adult, mutually agreed upon by the student and the complaint manager,
shall attend and may serve as the student's advocate. After a complete investigation, if the allegations
are substantiated, immediate and appropriate corrective or disciplinary action shall be initiated. The com-
plaint and identity of the complainant will not be disclosed except (1) as required by law or this policy;
or (2) as necessary to fully investigate the complaint; or (3) as authorized by the complainant. A school
representative will meet with and advise the complainant regarding the findings, and whether corrective
measures and/or disciplinary action were taken. The investigation and response to the complainant will
be completed within thirty (30) school days. Copies of the report will be sent to the student, principal,
Federal Rights Coordinator and the director of schools. One copy shall be kept in the complaint manager's
file for one (1) year beyond the student's eighteenth (18th) birthday. The director of schools shall
keep the Board informed of all complaints.
Decision and Appeal
— If the complainant is not in agreement with the findings of fact as reported by
the complaint manager, an appeal may be made, within five (5) work days to the director of schools.
The director of schools will review the investigation, make any corrective action deemed necessary and
provide a written response to the complainant. If the complainant is not in agreement with the director
of schools' findings of fact, appeal may be made to the Board of Education within five (5) work days.
The Board shall, within thirty (30) days from the date the appeal was received, review the investigation
and the actions of the director of schools and may support, amend or overturn the actions based upon
review and report their decision in writing to the complainant.
The Board believes that differences of opinions arising in the course of employment should be resolved
as quickly as possible and at the lowest supervisory level.
In instances of questions by an individual staff member concerning the interpretation of policies and
procedures to that staff member, administrative practices within his/her particular school, and relationships
with other employees, the staff member concerned must consult the administrative or supervisory
personnel to whom he/she is responsible. If a satisfactory resolution of the problem cannot be reached
after ample opportunity for consideration of the matter, the staff member concerned may discuss the
matter with the next level of supervision up to and including the director of schools.
In instances where an individual staff member feels for personal reasons that he/she cannot discuss a
problem with his/her immediate superior, he/she may take the problem directly to the director of schools.
After review of the case, the director of schools shall take action as he/she deems appropriate and within
a prompt, reasonable time shall notify all parties concerned of his decision.
Employees should notify any district complaint manager if they believe the Board, its employees or
agents have violated their rights guaranteed by the State or federal Constitution, State or federal statute
or board policy including:
1. Title II of the Americans with Disabilities Act
2. Title IX of the Education Amendments of 1972
3. Section 504 of the Rehabilitation Act of 1973
4. Claims of sexual harassment under Title VII of the
Civil Rights Act of 1964 and Title IX of the
Education Amendments of 1972
The complaint manager will endeavor to respond and resolve complaints without resorting to this grievance
procedure and, if a complaint is filed, to address the complaint promptly and equitably. The right
of a person to prompt and equitable resolution of the complaint shall not be impaired by the person's
pursuit of other remedies. Use of this grievance procedure is not a prerequisite to the pursuit of other
remedies and use of this grievance procedure does not extend any filing deadline related to the pursuit
of other remedies.
1.Filing a Complaint— An employee who wishes to avail himself or herself of this grievance
procedure may do so by filing a complaint with any district complaint manager. The employee
may request a complaint manager of the same sex. The complaint manager may assist the employee
in filing a grievance.
2.Investigation— The complaint manager will investigate the complaint or appoint a qualified
person to undertake the investigation on his or her behalf. The complaint and identity of the
complainant will not be disclosed except (1) as required by law or this policy; or (2) as necessary
to fully investigate the complaint; or (3) as authorized by the complainant. The complaint
manager shall file a written report within ten (10) days of the filing of the grievance, of his or
her findings with the director of schools. If a complaint of sexual harassment contains allegations
involving the director of schools, the written report shall be filed with the Board. The director
of schools shall keep the Board informed of all complaints.
3.Decision and Appeal— After receipt of the complaint manager's report, the director of
schools shall render a written decision within five (5) days of the receipt of the report which
shall be provided to the employee. If the employee is not satisfied with the decision, the
employee may appeal the decision to the Board by making a written request to the complaint
manager. The complaint manager shall be responsible for promptly forwarding all materials relative
to the complaint and appeal to the Board. Thereafter, the Board shall render within thirty (30)
days from the date the appeal was received, review the report and affirm, overrule or modify the
decision and render a written finding which shall be provided to the complainant. This grievance
procedure shall not be construed to create an independent right to a Board hearing.
Anyone who feels that they have been discriminated against and wish to file a complaint, or anyone who has a question about BSSD's non-discrimination policy should contact
Persons designated to coordinate Title IX and Section 504 Compliance: