Annual Notices/Information
- Attendance Policies and Procedures (Grades K-12)
- Anti-Harassment - 5517
- Best Practices in Safe Possession and Storage of Firearms
- Bullying
- Child Abuse
- Criminal Organization Activity
- McKinney Vento (Homeless Youth) Information
- Nondiscrimination and Equal Employment Opportunity
- Notices
- Personal and Wireless Communication Devices
- Request for Review of Instructional Materials
- Seclusion and Restraint
- Student Technology Acceptable Use and Safety - 7540.03
- Title IX
Attendance Policies and Procedures (Grades K-12)
Regular attendance and punctuality are essential to good performance in school. Absences from school are often the single greatest cause of poor or failing performance or academic achievement; therefore, in alignment with the Indiana Department of Education, DSC expects students to be in attendance 94% of the school year or more.
Since the learning process is a progressive activity, each day’s lesson is built upon those class activities that took place on previous days. Whenever a class is missed, for whatever reason, that experience cannot be fully duplicated. Since responsibility is a learned behavior, and regular school attendance patterns encourage the development of responsible patterns of behavior, each student is expected to make every effort to be in school every day.
The DSC Attendance Policy includes a two-pronged approach. The first part is a system of rewards and recognitions designed to encourage good attendance. The second part is a series of consequences designed to change the inappropriate attendance patterns exhibited by students. Rewards or recognition programs may include such methods as attendance celebrations, attendance awards, and notifying parents, and the media of students’ perfect attendance. In addition, teachers may have classroom rewards for excellent attendance.
So that all parties involved can understand the attendance expectations and assist in the maintenance of excellent attendance, absences throughout the DSC will fall into one of three categories:
1. Excused
2. Parent/Guardian Verified
3. Unexcused (including truancy)
The DSC Attendance Policy chart above explains the criteria for each attendance category.
Regular attendance at school is required of all extra- and co-curricular participants. Students must attend school all day on the day of a contest or practice in order to participate in the event unless permission is granted for unusual circumstances by an administrator. Students must be in school on Friday in order to participate in weekend events unless excused by an administrator.
The consequences for unexcused absences will be based on each specific instructional level and can range from a warning to a referral to the court system for a violation of the Indiana compulsory attendance laws. In addition, notification to the Indiana Department of Child Services may be made for students who exhibit excessive absences.
DSC TRUANCY PREVENTION POLICY
Per Indiana Code, a student who is absent from school for five (5) days within a ten (10) week period without being:
(A) excused; or
(B) absent in conformity with a note on file from the student's doctor, therapist, or other professional requesting frequent absences
will be deemed a student in need of truancy prevention.
A school shall immediately provide written notification to the parent/guardian of any absent student who meets the qualifications listed above. The notification shall include the following:
1. Identify the student as meeting the requirements to participate in the DSC Truancy Prevention Program.
2. Inform the parent/guardian that they are responsible for:
a. monitoring the absent student's school attendance; and
b. ensuring the absent student attends school in accordance with compulsory attendance laws.
3. Inform the parent/guardian that the school may be initiating truancy prevention measures regarding the absent student.
4. Inform the parent/guardian that they are required to attend an attendance conference regarding the truancy prevention measures that the school will be implementing for the absent student.
5. Inform the parent/guardian when the student meets the requirements of a habitual truant.
a. Habitual Truant – A student who is absent for ten (10) days or more within a school year without being excused or under a parental request that has been filed with the school.
6. Inform the parent/guardian that the school corporation is required to report the student to an intake officer of the juvenile court or the Department of Child Services in accordance with IC 20-33-2-25.
If an attendance conference is scheduled, the school shall hold the conference with at least the following individuals to discuss the student's absences and establish a plan for the student to prevent future absences:
(A) A representative of the school.
(B) A teacher of the student.
(C) The student's parent/guardian.
(D) A representative chosen by the student's parent/guardian who may provide insight into the student's absenteeism if the student's parent:
(i) makes a request to the school that the representative attend; and
(ii) provides notice to the school regarding the identification of the representative; at least forty-eight (48) hours before the attendance conference.
At the conclusion of the conference, the school shall establish a plan that may include:
- Any wraparound services that are able to be provided to the absent student to ensure the absent student attends school.
- A specific description of the behavior that is required or prohibited for the absent student.
- The period for which the plan will be effective, not to exceed forty-five (45) instructional days after the date the plan is established.
- Any additional disciplinary action the school will take if the absent student does not comply with the plan.
- If applicable, a referral to counseling, mentoring, or other services for the student.
- If applicable, whether a parent/guardian is expected to attend the counseling, mentoring, or other services with the student.
To the extent possible, the signature of the parent/guardian of the student agreeing to comply with the plan shall be obtained by the school.
A school shall hold an attendance conference described in the section not more than five (5) instructional days after the student's fifth absence regardless of whether:
(1) the parent/guardian of the student; or
(2) a representative (meeting the guidelines listed above);
is able to attend the conference.
A school shall make all reasonable efforts to hold an attendance conference on a date and at a time that works with the schedule of the student's parent/guardian.
PRE-ARRANGED ABSENCES
DSC discourages students from taking family trips/vacations during the school year since extended absences place students at an academic risk. If there is a need for a pre-arranged absence, the school must be notified at least one week in advance. Approval for excused pre-arranged absences will be based on student attendance, grades, specific reasons, and length of the requested absence. The absences will be considered Parent/Guardian Verified and will be part of the four (4) day limit per semester as defined in the DSC Attendance Policy chart. It is the student/family's responsibility to make arrangements with his/her individual teachers for work missed during the absence(s).
PROCEDURES FOR CALLING OFF STUDENTS
The parent/guardian of any student has the duty and responsibility to notify the main office or attendance office of each student’s absence within 48 hours of the absence. It is not necessary to call each day of an extended illness. An estimation of the length of illness with a periodic update will be satisfactory.
An automatic calling system may call the home number as a reminder to a parent/guardian to report an absence for the entire day or a portion of the day. Partial-day absences will be recorded accordingly.
MAKE-UP WORK
Make-up work is recommended for all absences. Assignments will be credited only for excused absences. It is the responsibility of the student/family to get missed assignments from the day of absence upon his/her return. Extended illnesses will be handled on an individual basis. Work previously assigned is due upon a student’s return to class. Assignments may be requested by a parent/guardian if a student is out for two consecutive days. Teachers are given 24 hours to prepare the assignment request. Assignments that are not picked up are returned to the teacher.
SIGN-OUT POLICY
In order to preserve the safety of our students, Duneland School Corporation has defined district policies regarding safe sign-out procedures. Students being removed from school during the school day for any reason must be signed out at the attendance desk located in the Main Office. Only parents, guardians, or other personnel on file as emergency contacts are allowed to sign out a student. Picture identification is required as proof of identification in order to sign out the student.
Anti-Harassment - 5517
5517 - ANTI-HARASSMENT
General Policy Statement
It is the policy of the School Board of the Duneland School Corporation to maintain an education and work environment that is free from all forms of unlawful harassment occurring in the Corporation's educational opportunities, programs, or activities, or, if initially occurring off Corporation grounds or outside the Corporation's educational opportunities, programs, and activities, affecting the Corporation environment (hereinafter referred to collectively as unlawful harassment). This commitment applies to all Corporation operations, educational opportunities, programs, and activities. All students, administrators, teachers, staff, and other school personnel share responsibility for avoiding, discouraging, and reporting any form of unlawful harassment occurring in the Corporation's educational opportunities, programs, or activities, or, if initially occurring off Corporation grounds or outside the Corporation's educational opportunities, programs, and activities, affecting the Corporation environment. This policy applies to unlawful conduct occurring on school property, or at another location if such conduct affects the Corporation environment.
The Board will vigorously enforce its prohibition against unlawful harassment that is based on race, color, national origin, sex (including gender status, sexual orientation and/or gender identity), religion, disability, military status, ancestry, or genetic information, which are classes protected by Federal and/or State civil rights laws (hereinafter referred to as Protected Classes), and encourages those within the Corporation community as well as Third Parties who feel aggrieved to seek assistance to rectify such problems occurring in the Corporation’s educational opportunities, programs or activities, or, if initially occurring off Corporation grounds or outside the Corporation’s educational opportunities, programs and activities, affecting the Corporation environment.
All Corporation employees, including administrators, professional staff and support staff, shall report any incident of alleged unlawful harassment that the employee observes or which is reported to the employee.
The Corporation will investigate all allegations of unlawful harassment and, in those cases where unlawful harassment is substantiated, take steps immediately to end the harassment, prevent its recurrence, and remedy its effects.
Individuals who are found to have engaged in unlawful harassment will be subject to appropriate disciplinary action, up to and including termination of employment or expulsion from school.
Furthermore, Corporation employees who fail to report any incident of alleged unlawful harassment that the employee observes or which is reported to the employee also are subject to appropriate disciplinary action, up to and including termination of employment.
Other Violations of the Anti-Harassment Policy
The Corporation also will take immediate steps to impose disciplinary action on individuals engaging in any of the following prohibited acts:
- Retaliating against a person who has made a report or filed a complaint alleging unlawful harassment or who has participated as a witness in a harassment investigation.
- Filing a malicious or knowingly false report or complaint of unlawful harassment.
- Disregarding, failing to investigate adequately, or delaying investigation of allegations of unlawful harassment, when responsibility for reporting and/or investigating unlawful harassment charges comprises part of one's duties.
Sexual Harassment covered by Policy/AG 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities, i.e., sexual harassment prohibited by Title IX, is not included in this policy. Allegations of such conduct shall be addressed solely by Policy 2266/AG 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities.
Notice
Notice of the Board's policy on anti-harassment in the educational environment and the identity of the Corporation's Compliance Officers will be posted throughout the Corporation and published in any Corporation statement regarding the availability of employment, staff handbooks, and general information publications of the Corporation as required by Federal and State law and this policy.
Definitions
Words used in this policy shall have those meanings defined herein; words not defined herein shall be construed according to their plain and ordinary meanings.
Complainant is the individual who alleges or is alleged to have been subjected to unlawful harassment, regardless of whether the person files a formal complaint or is pursuing an informal resolution to the alleged harassment.
Respondent is the individual who is alleged to have engaged in unlawful harassment, regardless of whether the Complainant files a formal complaint or is seeking an informal resolution to the alleged harassment.
Corporation community means students, Corporation employees (i.e., administrators and professional and classified staff), and Board members, agents, volunteers, contractors, or other persons subject to the control and supervision of the Board.
Third Parties include but are not limited to guests and/or visitors on Corporation property (e.g., visiting speakers, participants on opposing athletic teams, parents), vendors doing business with or seeking to do business with the Board, and other individuals who come in contact with members of the Corporation community at school-related events/activities (whether on or off Corporation property).
Day(s): Unless expressly stated otherwise, the term “day” or “days” as used in this policy means business day(s) (i.e., a day(s) that the Corporation office is open for normal operating hours, Monday – Friday, excluding State-recognized holidays).
Bullying
Bullying rises to the level of unlawful harassment when one (1) or more persons systematically and chronically inflict(s) physical hurt or psychological distress on one (1) or more students with the intent to harass, ridicule, humiliate, intimidate or harm that/those student(s) based upon sex, race, color, national origin, religion, or disability, that is, characteristics that are protected by Federal civil rights laws. It is defined as any unwanted and repeated written, verbal, or physical behavior, including any threatening, insulting, or dehumanizing gesture, by an adult or student that is severe or pervasive enough to create an intimidating, hostile, or offensive educational environment, cause discomfort or humiliation, or unreasonably interfere with the individual’s school performance or participation and may involve:
- teasing;
- threats;
- intimidation;
- stalking;
- cyberstalking;
- cyberbullying;
- physical violence;
- sexual violence;
- theft;
- sexual, religious, or racial harassment;
- public humiliation; or
- destruction of property.
In the bullying context, “harassment” means any threatening, insulting, or dehumanizing gesture, use of data or computer software, or written, verbal or physical conduct directed against a student that:
- places a student in reasonable fear of harm to his/her person or damage to his/her property;
- has the effect of substantially interfering with a student’s educational performance, opportunities, or benefits; or
- has the effect of substantially disrupting the orderly operation of a school.
Bullying that rises to the level of Sexual Harassment is covered by Policy/AG 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities, i.e., sexual harassment prohibited by Title IX, and is not included in this policy. Allegations of such conduct shall be addressed solely by Policy 2266/AG 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities.
Race/Color Harassment
Prohibited racial harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's race or color and when the conduct has the purpose or effect of: interfering with the individual's educational performance; creating an intimidating, hostile, or offensive learning environment; or interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may include but is not limited to conduct directed at the characteristics of a person's race or color, such as racial slurs, nicknames implying stereotypes, epithets, and/or negative references regarding racial customs.
Religious (Creed) Harassment
Prohibited religious harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's religion or creed and when the conduct has the purpose or effect of: interfering with the individual's educational performance; creating an intimidating, hostile, or offensive learning environment; or interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may include but is not limited to conduct directed at the characteristics of a person's religious tradition, clothing, or surnames, and/or involving religious slurs.
National Origin Harassment
Prohibited national origin harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's national origin and when the conduct has the purpose or effect of: interfering with the individual's educational performance; creating an intimidating, hostile, or offensive learning environment; or interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may include but is not limited to conduct directed at the characteristics of a person's national origin, such as negative comments regarding customs, manner of speaking, language, surnames, or ethnic slurs.
Disability Harassment
Prohibited disability harassment occurs when unwelcome physical, verbal, or nonverbal conduct is based upon an individual's disability and when the conduct has the purpose or effect of: interfering with the individual's educational performance; creating an intimidating, hostile, or offensive learning environment; or interfering with one's ability to participate in or benefit from a class or an educational program or activity. Such harassment may include but is not limited to conduct directed at the characteristics of a person's disability, such as negative comments about speech patterns, movement, physical impairments or defects/appearances, or the like.
Corporation Compliance Officers
The Board designates the following individuals to serve as the Corporation's Compliance Officers (also known as Anti-Harassment Compliance Officers) (hereinafter referred to as the COs).
Assistant Superintendent
601 W Morgan Ave., Chesterton, IN 46304
219-983-3600
The names, titles, and contact information for the COs will be published annually on the Corporation's website and in the student or parent and staff handbooks.
The Compliance Officer(s) are responsible for coordinating the District’s efforts to comply with applicable Federal and State laws and regulations, including the District’s duty to address in a prompt and equitable manner any inquiries or complaints regarding harassment on the basis of a protected class.
The COs will oversee the investigation of any complaints of harassment based on a protected class which may be filed pursuant to the Board's adopted internal complaint procedure (see below) and will attempt to resolve such complaints. The Board will provide for the prompt and equitable resolution of complaints alleging harassment based on a protected class.
Reports and Complaints of Unlawful Harassment and Retaliation
Students and Corporation employees are required, and all other members of the Corporation community and Third Parties are encouraged, to promptly report incidents of harassment based on a protected class to an administrator, supervisor, or other Corporation official so that the Board may address the conduct before it becomes severe, pervasive, or persistent. Any teacher, administrator, supervisor, or other Corporation employee or official who receives such a complaint shall file it with the CO within two (2) business days.
Members of the Corporation community, which includes students, who believe they have been unlawfully harassed by another member of the Corporation community or a Third Party are entitled to utilize the Board’s complaint process set forth below. Initiating a complaint, whether formally or informally, will not adversely affect the Complainant's participation in educational or extra-curricular programs. While there are no time limits for initiating complaints under this policy, individuals should make every effort to file a complaint as soon as possible after the conduct occurs while the facts are known and potential witnesses are available.
If during an investigation of alleged bullying, aggressive behavior and/or harassment in accordance with Policy 5517.01 - Bullying, the Principal believes that the reported misconduct may have created a hostile educational environment and may have constituted unlawful harassment based on a Protected Class, the Principal shall report the act of bullying, aggressive behavior and/or harassment to one of the COs, who shall investigate the allegation in accordance with this policy. If the alleged harassment involves Sexual Harassment as defined by Policy 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities, the matter will be handled in accordance with the grievance process and procedures outlined in Policy 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities. While the CO investigates the allegation or the matter is being addressed pursuant to Policy 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities, the Principal shall suspend the Policy 5517.01 investigation to await the CO's written report or the determination of responsibility pursuant to Policy 2266 - Nondiscrimination on the Basis of Sex in Education Programs or Activities. The CO shall keep the Principal informed of the status of the Policy 5517 - Anti-Harassment investigation and provide the Principal with a copy of the resulting written report. Likewise, the Title IX Coordinator will provide the Principal with the determination of responsibility that results from the Policy 2266 -Nondiscrimination on the Basis of Sex in Education Programs or Activities grievance process.
The COs will be available during regular school/work hours to discuss concerns related to unlawful harassment on the basis of a protected class, to assist students who seek support or advice when informing another individual about unwelcome conduct, or to intercede informally on behalf of the student.COs shall accept complaints of unlawful harassment directly from any member of the Corporation community or a Third Party and reports that initially are made to another Corporation employee. Upon receipt of a report of alleged harassment, the CO will contact the Complainant and begin either an informal or formal process (depending on the Complainant's request and the nature of the alleged harassment) or designate a specific individual to conduct such a process.
The CO will provide a copy of this policy to the Complainant and Respondent. In the case of a formal complaint, the CO will prepare recommendations for the Superintendent or will oversee the preparation of such recommendations by a designee. All members of the Corporation community must report incidents of harassment based on a Protected Class that are reported to them to the CO within two (2)business days of learning of the incident/conduct.
Any Corporation employee who directly observes unlawful harassment of a student is obligated, in accordance with this policy, to report such observations to a CO within two (2) business days. Additionally, any Corporation employee who observes an act of unlawful harassment is expected to intervene to stop the harassment unless circumstances make such an intervention dangerous, in which case the staff member should immediately notify other Corporation employees and/or local law enforcement officials, as necessary, to stop the harassment. Thereafter, the CO or designee must contact the Complainant if age eighteen (18) or older or the Complainant's parents/guardians if the Complainant is under the age of eighteen (18) within two (2) days to advise of the Board’s intent to investigate the alleged harassment. Additionally, if the alleged harasser is a student, the CO or designee must contact the Respondent if age eighteen (18) or older, or the Respondent’s parents/guardians if the Respondent is under the age of eighteen (18), within two (2) days to advise of the Board's intent to investigate the alleged harassment.
Investigation and Complaint Procedure (see Form 5517 F1)
Except for Sexual Harassment that is covered by Policy 2266 - Nondiscrimination on the Basis of Sex Education Program or Activities, any student who alleges to have been subjected to unlawful harassment based on a Protected Class may seek resolution of the complaint through the procedures described below. The formal complaint process involves an investigation of the Complainant's claims of harassment or retaliation and a process for rendering a decision regarding whether the charges are substantiated.
Due to the sensitivity surrounding complaints of unlawful harassment or retaliation, time lines are flexible for initiating the complaint process; however, individuals are encouraged to file a complaint within thirty (30) calendar days after the conduct occurs while the facts are known and potential witnesses are available. Once the formal complaint process is begun, the investigation will be completed in a timely manner (ordinarily within fifteen (15) business days of the complaint being received).
The procedures set forth below are not intended to interfere with the rights of a student to pursue a complaint of unlawful harassment or retaliation with the United States Department of Education, Office for Civil Rights (OCR) or the Indiana Civil Rights Commission (ICRC). The Chicago Office of the OCR can be reached at John C. Kluczynski Federal Building, 230 S. Dearborn Street, 37th Floor Chicago, IL 60604; Telephone: 312-730-1560; FAX: 312-730-1576; TDD: 800-877-8339; Email: OCR.Chicago@ed.gov; Web: http://www.ed.gov/ocr.
Informal Complaint Procedure
The goal of the informal complaint procedure is to stop inappropriate behavior promptly and facilitate resolution through an informal means, if possible. The informal complaint procedure is provided as a less formal option for a student who alleges unlawful harassment or retaliation. This informal procedure is not required as a precursor to the filing of a formal complaint.
The informal process is available only when the Complainant and the Respondent mutually agree to participate in it.
The Complainant may proceed immediately to the formal complaint process, and individuals who seek resolution through the informal procedure may request that the informal process be terminated at any time to move to the formal complaint process.
All complaints involving a Corporation employee, any other adult member of the Corporation community, or a Third Party and a student will be formally investigated.
As an initial course of action, if a Complainant feels comfortable and safe in doing so, the individual should tell or otherwise inform the Respondent that the alleged harassing conduct is unwelcome and must stop. The Complainant should address the allegedly harassing conduct as soon after it occurs as possible. The COs are available to support and counsel individuals when taking this initial step or to intervene on behalf of the Complainant if requested to do so. A Complainant who is uncomfortable or unwilling to approach the Respondent directly about the allegedly inappropriate conduct may file an informal or a formal complaint.
In addition, with regard to certain types of unlawful harassment, such as sexual harassment, the CO may advise against the use of the informal complaint process.
A Complainant who alleges harassment based on a protected class or retaliation may make an informal complaint, either orally or in writing to: 1) a building administrator; 2) one of the COs; or 3) to the Superintendent or other Corporation-level employee.
All informal complaints must be reported to one of the COs who either will facilitate an informal resolution as described below or appoint another individual to facilitate an informal resolution.
The Corporation's informal complaint procedure is designed to provide the Complainant with a range of options designed to bring about a resolution of the Complainant's concerns. Depending upon the nature of the complaint and the wishes of the Complainant, informal resolution may involve but is not limited to one or more of the following:
- Advising the Complainant about how to communicate the unwelcome nature of the behavior to the Respondent.
- Distributing a copy of Policy 5517 - Anti-Harassment as a reminder to the individuals in the school building or office where the Respondent works or attends school.
- If both parties agree, the CO may arrange and facilitate a meeting or mediation between the Complainant and the Respondent to work out a mutual resolution.
While there are no set time limits within which an informal complaint must be resolved, the CO or a designee is directed to attempt to resolve all informal complaints within fifteen (15) business days of receiving the informal complaint.
If the Complainant is dissatisfied with the results of the informal complaint process, the Complainant may proceed to file a formal complaint. And, as stated above, either party may request that the informal process be terminated at any time to move to the formal complaint process.
Formal Complaint Procedure
If a complaint is not resolved through the informal complaint process, one of the parties has requested that the informal complaint process be terminated to move to the formal complaint process, the Complainant elects to file a formal complaint from the outset, or the CO determines the allegations are not appropriate for resolution through the informal process, the formal complaint process as described below shall be implemented.
A Complainant may file a formal complaint either orally or in writing with a Principal, the CO, the Superintendent, or other Corporation official.
Due to the sensitivity surrounding complaints of unlawful harassment and retaliation, timelines are flexible for initiating the complaint process; however, individuals are encouraged to file a formal complaint within thirty (30) calendar days after the conduct occurs while the facts are known and potential witnesses are available. If a Complainant informs a teacher, Principal, Superintendent, or other Corporation official, either orally or in writing, about any complaint of harassment or retaliation, that employee must report such information to the CO within two (2) business days.
Throughout the course of the process, the CO should keep the parties reasonably informed of the status of the investigation and the decision-making process.
All formal complaints of unlawful harassment or retaliation must include the following information to the extent known: the identity of the Respondent; a detailed description of the facts upon which the complaint is based (i.e., when, where, and what occurred); a list of potential witnesses; and the resolution sought by the Complainant.
If the Complainant is unwilling or unable to provide a written statement including the information set forth above, the CO shall ask for such details in an oral interview. Thereafter, the CO will prepare a written summary of the oral interview and the Complainant will be asked to verify the accuracy of the reported complaint by signing the document.
Upon receiving a formal complaint, the CO will consider whether any action should be taken in the investigatory phase to protect the Complainant from further harassment or retaliation, including but not limited to a change of building or class assignment or class schedule for the Complainant and/or the Respondent. In making such a determination, the CO should consult the Complainant to assess whether the individual agrees with the proposed action. If the Complainant is unwilling to consent to the proposed change, the Compliance Officer still may take whatever actions are deemed appropriate in consultation with the Superintendent.
Within two (2) business days of receiving the complaint, the CO or designee will initiate a formal investigation to determine whether the Complainant has been subjected to unlawful harassment or retaliation.
Simultaneously, the CO will inform the Respondent that a formal complaint has been received. The Respondent will be informed about the nature of the allegations and provided with a copy of any relevant policies and/or administrative guidelines, including Policy 5517 - Anti-Harassment. The Respondent also must be informed of the opportunity to submit a written response to the formal complaint within five (5) business days.
Although certain cases may require additional time, the CO or designee will attempt to complete an investigation into the allegations of harassment based on a Protected Class or retaliation within fifteen (15) business days of receiving the formal complaint.
The investigation will include:
- interview(s) with the Complainant;
- interview(s) with the Respondent;
- interviews with any other witnesses who reasonably may be expected to have any information relevant to the allegations; and
- consideration of any documentation or other information, presented by the Complainant, Respondent, or any other witness that is reasonably believed to be relevant to the allegations.
At the conclusion of the investigation, the CO/designee shall prepare and deliver a written report to the Superintendent that summarizes the evidence gathered during the investigation and provides recommendations based on the evidence and the definition of unlawful harassment as provided in Board policy and State and Federal law as to whether the Respondent engaged in unlawful harassment of or retaliation against the Complainant. The CO's recommendations must be based upon the totality of the circumstances, including the age and maturity level of any student involved. In determining if unlawful harassment or retaliation occurred, a preponderance of the evidence standard will be used.
The CO may consult with the Board’s legal counsel before finalizing the report to the Superintendent.
Absent extenuating circumstances, within five (5) business days of receiving the report of the CO/designee, the Superintendent either must issue a decision regarding whether the complaint of harassment has been substantiated or request further investigation. A copy of the Superintendent's final decision will be delivered to both the Complainant and the Respondent.
If the Superintendent requests additional investigation, the Superintendent must specify the additional information that is to be gathered, and such additional investigation must be completed within five (5) business days. At the conclusion of the additional investigation, the Superintendent must issue a written decision as described above.
If the Superintendent determines the Respondent engaged in harassment of or retaliation toward the Complainant, the Superintendent must identify what corrective action will be taken to stop, remedy, and prevent the recurrence of the harassment or retaliation. The corrective action should be reasonable, timely, age-appropriate, effective, and tailored to the specific situation.
The decision of the Superintendent shall be final.
The Board reserves the right to investigate and resolve a complaint or report of unlawful harassment or retaliation regardless of whether the Complainant pursues the complaint. The Board also reserves the right to have the formal complaint investigation conducted by an external person in accordance with this policy or in such other manner as deemed appropriate by the Board or its designee.
The parties may be represented, at their own cost, at any of the above-described interviews/meetings.
The right of a person to a prompt and equitable resolution of the complaint shall not be impaired by the person’s pursuit of other remedies, such as the filing of a complaint with the OCR or the ICRC, the filing of charges with local law enforcement, or the filing of a civil action in court. Use of the complaint procedures is not a prerequisite to the pursuit of other remedies.
Privacy/Confidentiality
The Corporation will employ all reasonable efforts to protect the rights of the Complainant, the Respondent, and the witnesses to the extent possible, consistent with the Corporation's legal obligations to investigate, take appropriate action, and comply with any discovery or disclosure obligations.
All records generated under the terms of this policy shall be maintained as confidential to the extent permitted by law. Confidentiality, however, cannot be guaranteed. Additionally, the Respondent must be provided the Complainant's identity.
During the course of a formal investigation, the CO or designee will instruct all members of the Corporation community and third parties who are interviewed about the importance of maintaining confidentiality. Any individual who is interviewed as part of a harassment investigation is expected not to disclose any information that is learned or provided during the course of the investigation.
Remedial Action and Monitoring
If warranted, appropriate remedial action shall be determined and implemented on behalf of the Complainant, including but not limited to counseling services, reinstatement of leave taken because of the discrimination, or other appropriate action.
The Board may appoint an individual, who may be a Corporation employee, to follow up with the Complainant to ensure no further discrimination or retaliation has occurred and to take action to address any reported occurrences promptly.
Sanctions and Disciplinary Action
The Board shall vigorously enforce its prohibitions against unlawful harassment/retaliation by taking appropriate action reasonably calculated to stop the harassment and prevent further misconduct.
While observing the principles of due process, a violation of this policy may result in disciplinary action up to and including the discharge of an employee or the suspension/expulsion of a student. All disciplinary action will be taken in accordance with applicable State law and the terms of any relevant collective bargaining agreement or student code of conduct. Any discipline of students with disabilities will be in accordance with the Individuals with Disabilities Education Act (“IDEA”) and the Federal and State regulations implementing the IDEA.
When imposing discipline, the Superintendent shall consider the totality of the circumstances involved in the matter, including the age and maturity level of any student involved. In those cases where unlawful harassment is not substantiated, the Board may consider whether the alleged conduct nevertheless warrants discipline in accordance with other Board policies, consistent with the terms of any relevant collective bargaining agreement or student code of conduct.
Where the Board becomes aware that a prior disciplinary action has been taken against the Respondent, all subsequent sanctions imposed by the Board and/or Superintendent shall be reasonably calculated to end such conduct, prevent its recurrence, and remedy its effects.
Retaliation
Retaliation against a person who makes a report or files a complaint alleging unlawful harassment/retaliation or participates as a witness in an investigation is prohibited. Neither the Board nor any other person may intimidate, threaten, coerce or interfere with any individual because the person opposed any act or practice made unlawful by any Federal or State civil rights law, made a report, formal complaint, testified, assisted or participated or refused to participate in any manner in an investigation, proceeding, or hearing under those laws or this policy, or exercised, enjoyed, aided or encouraged any other person in the exercise or enjoyment of any right granted or protected by those laws or this policy.
Retaliation against a person for making a report of discrimination, filing a formal complaint, or participating in an investigation or meeting is a serious violation of this policy that can result in imposition of disciplinary sanctions/consequences and/or other appropriate remedies.
Formal complaints alleging retaliation may be filed according to the internal complaint process set forth above.
The exercise of rights protected under the First Amendment of the United States Constitution does not constitute retaliation prohibited under this policy.
Allegations Constituting Child Abuse/Criminal Conduct
State law requires any teacher or school employee who knows or suspects that a child under the age of eighteen (18) is a victim of child abuse or neglect to immediately report that knowledge or suspicion to the Department of Child Services (DCS). If, during the course of a harassment investigation, the CO or designee has reason to believe or suspect that the alleged conduct reasonably indicates abuse or neglect of the Complainant, a report must be made in accordance with State law and Board Policy.
If the CO or designee has reason to believe that the Complainant has been the victim of criminal conduct as defined under State law, a report must be made to local law enforcement.
Any reports made to DCS or local law enforcement shall not terminate the CO's or designee’s obligation and responsibility to continue to investigate a complaint of harassment. While the CO or designee may work cooperatively with outside agencies to conduct concurrent investigations, in no event shall the harassment investigation be inhibited by the involvement of outside agencies.
Education and Training
In support of this Anti-Harassment Policy, the Board promotes preventative educational measures to create greater awareness of unlawful discriminatory practices. The Superintendent shall provide appropriate information to all members of the Corporation community related to the implementation of this policy and shall provide training for Corporation students and staff where appropriate. All training and information provided regarding the Board's policy and harassment in general will be age and content appropriate.
Retention of Investigatory Records and Materials
The CO is responsible for overseeing the retention of all records that must be maintained pursuant to this policy. All individuals charged with conducting investigations under this policy shall retain all documents, electronically stored information (ESI), and electronic media (as defined in Policy 8315) created and/or received as part of an investigation, which may include but are not limited to:
- all written reports/allegations/
complaints/grievances/ statements/responses pertaining to an alleged violation of this policy; - any narratives that memorialize oral reports/allegations/
complaints/grievances/ statements/responses pertaining to an alleged violation of this policy; - any documentation that memorializes the actions taken by Corporation personnel or individuals contracted or appointed by the Board to fulfill its responsibilities related to the investigation and/or the Corporation’s response to the alleged violation of this policy;
- written witness statements;
- narratives, notes from, and audio, video, or digital recordings of witness interviews/statements;
- e-mails, texts, and social media posts that directly relate to or constitute evidence pertaining to an alleged violation of this policy (i.e., not after-the-fact commentary about or media coverage of the incident);
- notes and summaries prepared contemporaneously by the investigator in whatever form made (e.g., handwritten, keyed into a computer or tablet, etc.), but not including transitory notes whose content is otherwise memorialized in other documents;
- written disciplinary sanctions issued to students or employees and other documentation that memorializes oral disciplinary sanctions issued to students or employees for violations of this policy;
- dated written determinations/reports (including summaries of relevant exculpatory and inculpatory evidence) and other documentation that memorializes oral notifications to the parties concerning the outcome of the investigation, including any consequences imposed as a result of a violation of this policy;
- documentation of any supportive measures offered and/or provided to the Complainant or the Respondent, including no contact orders issued to both parties, the dates the no contact orders were issued, and the dates the parties acknowledged receipt of the no contact orders;
- documentation of all actions taken, both individual and systemic, to stop the discrimination or harassment, prevent its recurrence, eliminate any hostile environment, and remedy its discriminatory effects;
- copies of the Board policy and procedures/guidelines used by the Corporation to conduct the investigation and any documents used by the Corporation at the time of the alleged violation to communicate the Board’s expectations to students and staff with respect to the subject of this policy (e.g., Student Code of Conduct and/or Employee Handbooks);
- copies of any documentation that memorializes any formal or informal resolutions to the alleged discrimination or harassment.
The documents, ESI, and electronic media (as defined in Policy 8315) retained may include public records and records exempt from disclosure under Federal (e.g., FERPA, ADA) and/or State (e.g., I.C. 5-14-3-4) law, such as student records and confidential medical records.
The documents, ESI, and electronic media (as defined in Policy 8315) created or received as part of an investigation shall be retained in accordance with Policy 8310, Policy 8315, Policy 8320, and Policy 8330 for not less than three (3) years and longer if required by the Corporation’s records retention schedule.
Revised 6/22/06
Revised 11/4/10
Revised 6/23/14
Revised 2/5/18
T.C. 9/23/19
Revised 12/9/19
© Neola 2021
Legal
I.C. 20-33-8
I.C. 35-42-4
511 IAC 7-32-1 et seq. (Article 7)
20 U.S.C. 1400 et seq., the Individuals with Disabilities Education Act of 2004, as amended (IDEA)
29 U.S.C. 794, Section 504 of the Rehabilitation Act of 1973, as amended
42 U.S.C. 1983
42 U.S.C. 2000d et seq., Title VI of the Civil Rights Act of 1964
42 U.S.C. 12101 et seq., Americans with Disabilities Act of 1990, as amended
34 C.F.R. Part 104, Section 504 Regulations
34 C.F.R. Part 300, IDEA Regulations
Best Practices in Safe Possession and Storage of Firearms
Bullying
Child Abuse
- If you suspect a child is being abused or neglected, call the Indiana Department of Child Services' Child Abuse and Neglect Hotline immediately. It is available 24 hours a day, 7 days a week, including weekends and holidays. You can report abuse and neglect anonymously.
- 1-800-800-5556
- Do not wait for someone else to make the call. Your call may be the critical first step in protecting a child.
What will I need to provide when making a report?
If you call to make a report, an intake specialist will ask for information about the circumstances creating a risk of harm to the child including:
- who was involved
- what occurred
- when and where it occurred
- the extent of any injuries sustained
- any other relevant information
You may be asked for detailed information including names, addresses and phone numbers for the child, parent or alleged perpetrator. Even if you are unable to provide all of the information, please contact the hotline to make a report if you suspect a child is a victim of abuse or neglect.
Criminal Organization Activity
Criminal Organization Activity
Critical Information:
Board Policy 5840 - The Corporation prohibits criminal gang activity and similar destructive or illegal group behavior on school property, on school buses, and at school-sponsored functions. The Corporation prohibits reprisal or retaliation against individuals who report criminal gang activity and similar destructive or illegal group behavior or who are victims, witnesses, bystanders, or others with reliable information about criminal gang activity and similar destructive or illegal group behavior.
Definitions
- "Criminal gang," means a group with at least three (3) members that specifically:
-
- either:
- promotes, sponsors, or assists in, or
- participates in, or
- requires as a condition of membership or continued membership
- either:
the commission of a felony or an act that would be a felony if committed by an adult or the offense of battery (I.C. 35-42-2-1).
- "Criminal gang activity," means:
knowing or intentional participation by a student in a criminal gang, or knowing or intentional solicitation, recruitment, enticement, or intimidation of another individual to join a criminal gang.
Procedures for Reporting and Investigating Suspected Criminal Gang Activity
A school employee is required by law to report any incidence of suspected criminal gang activity including criminal gang intimidation or criminal gang recruitment to the principal and the school safety specialist.
The school principal or designee shall conduct a thorough and complete investigation of each report of suspected criminal gang activity. The investigation shall be initiated by the principal or the principal’s designee within two (2) school days of the report of the incident. The principal may appoint additional personnel and the principal or designee may request the assistance of law enforcement to assist in the investigation. The investigation shall be completed and written findings documented and prepared by the principal as soon as possible, but no later than five (5) school days from the date of the alleged incident.
The principal or designee shall submit the report to the Superintendent within ten (10) school days of the completion of the investigation.
McKinney Vento (Homeless Youth) Information
Nondiscrimination and Equal Employment Opportunity
The Duneland School Corporation does not discriminate on the basis of the Protected Classes of race, color, national origin, sex (including sexual orientation and transgender identity), disability, age, religion, military status, ancestry, genetic information (collectively, "Protected Classes"), or any other legally protected category, in its programs and activities, including employment opportunities.
The Superintendent shall appoint and publicize the name of the compliance officer(s) who is/are responsible for coordinating the District’s efforts to comply with applicable Federal and State laws and regulations, including the District’s duty to address in a prompt and equitable manner any inquiries or complaints regarding discrimination or denial of equal access.
The Compliance Officer(s) shall also verify that proper notice of nondiscrimination for Title II of the Americans with Disabilities Act (as amended), Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendment Act of 1972, Section 504 of the Rehabilitation Act of 1973 (as amended), and the Age Discrimination in Employment Act is provided to staff members and the general public. Compliance Officer(s)
The following persons are designated as the Corporation’s Compliance Officers and, as such, shall handle inquiries regarding the nondiscrimination policies of the Corporation and address any complaint of discrimination:
Robert McDermott
Assistant Superintendent
Duneland School Corporation
601 W. Morgan Avenue - Chesterton, IN 46304
219-983-3600 - rmcdermott@duneland.k12.in.us
Regan Keating
Director of Human Resources
Duneland School Corporation
601 W. Morgan Avenue - Chesterton, IN 46304
219-983-3600 - rkeating@duneland.k12.in.us
Notices
Personal and Wireless Communication Devices
Per IC 20-26-5-40.7 - The use of wireless communication devices, including but not limited to cellular telephones, tablet computers, laptop computers, gaming devices, smartwatches, etc. is strictly prohibited during academic class periods unless explicitly authorized by the teacher for educational purposes.
Students are permitted to use a wireless communication device in the event of a health or safety emergency or to manage health care as specifically defined in the student’s Individualized Health Plan (IHP), Individualized Education Plan (IEP) and/or Section 504 Plan.
A wireless communication device is defined by Indiana law as any portable wireless device that has the capability to provide voice, messaging, or other data communication between two (2) or more parties.
Request for Review of Instructional Materials
Forms can be submitted to the Administration Building or the School Principal.
Seclusion and Restraint
Duneland School Corporation
Seclusion and Restraint Plan
Reviewed – July 2024 (plan is reviewed annually)
This document is to serve as guidance for staff, administrators, volunteers, and all other personnel that have consistent contact with students. The intent of these procedures is to provide a safe environment for all students.
The school will ensure that:
- Every student participating in the Duneland School Corporation (DSC) will be treated with dignity and respect.
- Appropriate student behavior will be taught to promote a safe school environment.
- The school’s use of prevention and positive behavior intervention will support conflict deescalation to eliminate or minimize the need for use of any seclusion or physical restraint
- Chemical and Mechanical restraints are prohibited (apart from authorization from a health professional, including Occupational and Physical Therapists)
- Behavior Intervention used will be consistent with students’ IEP if applicable.
- Students are free from unreasonable and unnecessary physical restraint or seclusion.
- Seclusion and/or Physical Restraint will only be used as a last resort safety procedure, employed after another less restrictive procedure has been used without success.
- Seclusion and/or Restraint will only be used when there is imminent risk of injury to the student, other students, school employees, or visitors to the school.
- Seclusion and/or Restraint will only be used for short periods of time or until the imminent risk of injury has passed.
- Students will be carefully and continuously monitored visually to ensure the safety of students and staff.
- Every incident will be documented and debriefed as outlined in this plan.
- The school’s plan will be reviewed annually for purposes of improvement and revision.
- This plan will be available in the office for any staff member or parent that requests to review or obtain a copy of the plan.
- The handbook, when revised, will include the location of this plan and other policies for parent access.
Monitoring and Documentation:
- All seclusion and restraint incidents will be documented to memorialize the events that led to the use of either seclusion or restraint using a form designed to provide the following:
a. Students Name
b. Date and time of incident
c. Duration of any seclusion or restraint
d. Description of any relevant events leading up to the incident
e. Description of the incident or student behavior that resulted in implementation of seclusion and/or restraint including a description of the danger of injury which resulted in the seclusion or restraint.
f. A description of any interventions used prior to the implementation of seclusion or restraint
g. A log of the student’s behavior during seclusion or restraint, including a description of the restraint technique or techniques used and any other interaction between the student and staff.
h. A description of any injuries to students, staff, or others or property damage.
i. A list of the school personnel who participated in the implementation, monitoring, and supervision of seclusion or restraint.
j. If applicable, a statement that the intervention used was consistent with the student’s most current behavioral intervention plan or IEP.
k. Description of the debriefing of the student and/or staff involved with the incident.
- The central administration will provide oversight and evaluation for all incidents of seclusion or restraint.
- The central administration in collaboration with the building administrator will keep the documentation in a secure location and prepare the information for the DOE annual performance report.
Incident safety assurance and documentation:
Immediately after the student has restored emotional and behavioral control following the use of restraint or seclusion, or both, a staff member not involved with the incident shall examine the student to ascertain if any injury occurred during the seclusion or restraint.
Parent / Guardian Notification:
Parents / guardians will be notified as soon as practical when an incident of seclusion or restraint has occurred. The school administrator or designee will call the parent if phone access is available for the parent. A formal letter of notification will be sent within a reasonable amount of time but within 5 school days.
Definitions:
The following terms are defined and to be understood by all staff members. These definitions will be reviewed annually as described in the staff-training component of this plan.
Seclusion: The confinement of a student alone in a room or area from which the student is prevented from leaving. The student will be carefully and visually monitored to ensure the safety of students and staff. The term does not include a supervised time-out or scheduled break where an adult is continuously present in the room with the student Restraint:
- Chemical: administration of a drug or medication to manage a student’s behavior or restrict a student’s freedom of movement that is not standard treatment or dosage or both for a student’s medical or psychiatric condition.
- Mechanical: use of a mechanical device, material or equipment attached or adjacent to the student’s body that the student cannot remove and restricts their freedom of movement. This does not include devices or equipment that has been authorized by a health professional including OT/PT. This does not include a bus harness or other safety equipment that is used to restrain a student during transport when the harness is necessary for safety purposes.
- Physical Restraint: means physical contact between a school employee and a student in which the student unwillingly participates and involves the use of a manual hold to restrict freedom of all or part of the student’s body. This term does not include briefly holding a student without undue force to calm or prevent unsafe behavior.
- Prevention and conflict de-escalation training: Training that is provided broadly to school staff on how to prevent, diffuse, and de-escalate potential behavioral crisis situations without physical contact between a school employee and a student.
Time out: A behavior reduction procedure where access to reinforcement is withdrawn for a certain period of time. Timeout occurs when the ability of the student to receive normal reinforcement in the school environment is restricted.
Imminent: Likely to happen right away, within a matter of minutes.
Definitions as described: 513 IAC 1-1-1
Training:
Training will occur to specified staff at the frequency identified. All training will be documented, and the documentation will be kept in the principal’s office and/or central office. The documentation will include:
- Name and positions of those trained.
- Who provided the training and/or method of training
- Date of training.
- A short description of training
- All staff will be trained annually on the Seclusion and Restraint plan in place in the school and where the plan is kept in the school building (school office & website)
- The Special Education Administration will assure all contracted staff receive the training annually.
- All staff includes, but is not limited to: teachers, secretaries, custodians, paraprofessionals, security officers, bus drivers, coaches and all other support staff.
- Volunteers and Substitutes will be given directives regarding seclusion and restraint; they will not be allowed to seclude nor restrain a student unless directed to do so in an emergency.
- The administration will review incidents where de-escalation may have defused the situation for the student and provided support to the staff member as a learning opportunity.
- If an incident occurs the staff will review the process to determine if staff members require additional training.
- Administrative staff will identify the critical staff that will receive specific training for the use of safe physical restraint.
- If needed, administrators will work to develop cohesive training and supports for designated staff in the following areas to be implemented annually:
a. Positive behavior supports
b. Safe use of seclusion and/or restraint to build understanding
c. Steps to avoid the use of seclusion and restraint
d. Debriefing practices and procedures
Student Technology Acceptable Use and Safety - 7540.03
7540.03 - STUDENT TECHNOLOGY ACCEPTABLE USE AND SAFETY
Technology has fundamentally altered the ways in which information is accessed, communicated, and transferred in society. As a result, educators are continually adapting their means and methods of instruction, and the way they approach student learning, to incorporate the vast, diverse, and unique resources available through the Internet. The School Board provides Technology Resources (as defined in Bylaw 0100) to support the educational and professional needs of its students and staff. With respect to students, Corporation Technology Resources afford them the opportunity to acquire the skills and knowledge to learn effectively and live productively in a digital world. The Board provides students with access to the Internet for limited educational purposes only and utilizes online educational services/apps to enhance the instruction delivered to its students. The Corporation's computer network and Internet system do not serve as a public access service or a public forum, and the Board imposes reasonable restrictions on its use consistent with its limited educational purpose.
The Board regulates the use of Corporation Technology Resources by principles consistent with applicable local, State, and Federal laws, the Corporation's educational mission, and articulated expectations of student conduct as delineated in the Student Code of Conduct. This policy, its related administrative guidelines and the Student Code of Conduct govern students’ use of Corporation Technology Resources and students' personal communication devices when they are connected to the Corporation computer network, Internet connection, and/or online educational services/apps, or when used while the student is on Corporation-owned property or at a Corporation-sponsored activity (see Policy 5136).
Users are prohibited from engaging in actions that are illegal (such as libel, slander, vandalism, harassment, theft, plagiarism, inappropriate access, and the like) or unkind (such as personal attacks, invasion of privacy, injurious comment, and the like) when using Corporation Technology Resources. Because its Technology Resources are not unlimited, the Board also has instituted restrictions aimed at preserving these resources, such as placing limits on use of bandwidth, storage space, and printers.
Users have no right or expectation to privacy when using Corporation Technology Resources (including, but not limited to, privacy in the content of their personal files, e-mails, and records of their online activity when using the Corporation’s computer network and/or Internet connection).
First, the Corporation may not be able to limit access technologically, through its Technology Resources to only those services and resources that have been authorized for the purpose of instruction, study and research related to the curriculum. Unlike in the past, when educators and community members had the opportunity to review and screen materials to assess their appropriateness for supporting and enriching the curriculum according to adopted guidelines and reasonable selection criteria (taking into account the varied instructional needs, learning styles, abilities, and developmental levels of the students who would be exposed to them), access to the Internet, because it serves as a gateway to any publicly available file server in the world, opens classrooms and students to electronic information resources that may not have been screened by educators for use by students of various ages.
The Board prohibits the sending, receiving, viewing, or downloading of materials that are harmful to minors on computers and other technology-related devices owned or leased by the Corporation or connected to the Corporation computer network.
Pursuant to State and Federal law, the Board has implemented technology protection measures that protect against (e.g., filter or block) access to visual displays/depictions/materials that are obscene, constitute child pornography, and/or are harmful to minors, as defined by the Children’s Internet Protection Act. At the discretion of the Board or the Superintendent, the technology protection measures may be configured to protect against access to other material considered inappropriate for students to access. The Board also utilizes software and/or hardware to monitor online activity of students to restrict access to child pornography and other material that is obscene, objectionable, inappropriate and/or harmful to minors. The technology protection measures may not be disabled at any time that students may be using the Corporation Technology Resources if such disabling will cease to protect against access to materials that are prohibited under the Children’s Internet Protection Act. Any student who attempts to disable the technology protection measures will be subject to discipline.
The Superintendent or Director of Technology may temporarily or permanently unblock access to websites or online education services/apps containing appropriate material if access to such sites has been blocked inappropriately by the technology protection measures. The determination of whether material is appropriate or inappropriate shall be based on the content of the material and the intended use of the material, not on the protection actions of the technology protection measures.
Parents/Guardians are advised that a determined user may be able to gain access to services and/or resources on the Internet that the Board has not authorized for educational purposes. In fact, it is impossible to guarantee students will not gain access through the Internet to information and communications that they and/or their parents may find inappropriate, offensive, objectionable or controversial. Parents of minors are responsible for setting and conveying the standards that their children should follow when using the Internet.
Pursuant to Federal law, students shall receive education about the following:
- safety and security while using e-mail, chat rooms, social media, and other forms of direct electronic communications
- the dangers inherent with the online disclosure of personally identifiable information
- the consequences of unauthorized access (e.g., "hacking", "harvesting", "digital piracy", "data mining", etc.), cyberbullying, and other unlawful or inappropriate activities by students online
- unauthorized disclosure, use, and dissemination of personally identifiable information regarding minors
Staff members shall provide instruction for their students regarding the appropriate use of technology and online safety and security as specified above. Furthermore, staff members will monitor the online activities of students while at school.
Monitoring may include, but is not necessarily limited to, visual observations of online activities during class sessions or use of specific monitoring tools to review browser history and network, server, and computer logs.
Building principals are responsible for providing training so that Ed-Tech users under their supervision are knowledgeable about this policy and its accompanying guidelines. The Board expects that staff members will provide guidance and instruction to students in the appropriate use of Corporation Technology Resources. Such training shall include, but not be limited to, education concerning appropriate online behavior, including interacting with other individuals on social media and in chat rooms and cyberbullying awareness and response. Users of Corporation Technology Resources (and their parents if they are minors) are required to sign a written agreement to abide by the terms and conditions of this policy and its accompanying guidelines.
Students will be assigned a school email account that they are required to utilize for all school-related electronic communications, including those to staff members, peers, and individuals and/or organizations outside the Corporation with whom they are communicating for school-related projects and assignments. Further, as directed and authorized by their teachers, they shall use their school-assigned email account when signing up/registering for access to various online educational services, including mobile applications/apps that will be utilized by the student for educational purposes.
Students are responsible for good behavior when using Corporation Technology Resources - i.e., behavior comparable to that expected of students when they are in classrooms, in school hallways, on other school premises and at school-sponsored events. Communications on Education Technology are often public in nature. General school rules for behavior and communication apply. The Corporation does not approve any use of its Technology Resources that is not authorized by or conducted strictly in compliance with this policy and its accompanying guidelines.
Students may use Corporation Technology Resources to access or use social media only if it is done for educational purposes in accordance with their teacher’s approved plan for such use.
Users who disregard this policy and its accompanying guidelines may have their use privileges suspended or revoked, and disciplinary action taken against them. Users are personally responsible and liable both civilly and criminally, for uses of Technology Resources that are not authorized by this Policy and its accompanying guidelines.
The Board designates the Superintendent and Director of Technology as the administrator(s) responsible for initiating, implementing, and enforcing this Policy and its accompanying guidelines as they apply to students' use of Corporation Technology Resources.
This policy shall be posted on the Corporation's website.
Title IX
Duneland School Corporation does not discriminate on the basis of sex (including sexual orientation or gender identity) in its education programs or activities and is required by Title IX of the Education Amendments of 1972 and its implementing regulations not to discriminate in such a manner. The requirement not to discriminate in its education program or activity extends to admission and employment. Duneland School Corporation is committed to maintaining an education and work environment that is free from discrimination based on sex, including sexual harassment.
Any inquiries about the application of Title IX and its implementing regulations to the Corporation may be referred to the Title IX Coordinator. The Board has adopted a grievance process that provides for the prompt and equitable resolution of student and employee complaints alleging any action that is prohibited by Title IX and/or its implementing regulations. The grievance process is included in Board Policy 2266 – Nondiscrimination on the Basis of Sex in Education Programs or Activities.
Title IX Coordinator
Robert McDermott
Assistant Superintendent
601 W. Morgan Avenue - Chesterton, IN 46304
(219) 983-3600
rmcdermott@duneland.k12.in.us
Reporting Sexual Discrimination/Harassment
Complaints or reports alleging sexual assault, sexual harassment, dating violence, stalking, or gender discrimination, including sexual orientation or gender identity, involving a DSC student, employee, or person affiliated with DSC should be immediately reported to the Title IX Coordinator.
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To make a Title IX complaint
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Utilize the Title IX form and submit it to the Title IX Coordinator via email or hard copy.
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Contact the Title IX Coordinator
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Inform a School Administrator, Counselor, or any other school employee, either verbally or in writing. All DSC employees are "mandatory reporters" which means that all employees are required to report these instances to the Title IX Coordinator, and in some cases to Indiana Child Protective Services.
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Complaints or reports may be made anonymously, but no disciplinary action will be taken against an alleged aggressor solely on the basis of an anonymous report.