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2023-24 Budget Section
Budget Focus Group 2023
Expenditure plan
Revenues, tax levy and tax rate
2022-23 COVID updates
Board of Education
2022-23 BOE video recordings
Video recording of board meeting, May 23, 2023
Public hearing: Code of Conduct and SAVE plan
Video recording of board meeting, May 2, 2023
Video recording of board meeting, Apr. 25, 2023
Video recording of board meeting, Apr. 11, 2023
Video recording of board meeting, Mar. 28, 2023
Video recording of board meeting, Mar. 14, 2023
Video recording of board meeting, Feb. 28, 2023
Video recording of board meeting, Feb. 14, 2023
Video recording of board meeting, Jan. 10, 2023
Video recording of board meeting, Dec. 6, 2022
Video recording of board meeting, Nov. 15, 2022
Video recording of board meeting, Nov. 1, 2022
Video recording of board meeting, Aug. 9, 2022
Video recording of board meeting, July 12, 2022
Video of organizational meeting, July 12, 2022
Board of Education Meeting Minutes
2022-2023
2021-2022
2020-2021
2019-2020
2018-2019
2017-2018
2016-2017
2015-2016
2014-2015
2013-2014
2013-2012
2011-2012
Board of Education Policy Manual
Policy Series 1000
Policy 1110
Policy 1111
Policy 1120
Policy 1210
Policy 1220
Policy 1230
Policy 1310
Policy 1320
Policy 1330
Policy 1331
Policy 1332
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Policy 1339
Policy 1410
Policy 1510
Policy 1511
Policy 1520
Policy 1530
Policy 1540
Policy 1610
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Policy 1630
Policy 1640
Policy 1650
Policy Series 2000
Policy 2110
Policy 2210
Policy 2320
Policy 2330
Policy 2340
Policy Series 3000
Policy 3110
Policy 3120
Policy 3140
Policy 3150
Policy 3160
Policy 3170
Policy 3180
Policy 3210
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Policy 3280
Policy 3281
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Policy 3310
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Policy 3421
Policy 3510
Policy 3520
Policy Series 4000
Policy 4110
Policy 4210
Policy 4220
Policy 4230
Policy 4240
Policy 4310
Policy 4320
Policy Series 5000
Policy 5110
Policy 5120
Policy 5130
Policy 5140
Policy 5150
Policy 5210
Policy 5220
Policy 5230
Policy 5240
Policy 5250
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Policy 5324
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Policy 5676
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Policy 5683
Policy 5684
Policy 5690
Policy 5691
Policy 5692
Policy 5710
Policy 5720
Policy 5730
Policy 5731
Policy 5740
Policy 5741
Policy 5751
Policy Series 6000
Policy 6110
Policy 6111
Policy 6120
Policy 6121
Policy 6122
Policy 6130
Policy 6140
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Policy 6151
Policy 6160
Policy 6161
Policy 6162
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Policy 6551
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Policy 6560
Policy 6562
Policy Series 7000
Policy 7110
Policy 7120
Policy 7121
Policy 7131
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Policy 7132
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Policy 7210
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Policy 7241
Policy 7242
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Policy 7260
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Policy 7312
Policy 7312.1
Policy 7313
Policy 7314
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Policy 7522
Policy 7530
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Policy 7551
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Policy 7553
Policy 7560
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Policy 7580
Policy 7610
Policy 7611
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Policy 7613
Policy 7614
Policy 7615
Policy 7616
Policy 7617
Policy 7618
Policy 7620
Policy 7621
Policy 7630
Policy 7640
Policy 7641
Policy 7642
Policy 7643
Policy 7650
Policy 7660
Policy 7670
Policy 7680
Policy 7690
Policy Series 8000
Policy 8110
Policy 8130
Policy 8210
Policy 8220
Policy 8221
Policy 8230
Policy 8240
Policy 8240.1
Policy 8241
Policy 8242
Policy 8243
Policy 8250
Policy 8251
Policy 8260
Policy 8271
Policy 8273
Policy 8280
Policy 8320
Policy 8321
Policy 8330
Policy 8350
Policy 8360
Policy 8410
Policy 8420
Policy 8430
Policy 8440
Policy 8441
Policy 8450
Policy 8460
Policy 8480
Open Meeting Documents, 2022-23
Open docs, Jun. 6
Open docs, May 23
Open docs, May 9 public hearing
Open docs, May 2
Open docs, Apr. 25
Open docs, Apr. 11
Open docs, Mar. 28
Open docs, Mar. 14
Open docs, Feb. 28
Open docs, Feb. 14
Open docs, Jan. 24
Open docs, Jan. 10
Open docs, Dec. 6
Open docs, Nov. 15
Open docs, Nov. 1
Open docs, Oct. 18
Open docs, Oct. 4
Open docs, Sep. 20
Open docs, Sep. 6
Open docs, Aug. 9
Open docs, July 12, organizational meeting
Open docs, July 12
Security check in for board meetings
Board of Education archives
Board archives 2021-22
Board president to step down
Open Meeting Documents 2021-22
Open Meeting Docs, Jun 21
Open Meeting Docs, Jun. 7
Open Meeting docs, May 24
Open Meeting Docs, May 3
Open Meeting Docs, Apr. 26
Open Meeting Docs, Apr. 12
Open Meeting Docs, Mar. 22
Open Meeting Docs, Mar. 8
Open Meeting Docs, Feb. 15
Open Meeting Docs, Feb. 1
Open Meeting Docs, Jan. 18
Open Meeting Docs, Jan. 4
Open Meeting Docs, Dec. 7
Open Meeting Docs, Nov. 16
Open Meeting Docs, Nov. 2
Open Meeting Docs, Oct. 19
Open Meeting Docs, Oct. 5
Open Meeting Docs, Sept. 21
Open Meeting Docs, Sept. 7
Open Meeting Docs, Aug. 10
Video recordings 2021-22
Video recording of board meeting, Jun. 21
Video recording of board meeting, Jun. 7
Video recording of board meeting, May 24
Video recording of board meeting, May 3
Video recording of board meeting, Apr. 26
Video recording of board meeting, Apr. 12
Video recording of board meeting, Mar. 22
Video recording of board meeting, Mar. 8
Video recording of board meeting, Feb. 15
Video recording of board meeting, Feb. 1
Video recording of board meeting, Jan. 18
Video recording of board meeting, Jan. 4
Video recording of board meeting, Dec. 7
Video recording of board meeting, Nov. 16
Video recording of board meeting, Nov 2
Video recording of board meeting, Oct. 19
Video recording of board meeting, Oct. 5
Video recording of board meeting, Sept. 21
Video recording of board meeting, Sept 7
Video recording of board meeting, Aug 10
Video recording of board meeting, July 13
Board archives 2020-21
Open Meeting Documents 2020-21
Open documents, Jun 29
Video recordings of our 2020-21 meetings
Video recording of board meeting, June 29
Video recording of board meeting, June 15
Video recording of board of education, May 25
Video recording of board meeting, May 4
Video recording of board meeting, April 27
Video recording of board meeting, April 13
Video recording of special meeting, April 5
Video recording of special meeting, Mar 30
Video recording of board meeting, March 23
Video recording of board meeting, Mar. 9
Video recording of special meeting, Mar. 2
Video recording of special meeting, Feb. 25
Video recording of special meeting, Feb. 24
Video recording of board meeting, Feb. 23
Video recording of board meeting, Feb. 16
Video recording of board meeting, Feb. 9
Video recording of board meeting, Jan. 19
Video recording of board meeting, Jan. 5
Video recording of board meeting, Dec. 8
Video recording of board meeting, Nov. 17
Video recording of board meeting, Nov. 3
Video recording of special session, Oct. 27
Video recording of board meeting, Oct. 20, 2020
Video recording of board meeting, Oct. 6
Video recording of board meeting, Sept. 22
Video recording of board meeting, Sept. 8
Video recording of board meeting, Aug. 4
Recording and transcript of July 14
Code of Conduct 2022-23
Culturally Responsive Education
Board policies review
CRE books by grade level
Definitions and glossary of terms
Diversity Equity Inclusion statements
Invisible Knapsack activity
Tips for dealing with bias
Federal Emergency Relief (federal stimulus)
Federal stimulus overview, Aug. 2021
Public survey on federal stimulus
FOIL requests
Health Services
Administering medications in school
Confidentiality and Emergency Information
Health Screenings
Immunization requirements
NYSDOH BMI Survey
Physicals and Sports Recertifications
Forms and Documents
Sudden Cardiac Arrest (SCA) in Youth
Exclusion Guidelines - Communicable Disease
Instruction
Academic Intervention Services
Annual Professional Performance Review (APPR)
Bivona: MBF child safety matters
Digital Conversion Team
Dignity Act
Bullying/Cyberbullying
Dignity Act Coordinators
DASA Incident Report Form
ELA instruction K-5
ELA instruction 6-12
Elementary Report Cards
Enrichment & Acceleration Opportunities
Graduation requirements
Home Instruction
Math instruction, K-5
NYS Parent Dashboard
NYS Report Card
Professional Learning
CORE Programs
Key Initiatives
District Trainers
Professional Development Networks
School Counseling Guidance Plan
Special Education
Committee on Preschool Special Education
Committee on Special Education
New York State Alternate Assessment (NYSAA)
New York State Blueprint for Improved Results for Students with Disabilities
Programs and Services
Physical Therapy
Resources for Families
Section 504
Special Education Classifications
Virtual Learning Resources
Student Services
Attendance
Counseling Services
Academic Planning
Mental Health Services
Social Worker Services
Homeless Children and Youth
Who Is Considered Homeless?
Questions & Answers about education for homeless children and youth
Resources for Homeless Families and Youth
Tutoring Services
Drug and Alcohol Counseling
Social Studies framework
K-5 Summer Learning
Kindergarten
1st Grade
2nd Grade
3rd Grade
4th Grade
5th Grade
Pre-Kindergarten program (UPK)
Road Map To Reopen Spencerport SCD
Safety & Security
Dignity for All Students Act
Family Support Resources
Health and Safety Committee
District Safety Plan
Code of Conduct 2022-23
Safe School Helpline
Security Department
Identification badges for staff
Threat Assessment Support Team
Assessment Process
The Pathway to Violence
How can I help?
Frequently Asked Questions
Reporting a Threat
Threat Assessment Resources
School Closings and Winter Recess Guidelines
Student Registration
K-12 Registration Instruction & Documents
Proof of Residency
Immunization Record
Questions or Tips
Pre-K Registration
Private/Parochial Registration
Superintendent's Office
Superintendent updates to families 2022-23
Teacher and Staff Links
Urban Suburban Interdistrict Transfer Program
Website Accessibility Notice
Students
Attendance
Code of Conduct 2022-23
More About PBIS
Dignity Act for All Students
Infinite Campus
Clever Logon
Naviance
Schoology
Spencerport Intranet
Laptop User Agreement Protection Plan Online form
Parents & Community
Code of Conduct 2022-23
Community Education
Community Notifications
District Calendars in file version
Driver's education
Driver's education sign up
Education Foundation (SCSD)
Facilities Use
Family Support Center
About Erin Hassall, LMFT, RPT-S
Our Services
Crisis Community Resources
Additional Crisis Resources
Mental Health Resources
Mental Health Wellness
Divorce and Separation
Drug and Alcohol Abuse Resources
Food and Health Insurance Resources
Grief and Loss
Parenting Resources
Technology and Screen Time Resources
Pediatricians
Report Child Abuse, Neglect
Supporting Children After A Traumatic Event
Conflict in Ukraine
Autism Spectrum Disorder Resources
Trauma, Illness, and Grief (TIG) Team
Youth Mental Health First Aid
Virtual Calming Room
LGBTQ+
Forms and Publications
Infinite Campus
Information on Infinite Campus
School Start & Dismissal Times
Schoology
Spencerport Education Foundation
Virtual Backpack
Area Youth Organizations
Area Sports Programs
Guidelines for Virtual Backpack Posting
YMCA Westside
Volunteer Program
Volunteer Requirements
Departments & Programs
Business Office
2022-23 Budget Section
Exit poll results
Bid Notices/Request for Proposals (RFPs)
Capital Projects
Capital Improvement Project 2022
Project cost and funding
Scope | Plans by Building
Bernabi: proposed capital improvements
Canal View: proposed capital improvements
Munn: proposed capital improvements
Taylor: proposed capital improvements
Cosgrove: proposed capital improvements
SHS: proposed capital improvements
Transportation: proposed capital improvements
District Office: proposed capital improvements
Timeline of CIP development
Capital Improvement Project 2018
District Financials
Archived Financials
Legal Notice
New York State Transparency Report
Communications Office
Cornerstone
2022-23 Cornerstone newsletters
2021-22 Cornerstone newsletters
2020-21 Cornerstone newsletters
2019-20 Cornerstone newsletters
Official logos and usage
eSignboard
Photo albums 2022-23
Facilities Management and Security
District Safety Plan
Facilities mission statement
Facilities notifications
Facility services provided
Parking on campus
Student parking
Student Safety and Security
Water Quality Testing
Winter Weather Management
Food Services
Building Cafeteria Contacts
Lunch and Breakfast Menus
Free or Reduced Application Information
MySchoolBucks
Nutrikids Meal Account
Spencerport Charge Policy
Human Resources
Job Opportunities and Application
Spencerport Stars
Staff Resources
Wellness
Employee Assistance Program
Staff Forms
Certification and CTLE
Substitute Employment
Medicaid Compliance Program
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Smart Schools Bond Act
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Transportation
Urban Suburban Program
Athletics
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Calendar
Home
District
2023-24 Budget Section
Budget Focus Group 2023
Expenditure plan
Revenues, tax levy and tax rate
2022-23 COVID updates
Board of Education
2022-23 BOE video recordings
Video recording of board meeting, May 23, 2023
Public hearing: Code of Conduct and SAVE plan
Video recording of board meeting, May 2, 2023
Video recording of board meeting, Apr. 25, 2023
Video recording of board meeting, Apr. 11, 2023
Video recording of board meeting, Mar. 28, 2023
Video recording of board meeting, Mar. 14, 2023
Video recording of board meeting, Feb. 28, 2023
Video recording of board meeting, Feb. 14, 2023
Video recording of board meeting, Jan. 10, 2023
Video recording of board meeting, Dec. 6, 2022
Video recording of board meeting, Nov. 15, 2022
Video recording of board meeting, Nov. 1, 2022
Video recording of board meeting, Aug. 9, 2022
Video recording of board meeting, July 12, 2022
Video of organizational meeting, July 12, 2022
Board of Education Meeting Minutes
2022-2023
2021-2022
2020-2021
2019-2020
2018-2019
2017-2018
2016-2017
2015-2016
2014-2015
2013-2014
2013-2012
2011-2012
Board of Education Policy Manual
Policy Series 1000
Policy 1110
Policy 1111
Policy 1120
Policy 1210
Policy 1220
Policy 1230
Policy 1310
Policy 1320
Policy 1330
Policy 1331
Policy 1332
Policy 1333
Policy 1334
Policy 1335
Policy 1336
Policy 1337
Policy 1338
Policy 1339
Policy 1410
Policy 1510
Policy 1511
Policy 1520
Policy 1530
Policy 1540
Policy 1610
Policy 1611
Policy 1620
Policy 1630
Policy 1640
Policy 1650
Policy Series 2000
Policy 2110
Policy 2210
Policy 2320
Policy 2330
Policy 2340
Policy Series 3000
Policy 3110
Policy 3120
Policy 3140
Policy 3150
Policy 3160
Policy 3170
Policy 3180
Policy 3210
Policy 3220
Policy 3230
Policy 3231
Policy 3250
Policy 3271
Policy 3272
Policy 3280
Policy 3281
Policy 3290
Policy 3310
Policy 3320
Policy 3410
Policy 3411
Policy 3412
Policy 3420
Policy 3421
Policy 3510
Policy 3520
Policy Series 4000
Policy 4110
Policy 4210
Policy 4220
Policy 4230
Policy 4240
Policy 4310
Policy 4320
Policy Series 5000
Policy 5110
Policy 5120
Policy 5130
Policy 5140
Policy 5150
Policy 5210
Policy 5220
Policy 5230
Policy 5240
Policy 5250
Policy 5260
Policy 5310
Policy 5320
Policy 5321
Policy 5322
Policy 5323
Policy 5324
Policy 5340
Policy 5410
Policy 5411
Policy 5412
Policy 5413
Policy 5510
Policy 5511
Policy 5512
Policy 5520
Policy 5530
Policy 5540
Policy 5550
Policy 5551
Policy 5560
Policy 5570
Policy 5571
Policy 5572
Policy 5573
Policy 5574
Policy 5610
Policy 5620
Policy 5630
Policy 5631
Policy 5632
Policy 5633
Policy 5640
Policy 5650
Policy 5660
Policy 5661
Policy 5662
Policy 5670
Policy 5671
Policy 5672
Policy 5673
Policy 5674
Policy 5675
Policy 5676
Policy 5681
Policy 5682
Policy 5683
Policy 5684
Policy 5690
Policy 5691
Policy 5692
Policy 5710
Policy 5720
Policy 5730
Policy 5731
Policy 5740
Policy 5741
Policy 5751
Policy Series 6000
Policy 6110
Policy 6111
Policy 6120
Policy 6121
Policy 6122
Policy 6130
Policy 6140
Policy 6150
Policy 6151
Policy 6160
Policy 6161
Policy 6162
Policy 6170
Policy 6180
Policy 6211
Policy 6212
Policy 6213
Policy 6214
Policy 6215
Policy 6216
Policy 6217
Policy 6220
Policy 6310
Policy 6410
Policy 6411
Policy 6412
Policy 6420
Policy 6430
Policy 6450
Policy 6520
Policy 6530
Policy 6540
Policy 6550
Policy 6551
Policy 6552
Policy 6560
Policy 6562
Policy Series 7000
Policy 7110
Policy 7120
Policy 7121
Policy 7131
Policy 7130
Policy 7132
Policy 7133
Policy 7140
Policy 7210
Policy 7211
Policy 7212
Policy 7220
Policy 7221
Policy 7222
Policy 7223
Policy 7226
Policy 7240
Policy 7241
Policy 7242
Policy 7250
Policy 7260
Policy 7270
Policy 7310
Policy 7311
Policy 7312
Policy 7312.1
Policy 7313
Policy 7314
Policy 7315
Policy 7316
Policy 7320
Policy 7330
Policy 7340
Policy 7350
Policy 7360
Policy 7410
Policy 7420
Policy 7421
Policy 7430
Policy 7431
Policy 7440
Policy 7450
Policy 7460
Policy 7470
Policy 7510
Policy 7511
Policy 7512
Policy 7513
Policy 7514
Policy 7520
Policy 7521
Policy 7522
Policy 7530
Policy 7540
Policy 7550
Policy 7551
Policy 7552
Policy 7553
Policy 7560
Policy 7570
Policy 7580
Policy 7610
Policy 7611
Policy 7612
Policy 7613
Policy 7614
Policy 7615
Policy 7616
Policy 7617
Policy 7618
Policy 7620
Policy 7621
Policy 7630
Policy 7640
Policy 7641
Policy 7642
Policy 7643
Policy 7650
Policy 7660
Policy 7670
Policy 7680
Policy 7690
Policy Series 8000
Policy 8110
Policy 8130
Policy 8210
Policy 8220
Policy 8221
Policy 8230
Policy 8240
Policy 8240.1
Policy 8241
Policy 8242
Policy 8243
Policy 8250
Policy 8251
Policy 8260
Policy 8271
Policy 8273
Policy 8280
Policy 8320
Policy 8321
Policy 8330
Policy 8350
Policy 8360
Policy 8410
Policy 8420
Policy 8430
Policy 8440
Policy 8441
Policy 8450
Policy 8460
Policy 8480
Open Meeting Documents, 2022-23
Open docs, Jun. 6
Open docs, May 23
Open docs, May 9 public hearing
Open docs, May 2
Open docs, Apr. 25
Open docs, Apr. 11
Open docs, Mar. 28
Open docs, Mar. 14
Open docs, Feb. 28
Open docs, Feb. 14
Open docs, Jan. 24
Open docs, Jan. 10
Open docs, Dec. 6
Open docs, Nov. 15
Open docs, Nov. 1
Open docs, Oct. 18
Open docs, Oct. 4
Open docs, Sep. 20
Open docs, Sep. 6
Open docs, Aug. 9
Open docs, July 12, organizational meeting
Open docs, July 12
Security check in for board meetings
Board of Education archives
Board archives 2021-22
Board president to step down
Open Meeting Documents 2021-22
Open Meeting Docs, Jun 21
Open Meeting Docs, Jun. 7
Open Meeting docs, May 24
Open Meeting Docs, May 3
Open Meeting Docs, Apr. 26
Open Meeting Docs, Apr. 12
Open Meeting Docs, Mar. 22
Open Meeting Docs, Mar. 8
Open Meeting Docs, Feb. 15
Open Meeting Docs, Feb. 1
Open Meeting Docs, Jan. 18
Open Meeting Docs, Jan. 4
Open Meeting Docs, Dec. 7
Open Meeting Docs, Nov. 16
Open Meeting Docs, Nov. 2
Open Meeting Docs, Oct. 19
Open Meeting Docs, Oct. 5
Open Meeting Docs, Sept. 21
Open Meeting Docs, Sept. 7
Open Meeting Docs, Aug. 10
Video recordings 2021-22
Video recording of board meeting, Jun. 21
Video recording of board meeting, Jun. 7
Video recording of board meeting, May 24
Video recording of board meeting, May 3
Video recording of board meeting, Apr. 26
Video recording of board meeting, Apr. 12
Video recording of board meeting, Mar. 22
Video recording of board meeting, Mar. 8
Video recording of board meeting, Feb. 15
Video recording of board meeting, Feb. 1
Video recording of board meeting, Jan. 18
Video recording of board meeting, Jan. 4
Video recording of board meeting, Dec. 7
Video recording of board meeting, Nov. 16
Video recording of board meeting, Nov 2
Video recording of board meeting, Oct. 19
Video recording of board meeting, Oct. 5
Video recording of board meeting, Sept. 21
Video recording of board meeting, Sept 7
Video recording of board meeting, Aug 10
Video recording of board meeting, July 13
Board archives 2020-21
Open Meeting Documents 2020-21
Open documents, Jun 29
Video recordings of our 2020-21 meetings
Video recording of board meeting, June 29
Video recording of board meeting, June 15
Video recording of board of education, May 25
Video recording of board meeting, May 4
Video recording of board meeting, April 27
Video recording of board meeting, April 13
Video recording of special meeting, April 5
Video recording of special meeting, Mar 30
Video recording of board meeting, March 23
Video recording of board meeting, Mar. 9
Video recording of special meeting, Mar. 2
Video recording of special meeting, Feb. 25
Video recording of special meeting, Feb. 24
Video recording of board meeting, Feb. 23
Video recording of board meeting, Feb. 16
Video recording of board meeting, Feb. 9
Video recording of board meeting, Jan. 19
Video recording of board meeting, Jan. 5
Video recording of board meeting, Dec. 8
Video recording of board meeting, Nov. 17
Video recording of board meeting, Nov. 3
Video recording of special session, Oct. 27
Video recording of board meeting, Oct. 20, 2020
Video recording of board meeting, Oct. 6
Video recording of board meeting, Sept. 22
Video recording of board meeting, Sept. 8
Video recording of board meeting, Aug. 4
Recording and transcript of July 14
Code of Conduct 2022-23
Culturally Responsive Education
Board policies review
CRE books by grade level
Definitions and glossary of terms
Diversity Equity Inclusion statements
Invisible Knapsack activity
Tips for dealing with bias
Federal Emergency Relief (federal stimulus)
Federal stimulus overview, Aug. 2021
Public survey on federal stimulus
FOIL requests
Health Services
Administering medications in school
Confidentiality and Emergency Information
Health Screenings
Immunization requirements
NYSDOH BMI Survey
Physicals and Sports Recertifications
Forms and Documents
Sudden Cardiac Arrest (SCA) in Youth
Exclusion Guidelines - Communicable Disease
Instruction
Academic Intervention Services
Annual Professional Performance Review (APPR)
Bivona: MBF child safety matters
Digital Conversion Team
Dignity Act
Bullying/Cyberbullying
Dignity Act Coordinators
DASA Incident Report Form
ELA instruction K-5
ELA instruction 6-12
Elementary Report Cards
Enrichment & Acceleration Opportunities
Graduation requirements
Home Instruction
Math instruction, K-5
NYS Parent Dashboard
NYS Report Card
Professional Learning
CORE Programs
Key Initiatives
District Trainers
Professional Development Networks
School Counseling Guidance Plan
Special Education
Committee on Preschool Special Education
Committee on Special Education
New York State Alternate Assessment (NYSAA)
New York State Blueprint for Improved Results for Students with Disabilities
Programs and Services
Physical Therapy
Resources for Families
Section 504
Special Education Classifications
Virtual Learning Resources
Student Services
Attendance
Counseling Services
Academic Planning
Mental Health Services
Social Worker Services
Homeless Children and Youth
Who Is Considered Homeless?
Questions & Answers about education for homeless children and youth
Resources for Homeless Families and Youth
Tutoring Services
Drug and Alcohol Counseling
Social Studies framework
K-5 Summer Learning
Kindergarten
1st Grade
2nd Grade
3rd Grade
4th Grade
5th Grade
Pre-Kindergarten program (UPK)
Road Map To Reopen Spencerport SCD
Safety & Security
Dignity for All Students Act
Family Support Resources
Health and Safety Committee
District Safety Plan
Code of Conduct 2022-23
Safe School Helpline
Security Department
Identification badges for staff
Threat Assessment Support Team
Assessment Process
The Pathway to Violence
How can I help?
Frequently Asked Questions
Reporting a Threat
Threat Assessment Resources
School Closings and Winter Recess Guidelines
Student Registration
K-12 Registration Instruction & Documents
Proof of Residency
Immunization Record
Questions or Tips
Pre-K Registration
Private/Parochial Registration
Superintendent's Office
Superintendent updates to families 2022-23
Teacher and Staff Links
Urban Suburban Interdistrict Transfer Program
Website Accessibility Notice
Students
Attendance
Code of Conduct 2022-23
More About PBIS
Dignity Act for All Students
Infinite Campus
Clever Logon
Naviance
Schoology
Spencerport Intranet
Laptop User Agreement Protection Plan Online form
Parents & Community
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Policy 6121
Spencerport Central School District
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Policy 6121
PERSONNEL
6121 SEXUAL HARASSMENT IN THE WORKPLACE
Overview
The District is committed to creating and maintaining an environment which is free from discrimination and harassment. Sexual harassment is one form of workplace discrimination. This policy addresses sexual harassment in the workplace. It is just one component of the District's overall commitment to maintaining a discrimination and harassment-free educational and work environment.
Sexual harassment is a form of employee misconduct, a violation of District policy, and unlawful. Employees of every level who engage in sexual harassment, including supervisory personnel who engage in sexual harassment, who knowingly allow such behavior to continue, or fail to report suspected sexual harassment will be subject to remedial and/or disciplinary action by the District. Sexual harassment may also subject the District to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability.
The District adopts this policy as part of its effort to provide for the prompt and equitable resolution of complaints of sexual harassment in the workplace. The District will promptly respond to reports of sexual harassment in the workplace, ensure that all investigations are conducted within a reasonably prompt time frame and under a predictable fair grievance process that provides due process protections, and impose disciplinary measures and implement remedies when warranted.
Inquiries about this policy may be directed to the District's Civil Rights Compliance Officer(s) (CRCO(s)) and/or Title IX Coordinator(s).
Scope and Application
This policy applies to all instances of sexual harassment perpetrated against a "covered person," regardless of immigration status, by anyone in the workplace, including a co-worker, supervisor, board member, or third-party such as a non-employee, paid or unpaid intern, vendor, building security, visitor, volunteer, parent, or student. For purposes of this policy, a "covered person" includes:
a)
Employees;
b)
Applicants for employment;
c)
Paid or unpaid interns; and
d)
Non-employees, which include anyone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or other person providing services pursuant to a contract in the workplace.
Sexual harassment in the workplace can occur between any individuals, regardless of their sex or gender. Unlawful sexual harassment is not limited to the physical workplace itself. Sexual harassment can occur on school property and at school functions which, for purposes of this policy, means a school-sponsored or school-authorized extracurricular event or activity regardless of where the event or activity
takes place, including any event or activity that may take place virtually or in another state. It can also occur while employees are traveling for District business. Calls, texts, emails, and social media usage can constitute unlawful workplace harassment, even if they occur away from school property, on personal devices, or during non-work hours. Accordingly, conduct or incidents of sexual harassment that create or foreseeably create a disruption within the District may be subject to this policy in certain circumstances.
Other District policies and documents such as regulations, procedures, collective bargaining agreements, and the District's Code of Conduct may address misconduct related to sexual harassment and may provide for additional, different, or more specific grievance procedures depending on a number of factors including, but not limited to, who is involved and where the alleged sexual harassment occurred. These documents must be read in conjunction with this policy. Applicable policies or documents may include:
Policy 3420
- Non-Discrimination and Anti-Harassment in the District; and
Policy 3421
- Title IX and Sex Discrimination.
The dismissal of a complaint under one policy or document does not preclude action under another related District policy or document.
What Constitutes Sexual Harassment
Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender.
Under New York State Human Rights Law, sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment need not be severe or pervasive to be unlawful, and can be any harassing conduct that consists of more than petty slights or trivial inconveniences.
Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual's sex when:
a)
Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;
b)
Such conduct is made either explicitly or implicitly a term or condition of employment; or
c)
Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual's employment.
A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an
individual because of that individual's sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient's job performance.
Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions, or privileges of employment. This is also called "quid pro quo" harassment.
Any covered person who feels harassed should report the conduct so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.
Examples of Sexual Harassment
The following describes some actions that may constitute unlawful sexual harassment and that are strictly prohibited:
a)
Physical acts of a sexual nature, such as:
1.
Touching, pinching, patting, kissing, hugging, grabbing, brushing against another person's body or poking another person's body; and
2.
Rape, sexual battery, molestation or attempts to commit these assaults.
b)
Unwanted sexual advances or propositions, such as:
1.
Requests for sexual favors accompanied by implied or overt threats concerning the target's job performance evaluation, a promotion or other job benefits or detriments; and
2.
Subtle or obvious pressure for unwelcome sexual activities.
c)
Sexually oriented gestures, noises, remarks or jokes, or comments about a person's sexuality or sexual experience, which create a hostile work environment.
d)
Sex stereotyping, which occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of a particular sex should act or look.
e)
Sexual or discriminatory displays or publications anywhere in the workplace, such as pictures, posters, calendars, graffiti, objects, promotional material, reading materials, or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace.
f)
Hostile actions taken against an individual because of that individual's sex, sexual orientation, gender identity, and the status of being transgender, such as:
1.
Interfering with, destroying or damaging a person's workstation, tools or equipment, or otherwise interfering with the individual's ability to perform the job;
2.
Sabotaging an individual's work; and
3.
Bullying, yelling, or name-calling.
Prohibition of Retaliatory Behavior (Whistle-Blower Protection)
Unlawful retaliation can be any action that could discourage a covered person from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours).
The District prohibits any retaliatory behavior directed against complainants, victims, witnesses, and/or any other individuals who participate in the investigation of a complaint of sexual harassment. Such retaliation is unlawful under federal, state, and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in "protected activity." Protected activity occurs when a person has:
a)
Made a complaint of sexual harassment, either internally or with any anti-discrimination agency;
b)
Testified or assisted in a proceeding involving sexual harassment under the Human Rights Law or other anti-discrimination law;
c)
Opposed sexual harassment by making an oral or informal complaint of harassment to a supervisor, building principal, other administrator, or the CRCO;
d)
Reported that another employee has been sexually harassed; or
e)
Encouraged a fellow employee to report harassment.
Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.
Reporting Allegations of Sexual Harassment
Preventing sexual harassment is everyone's responsibility. The District cannot prevent or remedy sexual harassment unless it knows about it. Any covered person who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a supervisor, building principal, other administrator, or the CRCO. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior.
Reports of sexual harassment may be made orally or in writing. A form for submission of a written complaint is posted on the District website, and all covered persons are encouraged to use this complaint form. Persons who are reporting sexual harassment on behalf of another person should use the complaint form and note that it is being submitted on another person's behalf.
District employees must comply with reporting requirements in any other applicable District policy or document. Applicable policies or documents may include:
Policy 3420
- Non-Discrimination and Anti-Harassment in the District; and
Policy 3421
- Title IX and Sex Discrimination.
Any person who believes they have been a target of sexual harassment may also seek assistance in other available forums, as explained in this policy.
Supervisory Responsibilities
All supervisors, building principals, and other administrators who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to the CRCO. If the CRCO is unavailable, including due to a conflict of interest or other disqualifying reason, the report will be directed to another CRCO, if the District has designated another individual to serve in that capacity. If the District has not designated another CRCO, the Superintendent will ensure that another person with the appropriate training and qualifications is appointed to act as the CRCO.
In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors, building principals, and other administrators will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue.
Supervisors, building principals, and other administrators will also be subject to discipline for engaging in any retaliation.
Investigating Complaints of Sexual Harassment
All complaints or information about sexual harassment will be investigated, whether that information was reported in oral or written form. Investigations will be conducted in a timely manner, and will be confidential to the extent possible.
An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. The investigation will be kept confidential to the extent possible. Disclosure may, however, be necessary to complete a thorough investigation of the charges and/or notify law enforcement officials. All persons involved, including complainants, witnesses, and alleged harassers will be accorded due process, as outlined below, and in accordance with any applicable collective bargaining agreements to protect their rights to a fair and impartial investigation.
The District will not tolerate retaliation against anyone who files complaints, supports another's complaint, or participates in an investigation regarding a violation of this policy.
While the process may vary from case to case, investigations should be done in accordance with the following steps:
a)
Upon receipt of a complaint, the CRCO will conduct an immediate review of the allegations, and take any interim actions (e.g., instructing the respondent to refrain from communications with the complainant), as appropriate. If the CRCO is unavailable, including due to a conflict of interest or other disqualifying reason, the report will be directed to another CRCO, if the District has designated another individual to serve in that capacity. If the District has not designated another CRCO, the Superintendent will ensure that another person with the appropriate training and qualifications is appointed to act as the CRCO.
b)
All complaints of sexual harassment will be investigated regardless of the form in which those complaints are made. For oral complaints, the individual will be encouraged to complete the complaint form, which is available on the District website, in writing. If he or she refuses, a complaint form based on the oral report will be prepared. The complainant will be provided a copy of the completed complaint form.
c)
If documents, emails, or phone records are relevant to the investigation, take steps to obtain and preserve them.
d)
Request and review all relevant documents, including all electronic communications.
e)
Interview all parties involved, including any relevant witnesses. If a student is involved, the District will follow all applicable District policies and procedures regarding questioning students.
f)
Create written documentation of the investigation (such as a letter, memo, or email), which contains the following:
1.
A list of all documents reviewed, along with a detailed summary of relevant documents;
2.
A list of names of those interviewed, along with a detailed summary of their statements;
3.
A timeline of events;
4.
A summary of prior relevant incidents, reported or unreported; and
5.
The basis for the decision and final resolution of the complaint, together with any corrective action(s).
g)
Keep the written documentation and associated documents in a secure and confidential location.
h)
Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document.
i)
Inform the individual who reported of the right to file a complaint or charge externally as outlined in this policy.
Additionally, other District policies and documents address sexual harassment. These policies and documents may include:
Policy 3420
- Non-Discrimination and Anti-Harassment in the District; and
Policy 3421
- Title IX and Sex Discrimination. All complaints will be handled in accordance with the applicable District policies and/or documents.
The determination as to which District policies and/or documents are applicable is fact specific, and the CRCO may work with other District staff such as the District's Title IX Coordinator(s) to determine which District policies and/or documents are applicable to the specific facts of the complaint.
If an investigation reveals that sexual harassment has occurred, the District will take immediate corrective action as warranted. This action will be taken in accordance with applicable law and regulation, as well as any applicable District policy, regulation, procedure, collective bargaining agreement, third-party contract, or other document such as the District's Code of Conduct.
Annual Training
The District will provide a sexual harassment prevention training program to all employees on an annual basis. The training will be interactive and will include:
a)
An explanation of sexual harassment consistent with guidance issued by the Department of Labor in consultation with the Division of Human Rights;
b)
Examples of conduct that would constitute unlawful sexual harassment;
c)
Information concerning the federal and state statutory provisions concerning sexual harassment and remedies available to victims of sexual harassment;
d)
Information concerning employees' rights of redress and all available forums for adjudicating complaints; and
e)
Information addressing conduct by supervisors and any additional responsibilities for such supervisors.
Notification
The District will provide this policy to all employees in writing. The District will post this policy prominently throughout the District to the extent practicable.
At the time of hiring and at every annual sexual harassment prevention training program, the District will provide each employee a notice containing this policy and the information presented at the District's sexual harassment prevention training program.
This notice will be provided in English and in the language identified by the employee as his or her primary language, provided that the New York State Department of Labor Commissioner has published a template of the model materials in that language.
The notice will be delivered in writing, either in print or digitally. The notice will either link to or include, as an attachment or printed copy, the policy and training materials.
Legal Protections and External Remedies
Sexual harassment is not only prohibited by the District but is also prohibited by state, federal, and, where applicable, local law.
Aside from the District's internal process, individuals may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, an individual may seek the legal advice of an attorney.
In addition to those outlined below, individuals may have additional legal protections.
State Human Rights Law (HRL)
The HRL, codified as N.Y. Executive Law, art. 15, Section 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects covered persons, regardless of immigration status. A complaint alleging violation of the HRL may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.
Complaints with DHR may be filed any time within one year (three years beginning August 12, 2020) of the harassment. If an individual did not file with DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.
Complaining internally to the District does not extend the time to file with DHR or in court. The one year or three years is counted from the date of the most recent incident of harassment.
Individuals do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.
DHR will investigate the complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring the District to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney's fees, and civil fines.
DHR's main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. Individuals may call (718) 741-8400 or visit: www.dhr.ny.gov.
Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR's regional offices across New York State.
Civil Rights Act of 1964
The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 USC Section 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.
The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.
An individual alleging discrimination at work can file a "Charge of Discrimination." The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov, or via email at
[email protected]
If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.
Title IX
Title IX of the Education Amendments Act of 1972 prohibits discrimination on the basis of sex in any federally funded education program or activity. The U.S. Department of Education's Office for Civil Rights (OCR) enforces Title IX of the Education Amendments Act of 1972.
For more information about how to file a complaint, contact OCR at 800-421-3481 (TDD 800-877-8339) or visit: https://www2.ed.gov/about/offices/list/ocr/docs/howto.html. The website contains information about filing the complaint online, by mail, or by email.
Local Protections
Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city, or town in which they live to find out if such a law exists.
Local Police Department
If the harassment involves unwanted physical touching, coerced physical confinement, or coerced sex acts, the conduct may constitute a crime. Contact the local police department.
Policy References:
Title VII of the Civil Rights Act of 1964, 42 USC § 2000e et seq.
Title IX of the Education Amendments Act of 1972, 20 USC § 1681 et seq.
29 CFR § 1604.11(a)
34 CFR Subtitle B, Chapter I
Civil Service Law § 75-b
New York State Human Rights Law, Executive Law § 290 et seq.
Labor Law § 201-g
NOTE: Refer also to
Policy 3420
- Non-Discrimination and Anti-Harassment in the District
Policy 6122
- Employee Grievances
Policy 7551
- Sexual Harassment of Students
Adopted: 6/22/99
Revised: 9/6/22, 2/28/23
Policy 6121