Investigation of Complaints Made by or Against District Employees
The district encourages employees or other individuals who believe that they have been harassed by a District employee to firmly and promptly notify the offender that his or her behavior is unwelcome and to cease and desist from any repetition of this conduct. The District also recognized that direct contact between the complainant and alleged harasser may not be possible in every circumstance. Therefore, the District implements the following internal complaint procedures:
- Any employee or individual who believes he or she has been the subject of sexual harassment shall immediately report the alleged act(s) or indecent(s) to his or her supervisor, principal, or the Deputy Superintendent, Personnel Services & Designated Improvement Schools. If the employee’s supervisor or principal is the subject of or implicated in the complaint, the employee shall report the alleged act(s) directly to the Deputy Superintendent, Personnel Services & Designated Improvement Schools.
- All reports made to a supervisor or principal shall be promptly reported to the Deputy Superintendent, Personnel Services & Designated Improvement Schools.
- The Deputy Superintendent, Personnel Services & Designated Improvement Schools shall do the following:
- Appoint an individual to promptly and fully investigate the matter. Upon completion of the investigation, the appointed individual shall report his or her findings to the Deputy Superintendent, Personnel Services & Designated Improvement Schools.
- Ensure, where necessary, that the identity of the alleged sexual harassment victim shall not be disclosed.
- Ensure that the investigation report makes a determination regarding the allegation and a disciplinary decision, where appropriate. At his or her discretion, the Deputy Superintendent, or designee may conduct his or her own investigation of the matter, and may take additional or different remedial steps, where appropriate
- Where practical, the Complaint shall be notified of the remedial steps, if any, taken in response to the complaint, and may request a review of the matter by the Deputy Superintendent, or designee. In response to such a request, the Deputy Superintendent, or designee may, at his or her sole discretion, carry out an additional investigation of the matter.
- In addition to the District’s internal complaint procedures, an employee may file a complaint with the DFEH at the appropriate Los Angeles County office or
with the Equal Employment Opportunity Commission of the U.S. Department of Justice at its Los Angeles Office.