Harassment, Bullying, and Hazing Policies

St Joseph's Happy Family

Harassment Policies


The following is the Diocesan Policy on Harassment, Bullying and Hazing by Students

Policy 579


Diocese of Des Moines


Student Personnel


Harassment, Bullying and Hazing



It shall be the policy of the Diocesan Catholic Schools Board that all schools maintain an
environment free from unlawful and undesirable verbal and physical harassment, bullying and/or
hazing. Schools should develop and incorporate programs to eliminate harassment, bullying and
hazing from all student and school personnel.


For the purposes of this policy harassment, bullying and hazing shall mean any electronic,
written, verbal, or physical act or conduct toward a student which is based on any actual or
perceived trait or characteristic of the student and which creates an objectively hostile school
environment that meets one of more of the following conditions:


Places the student in reasonable fear of harm to the student’s person or property;

Has a substantially detrimental effect on the student’s physical or mental health;

Has the effect of substantially interfering with the student’s academic
performance; or

Has the effect of substantially interfering with the student’s ability to participate in
or benefit from the services, activities, or privileges provided by the school.
“Electronic” shall mean any communication involving the transmission of information by wire,
radio, optical cable, electromagnetic, or other similar means. “Electronic” includes but is not
limited to communication via electronic mail, internet-based communications, pager service, cell
phones, electronic text messaging, or similar technologies.


The phrase “trait or characteristic” of the student as used in this policy includes, but is not limited
to, age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender
identity, physical attributes, physical or mental ability or disability, ancestry, political party
preference, political belief, socioeconomic status, or familial status.


The term “sexual orientation” means actual or perceived heterosexuality, homosexuality
or bisexuality. The term “gender identity” means the gender related identity of a person,
regardless of the person’s assigned sex at birth.


Harassment, bullying and hazing may include, but are not limited to, the following behaviors and
circumstances:

Verbal, nonverbal, or physical or written harassment, bullying, hazing, or other
victimization that have the purpose or effect of causing injury, discomfort, fear, or
suffering to the victim;

Repeated remarks of a demeaning nature that have the purpose or effect of causing
injury, discomfort, fear, or suffering to the victim;

Implied or explicit threats concerning one’s grades, achievements, property, etc.
that have the purpose or effect of causing injury, discomfort, fear, or suffering to
the victim;

Demeaning jokes, stories, or activities directed at the student that have the purpose
or effect of causing injury, discomfort, fear, or suffering to the victim; and/or

Unreasonable interference with a student’s performance or creation of an
intimidating, offensive, or hostile learning environment.
This policy shall be in effect while students are on school property, while on school-owned or
school-operated/leased vehicles; while attending or engaged in school-sponsored activities; and
while away from school grounds if the misconduct directly affects the good order, efficient
management and welfare of the school.


Students who believe they or another student or students are the victim of bullying, harassment or
hazing should immediately report their concerns to the school principal or the principal’s
designee. The school must promptly and reasonably investigate allegations of bullying,
harassment and hazing. The principal or the principal’s designee will be responsible for handling
all complaints by students alleging bullying, harassment or hazing.


If a staff member believes she/he is or has been bullied, harassed or hazed by a student, the staff
member should contact the principal who must investigate the matter. If the staff member
chooses, the matter may be reported to legal authorities.


Retaliation against a person because the person has filed a bullying, harassment or hazing
complaint or assisted or participated in an investigation or proceeding is prohibited. An
individual who knowingly files a false complaint and a person who gives false statements in an
investigation shall be subject to discipline by appropriate measures, as shall a person who is
found to have retaliated against another in violation of this policy. A student found to have
retaliated in violation of this policy shall be subject to measures up to, and including, suspension
and expulsion.


The principal shall ensure that the anti-harassment, anti-bullying and anti-hazing policy and
procedures are printed in the Handbooks and integrated into the school’s Comprehensive School
Improvement Plan (CSIP). The principal or the principal’s designee is responsible for collllecttiing
data relating to incidents of harassment, bullying and hazing. This data must be reported in the
spring Basic Education Data Survey (BEDS) and to the local public annually.


Nothing in this policy shall be construed to impair the school’s ability to educate and administer
consistent with the mission of the Catholic Church. Nothing in this policy is intended to condone
behavior or lifestyles that are inconsistent with Catholic teachings.


Policy Adopted: January 31, 1994
Policy Revised: April 25, 2000
April 7, 2004
May 21, 2007
January 21, 2008
May 19, 2008
November 17, 2008
November 15, 2010

Sexual Harrasment


The following is the Diocesan Board of Education policy on sexual harassment:


It shall be the policy of the Diocesan Board of Education that educational programs maintain a learning and working environment free from sexual harassment.


Prohibited Acts


Sexual harassment is strictly forbidden in diocesan education programs.  For the purposes of this policy, sexual harassment is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:


A.    submission to such conduct is explicitly or implicitly made a term or condition of an individual’s employment or status in a class, program, or activity;

B.    submission to or rejection of such conduct is used as a basis for an employment or educational decision affecting an individual; or

C.    such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance, or of creating an intimidating, hostile, or offensive environment for work or learning.

Examples of Sexual Harrassment


Sexual harassment encompasses any sexual attention that is unwanted.  Examples of the verbal or physical conduct prohibited include, but are not limited to:


A.    physical assault;

B.    direct or implied threats that submission to sexual advances will be a condition of employment, work status, promotion, education, grades or letters of recommendation;

C.    direct propositions of a sexual nature;

D.    subtle pressure for sexual activity, an element of which may be conduct such as repeated and unwanted

gestures;

E.    a pattern of conduct (not legitimately related to the subject matter of a course if one involved) intended to discomfort or humiliate, and/or that includes one or more of the following:  (1) comments of a sexual nature; or (2) sexually explicit statements, questions, jokes or anecdotes;

F.    a pattern of conduct that would discomfort and/or humiliate a reasonable person at whom the conduct was directed that includes one or more of the following:  (1) unnecessary touching, patting, hugging, or brushing against a person’s clothing or body; (2) remarks of a sexual nature about a person’s body or clothing; or (3) remarks about sexual activity or speculations about previous sexual experience.

Isolated and Inadvertent Offenses

A.    Staff and students, who without establishing a pattern of doing so, engage in isolated conduct of the kind described in items E. and F. above or who exhibit a pattern of engaging in such conduct but fail to realize that their actions discomfort and/or humiliate, demonstrate insensitivity that necessitates remedial measures.  When program administrators become aware that such activities are occurring in their areas, they should discuss such conduct those involved and, where appropriate, recommend that person take an educational program designed to develop understanding of the harm being done.

B.    If, after participating in the educational program or for failing to participate after being recommended to do so, a person continues to engage in the conduct described in items E. and F. above, he or she will be deemed to have engaged in a pattern of conduct intended to discomfort or humiliate the one at whom the actions or statements are directed.

It is the policy of the educational programs governed by the Diocesan Board of Education to maintain a learning and working environment that is free from sexual harassment and/or harassment of any type.  No employee, volunteer or student associated with these programs shall be subjected to sexual harassment or harassment of any kind.  Any person who alleges harassment by any employee, volunteer or student of an educational program governed by the Diocesan Board of Education may complain directly to his/her teacher, immediate supervisor, principal, Mrs. Phyllis Konchar at 266-3433, or the superintendent of schools for the Diocese of Des Moines.  Detailed procedures to be followed are outlined in Diocesan Board Policy 336 (sited above) and Regulations 337 and 570; copies are available in our school office.


PLEASE CONTACT THE SCHOOL OFFICE IF YOU WISH FURTHER INFORMATION REGARDING SEXUAL HARASSMENT.

Read 2454 times