Choose a policy from the list below.
File: AC
NONDISCRIMINATION/EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION
The MSAD #11 Board is committed to-maintaining a workplace and learning environment that is free from illegal discrimination and harassment.
In accordance with applicable Federal and/or State laws and regulations, MSAD #11 prohibits discrimination against and harassment of employees, candidates for employment, students and others with rights to admission or access to school programs, activities or premises on the basis of race, color, sex, sexual orientation, religion, ancestry or national origin, age, genetic information or disability. For the purpose of this policy, "sexual orientation" means a person's actual or perceived heterosexuality, bisexuality, homosexuality, or gender identity or expression.
[NOTE: The Maine Human Rights Act (5 M.R.S.A.§ 4551 et seq.) prohibits discrimination on the basis of sexual orientation. This policy includes the definition of "sexual orientation" provided in 5 M.R.S.A. § 4553(9-C).)
The MSAD #11 Board delegates to the Superintendent the responsibility for implementing this policy. The MSAD #11 Affirmative Action Plan will include designation of an Affirmative Action Officer who will be responsible for ensuring compliance with all Federal and State requirements related to nondiscrimination. The Affirmative Action Officer will be appointed by the Superintendent and will be a person with direct access to the Superintendent.
The Superintendent/Affirmative Action Officer shall be responsible for ensuring that notice of compliance with Federal and State civil rights laws is provided to all applicants for employment, employees, students, parents and others, as appropriate.
Legal Reference:
Cross Reference:
• ! •
Equal Employment Opportunities Act of 1972 (P.L. 92-261)
amending Title- VII of the Civil Rights Act of 1964 (42-U.S.C.
§ 2000(e) et seq.)
Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.)
Title VI of the Civil Rights Act of 1964 (P.L. 88-352)
Age Discrimination in Employment Act of 1967 (29 U.S.C. § 621 et seq.)
Equal Pay Act of 1963 (29 U.S.C. § 206)
Vocational Rehabilitation Act of 1973 (29 U.S.C. § 794 et seq.) Americans with Disabilities Act (42 U.S.C. § 12101 et seq.) Maine Human Rights Act (5 MRSA § 4551, et seq.)
MSAD #11 Affirmative Action Plan
ACAA-Harassment and Sexual Harassment of Students
ACAB-Harassment and Sexual Harassment of School Employees
Adopted: October 2, 2008
Revised: December 3, 2009, September 11, 2011
File: ACA
GENDER NEUTRAL LANGUAGE
The RSU #11 School Board directs that all staff members be especially alert to and avoid the use of sexist or other discriminatory language in all communications, both oral and written.
Cross Reference: AC – Nondiscrimination/Equal Opportunity and Affirmative Action Program
Adopted: August 6, 1992
Revised: January 7, 1993; October 6, 2005; December 3, 2009
File: ACAA
HARASSMENT AND SEXUAL HARASSMENT OF STUDENTS
Harassment of students because of race, color, sex, sexual orientation, religion, ancestry or national origin, or disability is prohibited. Such conduct is a violation of RSU #11 Board policy and may constitute illegal discrimination under state and federal laws.
Harassment
Harassment includes but is not limited to verbal abuse based on race, color, sex, sexual orientation, religion, ancestry or national origin, or disability. Harassment that rises to the level of physical assault, battery and/or abuse is also addressed in the RSU #11 Board policy JICIA – Weapons, Violence and School Safety.
Sexual Harassment
Sexual harassment includes but is not limited to unwelcome sexual advances, requests for sexual favors or pressure to engage in sexual activity, physical contact of a sexual nature, gestures, comments, or other physical, written or verbal conduct that is gender-based that interferes with a student’s education. School employees, fellow students, volunteers and visitors to the school, and other persons with whom students may interact in order to pursue school activities are required to refrain from such conduct.
Harassment/sexual harassment of students by school employees is considered grounds for disciplinary action, up to and including discharge. Harassment/sexual harassment of students by other students is considered grounds for disciplinary action, up to and including expulsion. The Superintendent will determine appropriate sanctions for harassment of students by persons other than school employees and students.
The Superintendent or Administrator/Supervisor/Affirmative Action Officer will investigate complaints of harassment in accordance with the Student Harassment Complaint Procedure. School employees, students, and parents shall be informed of this policy/procedure through handbooks and/or other means selected by the school administration.
Legal Reference: Title IX of the Education Amendments of 1972 (20 USC § 1681, et seq.)
Title VI of the Civil Rights Act of 1964 (42 USC § 2000(d))
5 MRSA §§ 4602; 4681 et seq.
20-A MRSA § 6553
Cross Reference: ACAA-R - Student Harassment Complaint Procedure
AC - Nondiscrimination/Equal Opportunity and Affirmative Action
ACAD – Hazing
JICIA - Weapons, Violence and School Safety
Adopted: November 2003
Revised: October 6, 2005; December 3, 2009
File: ACAA-R
STUDENT DISCRIMINATION AND HARASSMENT
COMPLAINT PROCEDURE
This procedure has been adopted by the RSU #11 Board in order to provide a method of prompt and equitable resolution of student complaints of discrimination or discriminatory harassment as described in policies AC – Nondiscrimination/Equal Opportunity and Affirmative Action and ACAA – Harassment and Sexual Harassment of Students.
Definitions
For purposes of this procedure:
A. A “Complaint” is defined as an allegation that a student has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, religion, ancestry, national origin, or disability; and
B. “Discrimination or harassment” means discrimination or harassment on the basis of race, color, sex, sexual orientation, religion, ancestry, national origin, or disability.
How to Make a Complaint
A. Any student who believes he/she has been discriminated against or harassed should report his/her concern promptly to the Principal/Affirmative Action Officer. Students who are unsure whether discrimination or harassment has occurred are encouraged to discuss the situation with the Principal/Affirmative Action Officer.
B. School staff is expected to report possible incidents of discrimination or harassment of students to the administration. Parents and other adults are also encouraged to report any concerns about possible discrimination or harassment of students.
C. Students and others will not be retaliated against for making a complaint. Any retaliation by students or school staff will result in disciplinary measures, up to and including expulsion or dismissal.
D. Students are encouraged to utilize the school unit’s complaint procedure. However, students are hereby notified that they also have the right to report complaints to the Maine Human Rights Commission, 51 State House Station, Augusta, ME 04333 (telephone: 207-624-6050) and/or to the federal office for Civil Rights, Regional Director, U.S. Department of Education, SW McCormack POCH Room 222, Boston, MA 02109-4557 (telephone: 617-223-9622).
Complaint Handling and Investigation
A. The Principal/Affirmative Action Officer shall promptly inform the Superintendent and the person(s) who is the subject of the complaint that a complaint has been received.
B. The Principal/Affirmative Action Officer may pursue an informal resolution of the complaint with the agreement of the parties involved. The informal resolution is subject to the approval of the Superintendent, who shall consider whether the informal resolution is in the best interest of the school unit in light of the particular circumstances and applicable policies and laws.
C. The complaint will be investigated by the Affirmative Action Officer unless the Superintendent chooses to investigate the complaint or designates another person to investigate it on his/her behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Superintendent should be submitted to the Chair of the RSU #11 School Board, who should consult with legal counsel concerning the handling and investigation of the complaint.
1. The person who is the subject of the complaint will be provided with an opportunity to be heard as part of the investigation.
2. If the complaint is against an employee of the school unit, any applicable individual or collective bargaining contract provisions shall be followed.
3. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws.
4. The Principal/Affirmative Action Officer shall keep a written record of the investigation process.
5. The Principal/Affirmative Action Officer may take interim remedial measures to reduce the risk of further discrimination or harassment while the investigation is pending.
6. The Affirmative Action Officer shall consult with the Superintendent concerning the investigation, conclusions, and any remedial and/or disciplinary actions.
7. The investigation shall be completed within 21 business days of receiving the complaint, if practicable.
D. If the Affirmative Action Officer determines that discrimination or harassment occurred, he/she shall, in consultation with the Superintendent:
1. Determine what remedial action is required, if any;
2. Determine what disciplinary action should be taken against the person(s) who engaged in discrimination or harassment, if any; and
3. Inform the student who made the complaint in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).
E. If the student’s parents/legal guardians are dissatisfied with the resolution, an appeal may be made in writing to the Superintendent within 14 business days after receiving notice of the resolution. The Superintendent shall review the investigation report and may conduct further investigation if deemed appropriate. The Superintendent’s decision shall be final.
Legal Reference: Americans with Disabilities Act (28 CFR § 35.07)
Section 504 of the Vocational Rehabilitation Act (34 CFR § 104.7)
Title IX of the Education Amendments of 1972 (20 SC § 1681 et seq.)
Title VI of the Civil Rights Act of 1964 (PL 88-352)
20 USC § 1232g;
34 CFR Part 99
5 MRSA §§ 4571; 4602; 4681 et seq.
20-A MRSA §§ 6001 et seq.
Cross Reference: AC - Nondiscrimination/Equal Opportunity and Affirmative Action
ACAA - Harassment and Sexual Harassment of Students
Adopted: January 9, 1992
Revised: January 7, 1993; November 2003; December 3, 2009
File: ACAB
HARASSMENT AND SEXUAL HARASSMENT OF SCHOOL EMPLOYEES
Harassment of school employees because of race, color, sex, sexual orientation, religion,
ancestry or national origin, age, genetic information. r disability is prohibited. Such conduct is a violation ofMSAD #11 Board policy and may constitute illegal discrimination under state and federal laws.
Harassment
Harassment includes but is not limited to verbal abuse, threats, physical assault and/or battery based on race, color, sex, sexual orientation, religion, ancestry or national origin, age, genetic information or disability. Under the Maine Civil Rights Act, violence or threats of violence against a person or their property based on their sexual orientation are also illegal.
Sexual Harassment
Unwelcome sexual advances, suggestive or lewd remarks, requests for sexual favors, and other verbal and physical conduct of a sexual nature constitute sexual harassment when:
A. Submission to such conduct is made either explicitly or implicitly a term or condition of an employee's work environment or employee benefits;
B. Submission to or rejection of such conduct by an employee is used as the basis for decisions on employment benefits; and/or
C. Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
Any employee who engages in harassment or sexual harassment will be subject to disciplinary action, up to and including discharge.
All complaints of harassment will be investigated in accordance with the School Employee
Discrimination and Harassment Complaint Procedure.
Notice and Training
Annually, each employee shall receive a copy of this policy and the School Employee Discrimination and Harassment Complaint Procedure. 1bis may be accomplished by including the policy/procedure with employee paychecks or by using other appropriate means to ensure that each employee receives a copy. All newly hired employees shall be provided training about sexual harassment in accordance with Me law.
The Superintendent is responsible for ensuring that the school district complies with all legal requirements for posting, notification and training of employees regarding harassment and sexual harassment.
Legal Reference:
Cross Reference:
Title IX of the Education Amendments of 1972 (20 USC§ 1681 et seq.) Title VI of the Civil Rights Act of 1964 (42 USC§ 2000d)
Americans with Disabilities Act (42 USC§ 12101 et seq.)
Section 504 o(the Vocational Rehabilitation Act of 1973 (29 USC § 794 et seq.)
Title VII (42 USC§ 2000c-2; 29 CPR§ 1604.11)
Age Discrimination in Employment Act (29 USC § 623)
5 MRSA §§ 4602; 4681 et seq.
20-A MRSA § 6553
26 MRSA §§ 806-807
ACAB-R- School Employee Discrimination and Harassment Complaint
Procedure
AC- Nondiscrimination/Equal Opportunity and Affirmative Action
ACAD - Hazing
Adopted: Revised:
November 2003
October 6, 2005; December 3, 2009, September 11, 2011
.. J .
File: ACAB-R
EMPLOYEE DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURE
This procedure has been adopted by the MSAD #11 Board in order to provide a method of prompt and equitable resolution of employee complaints of discrimination and harassment as described in policies AC-Nondiscrimination/Equal Opportunity and Affirmative Action and ACAB - Harassment and Sexual Harassment of School Employees.
Definitions
For purposes of this procedure:
A. "Complaint" is defined as an allegation that an employee has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, age, religion, ancestry, national origin, genetic information or disability; and
B. "Discrimination or harassment,means discrimination or harassment on the basis of race, color, sex, sexual orientation, age, religion, ancestry, national origin, genetic information or disability.
How to Make a Complaint
A. Any employee who believes he/she has been harassed or discriminated against is encouraged to try to resolve the problem by informing the individual(s) that the behavior is unwelcome or offensive and by requesting that the behavior stop. This shall not prevent the employee, however, from making an immediate formal complaint.
B. Any employee who believes he/she has been discriminated against or harassed should report their concern promptly to their supervisor/administrator. If the employee is uncomfortable reporting concerns to their supervisor/administrator, he/she may report the concern to the Affirmative Action Officer. The report should be made in writing.
Employees who are unsure as to whether unlawful discrimination or harassment has occurred are encouraged to discuss their concerns with their supervisor/administrator. Employees will not be retaliated against for reporting suspected discrimination or harassment.
C. Any employee who believes he/she has been discriminated against or harassed is encouraged to utilize the school district's complaint procedure. However, employees are hereby notified that they also have the right to report incidents of discrimination or harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, ME 04333 (telephone: 207-624-6050) and/or to the federal Office for Civil Rights, Regional Director, U.S. Department of Education, S.W. McCormack POCH Room 222, Boston, MA 02109-4557 (telephone: 617-223-9622).
Complaint Handling and Investigation
A. The Supervisor/Administrator will promptly inform the Superintendent and the person who is the subject of the complaint that a complaint has been received.
B. The Supervisor/Administrator may pursue an informal resolution of the complaint with the agreement of the parties involved. The informal resolution is subject to the approval of the Superintendent, who shall consider whether the informal resolution is in the best interest of the school district in light of applicable policies and law.
C. The complaint will be investigated by the Supervisor/Administrator, unless the Superintendent chooses to investigate the complaint or designates another person to investigate it on his/her behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor's authority;, Any. complaint about the Superintendent should be submitted to the Chair- of the MSAD #11 School Board, who should consult with legal counsel concerning the handling and investigation of the complaint.
1. The person who is the subject of the complaint will be provided with an opportunity to be heard as part of the investigation.
2. If the complaint is against an employee of the school district, any rights conferred under an applicable collective bargaining agreement shall be applied.
3. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws.
4. The Supervisor/Administrator shall keep a written record ofthe investigation process.
5. The Supervisor/Administrator may take interim remedial measures (consistent with any applicable collective bargaining agreement provisions) to reduce the risk of further harassment while the investigation is pending.
6. The Supervisor/Administrator shall consult with the Superintendent concerning the investigation, conclusions, and any remedial and/or disciplinary actions.
7. The investigation shall be completed within 21 days of receiving the complaint, if practicable.
D. If the Supervisor/Administrator determines that discrimination or harassment occurred, he/she shall, in consultation with the Superintendent:
1. Determine what remedial action is required, if any;
2. Determine what disciplinary action should be taken against the person(s)
who engaged in harassment, if any; and
3. Inform the employee who made the complaint in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).
E. If the employee who made the complaint is dissatisfied with the resolution, he/she may appeal to the Superintendent within 14 calendar days after receiving notice of the resolution. The Superintendent shall review the investigation report and may conduct further investigation if deemed appropriate. The Superintendent's decision shall be final.
Legal Reference: Americans with Disabilities Act (28 CFR § 35.07)
Section 504 of the Vocational Rehabilitation Act (34 CFR § 104.7)
Title IX of the Educational Amendments of 1972 (34 CFR § 106.8(b) Age Discrimination in Employment Act (34•cFR § 110.25)
Maine Human Rights Act (5 MRSA § 4571 et seq., 4681 et seq.)
Cross Reference: AC - Nondiscrimination/Equal Opportunity and Affirmative Action
ACAB - Harassment and Sexual Harassment of School Employees
Adopted: December 3, 2009, September 11, 2011
File: ACAD
HAZING
Maine statute defines injurious hazing as “any action or situation, including harassing behavior, that recklessly or intentionally endangers the mental or physical health of any school personnel or a student enrolled in a public school.”
Injurious hazing activities of any type, either on or off school property, by any student, staff member, group or organization affiliated with this school unit, are inconsistent with the educational process and shall be prohibited at all times.
“Harassing behavior” includes acts of intimidation and any other conduct that recklessly or intentionally endangers the mental or physical health of a student or staff member.
“Acts of intimidation” include extortion, menacing, direct or indirect threats of violence, incidents of violence, bullying, statements or taunting of a malicious and/or derogatory nature that recklessly or intentionally endanger the mental or physical health of another person, and property damage or theft.
No administrator, faculty member, or other employee of the school unit shall encourage, permit, condone, or tolerate injurious hazing activities. No student, including leaders of students’ organizations, shall plan, encourage, or engage in injurious hazing activities.
Students who violate this policy may be subject to disciplinary action which may include suspension, expulsion, or other appropriate measures. Administrators, professional staff, and all other employees who violate this policy may be subject to disciplinary action up to and including dismissal.
In the case of an organization affiliated with this school unit that authorizes hazing, penalties may include rescission of permission for that organization to operate on school property or to receive any other benefit of affiliation with the school unit.
Persons not associated with this school unit who fail to abide by this policy may be subject to ejection from school property and/or other measures as may be available under the law.
These penalties shall be in addition to any civil or criminal penalties to which the violator or organization may be subject.
The Superintendent/designee shall be responsible for administering this policy. In the event that an individual or organization disagrees with an action—or lack of action—on
the part of the Superintendent/designee as he/she carries out the provisions of this policy, that individual or organization may appeal to the RSU #11 Board. The ruling of the RSU #11 Board with respect to the provisions of this policy shall be final.
This right to appeal does not apply to student suspensions of 10 days or less or to matters submitted to grievance procedures under applicable collective bargaining agreements.
A copy of this policy shall be included in all school, parent, and employee handbooks or otherwise distributed to all school employees and students.
Legal Reference: 20-A MRSA § 6553
Cross Reference: ACAA - Harassment and Sexual Harassment of Students
ACAB - Harassment and Sexual Harassment of Employees
JICIA - Weapons, Violence and School Safety
Adopted: October 19, 1994
Revised: April 12, 2001; October 6, 2005; December 3, 2009
File: ACE
ACCOMMODATING MEMBERS OF THE PUBLIC WITH DISABILITIES
It is the RSU #11 Board’s intent that no qualified individual with a disability, including qualified members of the public with disabilities, shall, on the basis of his/her disability, be excluded from participation in or be denied the benefits of the services, programs, or activities offered by the unit (including public meetings run by the unit), nor shall any such individual be subjected to discrimination by the unit
RSU #11 shall make reasonable modifications in policies, practices, or procedures to provide auxiliary aids and services (such as interpreters, note takers and other such assistance) and relocate or modify meeting facilities, when necessary, to avoid discrimination on the basis of disability, unless making the modifications or providing the assistance would fundamentally alter the nature of the service, program, or activity.
Individuals requesting a specific accommodation are asked to notify RSU #11’s Affirmative Action Officer or Superintendent of Schools sufficiently in advance of the meeting or program to enable the unit to evaluate the request and arrange those necessary accommodations.
This policy shall be interpreted consistent with state and federal law requiring nondiscrimination against qualified persons with disabilities and with RSU #11 Board Policy AC—Nondiscrimination/Equal Opportunity and Affirmative Action.
Adopted: December 1999
Revised: February 3, 2000; March 25, 2003; October 6, 2005; December 3, 2009
File: ACE-R
GRIEVANCE PROCEDURE FOR PERSONS WITH DISABILITIES
The RSU #11 School Board has adopted this grievance procedure to provide a local avenue for persons with disabilities to raise concerns about whether the school unit is fully meeting its obligations under state and federal laws to protect persons with disabilities. This procedure is intended to meet the requirements of the federal Rehabilitation Act (34 CFR § 104.7(b)) and the federal Americans with Disabilities Act (28 CFR § 35.107(b)).
Questions about this grievance procedure should be directed to the ADA/504 compliance coordinator, the Assistant Special Education Director, 150 Highland Ave., Gardiner, ME 04345, 207-582-7366
Step One
A person with an identifiable disability, or someone acting on that person’s behalf, may file a written grievance regarding compliance with state or federal disabilities laws with the building principal where the grievance arose, or with the ADA/504 compliance coordinator. If filed with the ADA/504 compliance coordinator, that person shall forward it to the appropriate building principal. No grievance will be heard if it involves actions that occurred more than 60 days prior to the filing of the grievance.
The building principal, after consultation with the ADA/504 compliance coordinator, shall respond in writing to the grievance within 15 working days of its receipt. Extensions of 15 working days may be allowed if necessary to address fully the issues in the grievance. The principal’s written response shall be forwarded to the grievant and to the ADA/504 compliance coordinator.
Step Two
If dissatisfied with the response, the grievant may obtain a review by the Superintendent of the principal’s decision.
The grievant must request that review within 15 working days of the decision by the principal. The Superintendent, after consultation with the ADA/504 compliance coordinator, shall respond in writing to the grievance within 15 working days. Extensions of 15 working days may be allowed when necessary to address fully the issues in the grievance. The Superintendent’s written response shall be forwarded to the grievant and to the ADA/504 compliance coordinator.
[NOTE: Except for grievances regarding physical alterations to school buildings or grounds, the decision of the Superintendent shall be final. In the case of grievances regarding physical alterations to school buildings or grounds, a dissatisfied grievant may obtain a review by the RSU #11 School Board of the Superintendent’s decision.
The grievant must request that review within 15 working days of the decision by the Superintendent. The RSU #11 School Board shall have a reasonable time to schedule a meeting on the grievance and to issue its decision.
Nothing in this grievance procedure in any way forecloses a person with a disability from seeking redress for their concerns at any time through other legal avenues, such as through the Office for Civil Rights, the Department of Justice, the Maine Human Rights Commission or the Maine Department of Education.
Questions about other legal avenues available for persons with disabilities to pursue compliance concerns under various disabilities laws should be directed to the ADA/504 compliance coordinator, the Assistant Special Education Director, 150 Highland Ave., Gardiner, ME 04345, 207-582-7366.
This notice is available in large print and on audio tape from the ADA/504 compliance coordinator.
Adopted: December 3, 2009
File: AD
EDUCATIONAL PHILOSOPHY
As advocates for children, the RSU #11 Board recognizes that the thorough and efficient education of children is its primary statutory-based responsibility. To this end, the RSU #11 Board considers proper and adequate support of schools to be a civic responsibility shared by all citizens.
The school unit will provide an educational environment designed to encourage each student to acquire the necessary skills and perspectives needed for a meaningful life and career. All schools will strive to encourage students to form desirable habits that are necessary for them to become responsible, informed citizens. In general, we aim to have students develop attitudes and practices necessary for satisfying, worthwhile lives.
We believe that all children must be provided equal but not identical opportunities to allow them to achieve at levels commensurate with their abilities. We believe that all students must learn in an environment which allows them to develop positive attitudes toward themselves and genuine respect for others.
A rigorous core curriculum designed to achieve specific learning outcomes will be provided. It will be planned with the goal of creating and maintaining standards which will furnish students with the skills necessary for success in a global society, while giving them a broad educational foundation compatible with their interests, aptitudes and aims. The curriculum and graduation requirements will be regularly evaluated to ensure their continued appropriateness.
In order to achieve our goals and to implement this philosophy, we believe that all schools must secure the involvement of the community, students, staff, parents and citizens. Educational responsibility must be shared with important community institutions. We strongly believe that our school system’s success depends on good rapport and cooperation with our communities and its institutions.
The RSU #11 Board recognizes the professional staff as the body that is legally charged with the responsibility of providing education to all children. In fulfilling this responsibility, the staff will seek to ensure the following.
A. All children will master basic skills in the areas of language arts, mathematics, science, history, technology, health/physical education, music and the arts.
B. Instruction will be provided which is appropriate to each individual with respect to goals, methodology and evaluation.
C. Students will be seen in their totality as physical, mental and social, and aesthetic beings, which requires knowledge of child growth and development.
D. Staff members, in order to effectively execute their responsibilities, will establish goals for themselves consistent with the philosophy of the RSU #11 Board and individual schools. Staff members will engage in a self-evaluation process for the purpose of self-improvement--the ultimate objective being an improved instructional program for all students.
E. The RSU #11 educational community recognizes that becoming a well prepared, productive citizen demands that students learn how to cope with change and realize that "learning" is a continuous process.
The RSU #11 Board fully accepts the responsibility of formulating policies and acquiring adequate funding to support the education process. The RSU #11 Board will always consider the welfare of students as the single most important factor in making decisions relative to educational policy.
Legal Reference: 20-A MRSA, §§ 1001(1-A); 4511(3)(A)
Adopted: October 6, 2005; December 3, 2009
File: ADA
SCHOOL UNIT GOALS AND OBJECTIVES
The RSU #11 Board recognizes its responsibility to set goals for the efficient operation of the school unit. In discharging this responsibility, the RSU #11 Board will strive to ensure that the resources of the unit are directed toward meeting the educational needs of each eligible student.
The RSU #11 Board will develop annual goals based on input solicited from a variety of sources. These goals will be shared with the community, the staff, and the students. The administration shall develop appropriate objectives designed to achieve the stated priorities.
The RSU #11 Board will regularly evaluate progress toward meeting the goals and will adopt appropriate policies designed to facilitate their accomplishment.
Legal Reference: 20-A MRSA § 4511(3)(A)
Adopted: August 6, 1992
Revised: October 6, 2005; December 3, 2009
File: ADAA
SCHOOL SYSTEM COMMITMENT TO STANDARDS
FOR ETHICAL AND RESPONSIBLE BEHAVIOR
The RSU #11 School Board believes that promoting ethical and responsible behavior is an essential part of the school unit’s educational mission. The RSU #11 Board recognizes that ethics, constructive attitudes, responsible behavior, and “character” are important if a student is to leave school as a “responsible and involved citizen,” as described in the Guiding Principles of the Maine Learning Results. The RSU #11 Board also recognizes that Maine law requires the adoption of a unit wide student code of conduct consistent with statewide standards for student behavior developed by the Commissioner of the Department of Education in compliance with 20-A MRSA § 254(11).
The RSU #11 Board seeks to create and maintain a school climate in which ethical and responsible behavior can flourish. The RSU #11 Board believes that instilling a sense of ethics and responsibility in students requires setting positive expectations for student behavior as well as establishing disciplinary consequences for behavior that violates RSU # Board policy or school rules. Further, the RSU #11 Board believes that in order to teach ethical and responsible behavior, adults who interact with students must strive to model and reinforce ethical and responsible behavior. To that end, the RSU #11 Board supports an active partnership between schools and parents.
Recognizing that collaboratively identified core values are the foundation for a school culture that encourages and reinforces ethical and responsible student behavior, the RSU #11 Board is committed to the establishment and implementation of a process for identifying shared values and setting and enforcing standards for behavior, including prescription of consequences for unacceptable behavior. The process for identifying such shared values will invite and include the participation of RSU #11 Board members, school administrators, staff, parents, students, and the community. Core values will be reviewed periodically, with opportunity for public participation. The RSU #11 Board will direct the Superintendent/designee to develop a process to assess school system progress toward achievement of an ethical and responsible school culture.
Following the identification of core values, the RSU #11 Board, with input from administrators, staff, parents, students, and members of the community, will adopt a Student Code of Conduct consistent with statewide standards for student behavior that shall, as required by law:
A. Define unacceptable student behavior;
B. Establish standards of student responsibility for behavior;
C. Prescribe consequences for violation of the Student Code of Conduct, including first-time violations, when appropriate;
D. Describe appropriate procedures for referring students in need of special services to those services;
E. Establish criteria to determine when further assessment of a current Individual Education Plan (IEP) is necessary, based on removal of the student from class;
F. Establish policies and procedures concerning the removal of disruptive or violent students from a classroom or a school bus, as well as student disciplinary and placement decisions, when appropriate; and
G. Establish guidelines and criteria concerning the appropriate circumstances when the Superintendent/designee may provide information to the local police or other appropriate law enforcement authorities regarding an offense that involves violence committed by any person on school grounds or other school property.
The Student Code of Conduct will be reviewed periodically by the RSU #11 School Board, with input from administrators, staff, parents, students, and members of the community.
Students, parents, staff, and the community will be informed of the Student Code of Conduct through handbooks and/or other means selected by the Superintendent/designee.
Ethics and Curriculum
The RSU #11 Board encourages examination and discussion of ethical issues within content areas of the curriculum, as appropriate. The RSU #11 Board also encourages school administrators and staff to provide students with meaningful opportunities to apply values and ethical and responsible behavior through activities such as problem solving, service learning, peer mediation, and student government/leadership development.
Legal Reference: 20-A MRSA §§ 254; 1001 (15)
Adopted: January 8, 2004
Revised: October 6, 2005; December 3, 2009
File: ADC-R
TOBACCO USE AND POSSESSION ADMINISTRATIVE PROCEDURE
The purpose of the following administrative procedure is to effectuate the mandates imposed by the various federal and state laws in addition to this RSU #11 Board’s “Tobacco Use and Possession” policy.
I. PROHIBITED CONDUCT
A. Students
The use, possession, sale, dispensing or distribution of tobacco products by all students is prohibited in school buildings and facilities, during school-sponsored events, on school grounds and buses, and at all other times.
B. Employees and All Other Persons
The use of tobacco products by employees and all other persons is prohibited in school buildings, facilities, and on school buses during school-sponsored events and at all other times on school grounds. In addition, employees and all other persons are strictly prohibited, under law and this RSU #11 Board’s policy/administrative procedure, from selling, dispensing, or distributing tobacco products to students.
II. ENFORCEMENT
In order to enforce the tobacco products policy, the following guidelines shall be utilized by the Principal of a school in which prohibited conduct occurs. The Principal shall report any violations of this policy/procedure, as promptly as practicable, to the Superintendent.
A. Student Violations
1st Violation
1. Parents/legal guardians shall be sent written notice regarding the tobacco violation which shall be signed by the parent/legal guardian and returned to the school.
2. The student may be suspended for up to five days, depending on the situation and the age of the student.
3. The Superintendent/designee may refer students to the Law Enforcement Agency for use or possession of tobacco or tobacco products as he/she deems necessary. However, the Superintendent/designee shall refer to the Law Enforcement Agency any student reasonably suspected of selling, dispensing, or distributing tobacco products.
4. The student will not be allowed to participate in any extracurricular activities as outlined in the student/athletic handbooks. When applicable, the student must attend athletic practices but cannot compete in any events during the suspension/detention period as outlined in the respective handbooks.
2nd Violation
1. Parents/legal guardians shall be sent written notice regarding the tobacco violation which shall be signed by parent/legal guardian and returned to the school. A parent/legal guardian shall also be required to meet with the Principal within five days of the violation.
2. The student may be suspended for five to ten days, depending on the situation and the age of the student.
3. The Superintendent/designee may refer students to the Law Enforcement Agency for use or possession of tobacco or tobacco products as he/she deems necessary. However, the Superintendent/designee shall refer to the Law Enforcement Agency any student reasonably suspected of selling, dispensing, or distributing tobacco products.
4. Restrictions on extracurricular activities are as outlined above.
3rd Violation
In addition to the above identified sanctions, students may be removed from extracurricular activities for the remainder of the year and may be referred to the RSU #11 School Board for expulsion.
C. Other Persons in Violation
All other persons violating this policy (e.g., employees, visitors) shall be immediately directed to cease volatile behavior. In addition, all persons suspected of selling, distributing or in any way dispensing tobacco products to students shall be referred to a law enforcement agency.
Any employee violating this policy shall be subject to appropriate disciplinary measures.
III. NOTICES
This RSU #11 Board’s policy and corresponding disciplinary actions for infractions of this policy shall be printed in employee and student handbooks. Parents/guardians shall also be sent notification in writing of this RSU #11 Board’s tobacco policy and administrative procedures. A tobacco free campus statement shall be read at the beginning of each adult education course and at each athletic contest. Those adults using tobacco products at games or events will be asked by police or administration to extinguish any such products. Tobacco free signs will be posted at all entrances of school buildings, school playgrounds, and athletic fields.
IV. PROHIBITIONS AGAINST ADVERTISING
RSU #11 prohibits any form of tobacco advertising in school buildings, at school functions, and in school publications. Moreover, students are prohibited from wearing or displaying any type of tobacco promotion material. Students wearing such clothing will be asked to remove or change the inappropriate apparel.
Legal Reference: 20 USC § 6081-6084 (Pro-Children Act of 1999-Goals 2000)
22 MRSA 9 1578-B
ME IPL 470 (An Act to Reduce Tobacco Use by Minors)
Adopted: December 3, 2009
File: ADC
TOBACCO USE AND POSSESSION
In order to promote the health, welfare and safety of students, staff and visitors and to promote the cleanliness of RSU #11 facilities, the RSU #11 Board prohibits smoking and all other use of tobacco products in school buildings and other school unit facilities, on school buses, and on school grounds at all times by all persons.
In addition, students are further prohibited from possessing, selling, distributing or dispensing tobacco products in school buildings, facilities and on school grounds and buses during school-sponsored events and at all other times.
Employees and all other persons are also strictly prohibited, under law and RSU #11 Board policy, from selling, distributing or in any way dispensing tobacco products to students.
Legal Reference: 22 MRSA §§ 1578(B), 1580(A)(3)
Me. PL 470 (An Act to Reduce Tobacco Use By Minors) 20 USC 6081-6084 (Pro-Children Act of 1994)
Adopted: May 2, 2002
Revised: October 6, 2005
Reviewed: April 3, 2008; December 3, 2009
File: ADF
SCHOOL UNIT COMMITMENT TO LEARNING RESULTS
RSU #11 hereby adopts Maine’s system of Learning Results. The Learning Results system is intended to serve as a foundation for education reform and to promote and provide assessment of student learning, accountability and equity. The RSU #11 Board recognizes that the legislative intent of the learning results system is to provide children with schools that reflect high expectations and create conditions where these expectations can be met.
The RSU #11 Board understands that implementation of the Learning Results system and the mandate to provide all students with equitable opportunities to meet the content standards of the system of Learning Results have broad implications for the school unit, including curriculum, budget, professional development, student assessment, professional evaluation, and graduation requirements. Therefore, the RSU #11 Board is committed to examining its policies and school system practices to ensure that they are consistent with the intent and goals of the learning results system. This will require a concerted and coordinated effort involving the RSU #11 Board, the Superintendent, administrators, teachers, parents, students, and the community.
The RSU #11 Board directs the Superintendent to develop a plan and timeline for implementing the learning results system, and any appropriate administrative procedures. The RSU #11 Board further directs the Superintendent to report to the RSU #11 Board on a regular basis on progress toward implementing the Learning Results system.
Legal References: 20-A MRSA §§ 1001(6), 6208-6209
L.D. 1536, Chapter 51 Resolves
Ch. 127 § 3 (Me. Dept. of Ed. Rule)
Ch. 131 (Me. Dept. of Ed. Rule)
Adopted: June 3, 1999
Revised: October 6, 2005; December 3, 2009
File: AEC
ACCOMPLISHMENT REPORTING TO THE PUBLIC
The RSU #11 Board is conscious of its responsibility for making informed decisions that will impact student learning and school system operations. As an elected body, the RSU #11Board recognizes that it is accountable to the citizens of the school unit for its decisions and the educational achievement of its students. Basic to accountability is the reporting of data concerning student achievement and, in general, the operations of the schools.
The RSU #11Board directs the Superintendent to prepare appropriate reports that will provide the RSU #11 Board with the information it needs to make appropriate policy and planning decisions and to keep the public informed regarding the academic progress of its students, the effectiveness of school programs, and the needs of the school system. As practicable, the Superintendent may combine such reports into a single document and/or presentation or use multiple reporting processes, depending upon the nature of the information. Such reports shall be made available to the public pursuant to the Freedom of Access Law.
The Superintendent shall also be responsible for gathering and submitting data to the Maine Department of Education (DOE) and other agencies as required by law and/or regulations, and for preparing and disseminating reports to the RSU #11 Board and the public in compliance with applicable laws and/or regulations. Data collated by the State shall be incorporated into reports to the Board and/or public as mandated by law and/or regulations.
Unit Annual Report
Each year the Superintendent shall prepare and present to the RSU #11 Board an annual report addressing the activities of the school unit and his/her recommendations for improving student learning and school system operations. The report shall be made available to the public as a means of informing parents and citizens of the school system’s goals, plans, programs and operations.
Comprehensive Plan Report
Each school unit must develop and implement a comprehensive education plan that is aligned with Maine’s system of Learning Results, focused on the learning of all students and oriented to continuous improvement. The Superintendent shall make an annual report to the RSU #11 Board and public on the school system’s Comprehensive Education Plan and school improvement progress. The RSU #11 Board shall annually review and approve the Comprehensive Education Plan.
Local Assessment System
The Superintendent/designee, with the assistance of appropriate staff, will prepare for the RSU #11 Board’s review and for dissemination to the public on an annual basis the results of the Local Assessment System. The purpose is to enable the RSU #11 Board and public to monitor student progress in achieving the content standards of the system of Learning Results and to make informed decisions concerning the instructional program and allocation of resources.
Unit Report Cards
In compliance with federal law and regulations, and to provide relevant information concerning the academic performance of the school system and of its individual schools, the Superintendent shall be responsible for annually collecting and submitting required data and for preparing and making available to schools, the parents of children in those schools, and the public a “unit report card.”
As required by federal law, unit report cards shall contain the following information:
A. Aggregate data on student achievement at each proficiency level on state academic assessments and disaggregated data reflecting race, ethnicity, gender, disability, migrant status, English proficiency and status as economically disadvantaged;
B. Comparison of these student groups regarding achievement levels on each of the State assessments;
C. Percentage of students not tested, disaggregated by student groups;
D. Most recent two-year trend data in achievement by subject area and grade level in areas where assessments are required;
E. Aggregate data on state indicators to determine Adequate Yearly Progress (AYP), such as attendance rates for elementary schools;
F. Graduation rates for secondary schools, disaggregated by student groups;
G. Information on the school unit’s performance relevant to Adequate Yearly Progress (AYP) and the number, percentage and names of schools identified for improvement, including how long they have been so identified;
H. Professional qualifications of teachers and percentage of teachers with emergency or provisional qualification;
I. Percentage of classes not taught by highly qualified teachers, in the aggregate and disaggregated by high poverty and low poverty level schools; and
J. Comparison of the school unit’s student achievements on state
assessments and other indicators of Adequate Yearly Progress (AYP) to students in the state as a whole.
As applied to data for individual schools, the unit report card will include the following information:
A. The same information contained in the unit report card;
B. Whether the school has been identified for school improvement; and
C. Information that shows how the school’s students’ achievement on the statewide academic assessments and other indicators of Adequate Yearly Progress (AYP) compared to students in the school unit and the state as a whole. (20 U.S.C. § 6311(h)(2)(B)).
Responsibilities Associated with Unit
The Superintendent/designee shall be responsible for:
A. Updating and submitting required information;
B. Providing unit report cards to parents of students in the unit’s schools in an understandable and uniform format and, to the extent practicable, in a language the parents can understand; and
C. Making unit and school report cards widely available through public means, such as distribution to the media, posting on the Internet, and distribution through public agencies.
Financial Reports
The Superintendent/designee shall provide to the RSU #11 Board and public reports concerning the financial condition of the school system.
Other Reports
The RSU #11 Board may request, and the Superintendent/designee shall provide, to the RSU #11 Board and/or public other reports related to school system goals and objectives, the instructional program, and operations of the schools.
Legal References: 20 U.S.C. § 6311 (No Child Left Behind Act)
20-A M.R.S.A. §§ 4502(1), (6)
Ch. 125, 127 (Me. Dept. of Ed. Rules)
Cross References: KD/Public Information and Communications
Adopted: October 6, 2005; December 3, 2009