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Valley News and Views
Drayton , North Dakota
August 4, 2011     Valley News and Views
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August 4, 2011

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August 2010 Page 4 of Vol. 4 No. 1 Blue Knights' Notes Phone (701)454-3324 , ? E ax: (70,!,!454-3485':t performed this re-inspection. There were no significant changes in the condition of the remaining ACBM. TRIO Environmental Consulting is been contracted to provide environmental services including maintenance of compliance with Federal regulations regarding asbestos and other regulated environmental concerns. All ACBM are in good condition and we will continue to manage them in place as recommended in the Management Plan. The results of the re-inspection as well as the last six-month surveillance are on file in our Management Plan. Anyone wishing to review the plan may do so by stopping at th Office during normal school hours. Our Asbestos Program Manager is available toianswer any questions you may have regarding asbestos in our building or you may contact Hy Schlieve at 701-454-3324. We are intent upon not only complying with, but exceeding federal, state, and local regulations in this area. We plan to take whatever steps are necessary to insure your children and our employees have a safe and healthy environment in which to learn and work. Annual Notification of Parental Right to Request Teacher and Paraprofessional Qualifications The Drayton School District receives federal funds for Title I programs that are a part of the No Child Left Behind (NCLB) Act of 2001. We will provide you with additional information about this law and its impact on the education of students throughout the United States, North Dakota, and the Drayton School District as the year progresses. Under NCLB, you have the right to request information regarding the professional qualifications of your child's classroom teacher or teachers. If your child also receives services from a Title I paraprofessional, you have the right to request information regarding his or her professional qualifications as well. If you request this information, our office will provide you with the following as soon as possible: Whether or not the teacher has met NOrth Dakota's licensing requirements for the grade level(s) and core academic subject(s) taught by the teacher; If the teacher is teaching under an emergency status for which state licensing requirements have been waived; !i:ii !he education level and subject area (fieidi:)f discipline) of the teacher's college dree major and for any graduate degree or certificate; and :',,If,you child. isreceiving Title,I , services from paraprofessionals, his or her qualifications. lfyou would like to request any information, please contact the Drayton SChool Office. Hazing The purpose of this policy is to maintain a safe learning environment for students, free from hazing. Activities of any type that are inconsistent with the educational goals of the school district are prohibited at all times. GENERAL STATEMENT OF POLICY A. No student, teacher, administrator coach / advisor, volunteer, contractor or other employee of the school district shall plan, direct, encourage, aid or engage in hazing. B. No teacher, administrator, coach/ advisor, volunteer, contractor, or other employee of the school district shall permit, condone, actively ignore, or tolerate hazing. C. Apparent permission or consent by aperson being hazed does not lessen the prohibitions contained in the policy. D. This policy applies to behavior that occurs on or off school property and during and after school hours, whether school is in sessiqn or not. E. A person who engages in an act that violates school policy or law in order to be initiated into or affiliated with a student organization shall be subject to discipline for that act. F. The school district will act to investigate all complaints of hazing and will discipline or see that appropriate action is taken against any student, teacher, coach / advisor, administrator, volunteer, contractor, or other employee of the school district who is found to have violated this policy. DEFINITIONS "Hazing" means committing an act against a student, or coercing a student into committing an act, that creates a substantial risk of harm to a person, in order for the student to be initiated into or affiliated with a student organization, or for any other purpose. The term hazing includes, but is not limited to: 1 ) Any type of physical brutality such as whipping, beating, striking, paddling, branding, electronic shocking or placing a harmful substance on the body. 2) Any type of physical activity such as sleep deprivation, exposure to weather, confinement in a restricted area, calisthenics or other activity that subjects the student to an unreasonable risk of harm or that adversely affects the mental or physical health or safety of the student. 3) Any activity involving the consumption of any alcoholic beverage, druitobao product :or other food, liquid, or substance that subjects the student to an unreasonable risk of harm or that adversely affects the student's mental or physical health or safety. 4) Any activity that intimidates or threatens the student with ostracism, that subjects a student to extreme mental stress, embarrassment, shame of humiliation, which adversely affects the mental health, or dignity of the student or discourages the student from remaining in school. 5) Any activity that causes or requires the student to perform a task that involves violation of state or federal law or of school district policies or regulations. "Student organization" means a group, club or organization having students as its primary members or participants. It includes grade levels, classes, teams, activities or particular school events. A student organization does not have to be an official school organization to come within the terms of this definition. REPORTING PROCEDURE A. Any person who believes he or she has been the victim of hazing or any person with knowledge or belief of conduct that may , constitute hazing shall report the alleged acts immediately to an appropriate school district official. Generally the building principal is the person responsible for receiving reports of hazing at the building level. School employees are considered mandatory reporters. B. Any such person who received a report of, observes, or has other knowledge or belief of conduct which may constitute hazing shall inform the building principal immediately. The principal will further report such incidents to law enforcement when it's appropriate. C. Submission of a good faith complaint or report of hazing will not affect the complainant or reporter's future employment, grades or work assignments. SCHOOL DISTRICT ACTION Upon receipt of a complaint or report of hazing, the school district shall undertake or authorize an investigation by school district officials or a third party designated by the school district. All efforts will be taken to assure the confidentiality of the victim(s). Upon completion of the investigation, the school district will take appropriate action. Such action may include, but is not limited to, warning, suspension, exclusion, expulsion, transfer, remediation, termination or discharge. Disciplinary consequences will be sufficiently severe to deter violations and to appropriately discipline prohibited behavior. REPRISAL The school district will discipline or take appropriate action against any student, teacher, administrator, volunteer, contractor, or other employee of the school district who retaliates against any person who makes a good faith report, testifies, assists, or participates in an investigation, or participates in a proceeding or hearing relating to such hazing. Retaliation includes, but is not limited to, intimidation, reprisal or harassment. Harassment The following procedure is designed to resolve harassment and discrimination complaints as defined in board policy in a prompt and equitable manner. Board policy requires all students and staff to fully cooperate when asked to participate in a harassment investigation. RETALIATION PROHIBITED: The District prohibits retaliation for an individual's participation in and ! or initiation of a harassment / discrimination complaint investigation, including instances when a complaint is not substantiated. The consequences for violating this prohibition are delineated in policy. COMPLAINT FILING FORMAT AND DEADLINES: Complaints can be filed verbally or in writing and should be filed as soon as a victim or witness of alleged harassment and / or discrimination becomes aware that alleged harassment or discrimination occurred. Complaints must be filed within statutory deadlines contained in law. INFORMAL COMPLAINT PROCEDURE: An informal harassment or discrimination complaint shall be filed using the following procedure: 1 ) The complainant may file the complaint with an immediate supervisor, principal, school counselor, the Superintendent, or the Title IX coordinator. 2) The individual receiving the complaint shall document receipt and forward the complaint to the Superintendent who shall designate an investigator. If the Superintendent is the subject of the complaint, the recipient shall forward the complaint to the Board President who shall designate an investigator. 3) The designated investigator shall meet with each party individually and collect information needed to arrive at an equitable solution. At no time shall the complainant be required to work out the problem directly with the accused. 4) Within thirty (30) calendar days of the complaint being filed or as soon as practical, the investigator shall issue a written notice of recommendations to both parties. Prior to issuing this notice, the investigator shall meet with the Superintendent (or Board ii ¸ • President if the Superintendent is the subject of the complaint) to receive his / her concurrence on the recommendations and receive his / her approval on any disciplinary recommendations. Disciplinary recommendations shall be carried out in accordance with policy, law, and, when applicable, the negotiated master agreement. 5) The investigator or designee shall monitor the implementation and effectiveness of recommendations and shall notify the Superintendent (or Board President if the Superintendent is the subject of the complaint) if harassment / discrimination persists. 6) Both the complainant and the accused have the right to terminate the informal procedure at any time to pursue a remedy under the formal grievance procedure. FORMAL GRIEVANCE PROCEDURE: A formal harassment or discrimination complaint shall be filed using the following procedure: 1 ) Filing a complaint: a) A victim or witness of alleged harassment or discrimination may file a formal complaint either orally or in writing to the principal, school counselor, the Superintendent, or the Title IX coordinator. If any of these individuals is the subject of the complaint, it should be filed with an alternate source. Harassment / discrimination complaints about the Superintendent shall be filed with the Board President. b) Upon receipt of the complaint, the recipient shall document the date, time, and nature of the complaint and shall request the complainant's signature on this document. c) The recipient of the complaint shall notify the District's insurance carrier that a harassment or discrimination complaint has been filed. d) Within five school days of receiving the complaint or as soon as practical, the recipient of the complaint shall issue a notice to the complainant and the accused that a complaint has been filed. 2) Investigation Process: a) The recipient of the complaint shall confer with the Superintendent (or Board President if the Superintendent is the subject of the complaint) about who will be best suited to investigate the complaint. The investigation may be conducted by school personnel or a third party designated by the District• b) Before the investigation commences, the investigator in coordination with the Superintendent (or Board President if the Superintendent is the subject of the ...... complaint) shall determine if interim measures mustbe taken:to prevent. ...... :, , harassment / discrimination during the course of the investigation and whether law enforcement or other applicable officials should be notified. c) The investigation shall consist of interviews with the complainant, the accused, and any others who may have witnessed or otherwise have knowledge of the circumstances giving rise to the alleged complaint and may involve gathering and review of information relevant to the complaint• Witnesses shall be instructed not to discuss this matter with others. At no time during the investigation shall the complainant be required to meet with the accused to discuss the complaint. d) The investigator shall complete his / her investigation within fifteen (15) calendar days or as soon as practical. e) Any deviation from the investigation procedure should be documented with an explanation. Reasons for delays in the investigation also should be documented. 3) Investigation Report: a) After the investigator has completed the investigation, he / she shall complete a written report containing a determination of whether allegations were substantiated, whether the discrimination / harassment policy was violated, and recommendations for corrective action, if any. These determinations shall be made on a case-by- case basis and based on, but not limited to, the following criteria. i. Whether evidence suggests a pattern of conduct supporting or disproving the allegations of harassment or discrimination; ii. Whether behavior meets the definition of harassment, sexual harassment, and / or discrimination as defined in board policy; iii. Ages of the parties involved; iv. Relationship between the parties involved; v. Severity of the conduct; vi. How often the conduct occurred, if applicable; and vii. How the District resolved similar complaints, if any, in the past. b) The investigator shall submit his / her report to the Superintendent (or Board President if the Superintendent is the subject of the complaint)• This individual shall review the report, determine if recommendations are appropriate, implement the portions of the report he / she approves, and develop a monitoring plan to evaluate the effectiveness of the recommendations and help prevent any recurrence. Any disciplinary action shall be carried out in accordance with board policy, law, and when applicable, the negotiated agreement. c) Prior to implementing the recommendations, the Superintendent (or Board President if the Superintendent is the subject of the complaint) shall issue his / her decisions in writing to the complainant and accused. These decisions shall be binding, however, nothing shall prevent the parties - from seeking redress through state and /or federal law.  d) The entire complaint filing, investigation,  and reporting process should be completed within thirty (30) calendar days or as soon ti as practical not to exceed sixty (60) calendar '3 days. i Alcohol, Tobacco, and Other o Drugs Policy a State Law prohibits smoking and / or the use of tobacco products on school property.  This includes all school-owned or school- !I leased buildings, grounds, and Vehicles. Everyone shares in the reSponsibility of s adhering to and enforc!ng this policy. Any l q individual who observes a violation of this  -1 policy on school property may report it to the administration. Further note that o it smoking, use, or possession of tobacco products is prohibited on school property I and at all school functions. The school principal is responsible for administering q n disciplinary consequences. These s consequences may include suspension and / or recommendation of expulsion from ,t school. The superintendent is responsible )t for developing regulation for the enforcement and implementation of this policy including ] educational and informational programs to assist staff, students, and the public to -t understand, accept, and cooperate with these rules, n Individuals who are observed smoking o or using tobacco products on school district )i property or at school functions shall be asked to cease the use of all tobacco products: If the individual fails to comply with o b the request, the individual will be asked to It leave school property or the school function. Failure to comply with this d rective may result in law enforcement being contacted q 11 and charges made against the individual. The individual may also be banned by the  superintendent from entering school district property or events for a specified period of H time. Staff or students observed violating this policy may be subject to additional disciplinary actions. The consequences for student violation are outlined in the student handbook and the consequences for staff violations are outlined in their handbook as well. Student Medications " :ii From time to time, it may be necessary for a student to take medications while in.... 1 school. To better ensure the safety of all . t students we ask that these medications be 1 brought;to;th mce :fo.r. safe, keepingand .. i, 'j students are generallyrespons b e enough u to administer their own medication at the, b prescribed times, but we feel it is best that ..rJ medications - prescription or otherwise, .o are maintained under the supervision of i an adult. Any medication that needs to be tl administered at school will need the following ; items: The medication must be accompanied by a signed request / consent from the parent / guardian for school personnel to q administer the medication, il The following information must be --1 included with the request / consent: the student's name, amount of dosage, time of administration, name and strength of. . medication and method of administering (i.e. - orally, eye drops, ear drops, nebulizer, etc.) ,/Possible side effects of the medication, generally the pharmacist will provide you with these. ,/Treatment in case of a reaction to the medication including any medications or directions for a severe reaction. ,/All labeled medications will be maintained in a secure, ocat on to protectthe safety of the student, the medication, and other students. ,/It is suggested that no more than a one month supply of the medication be kept at r the school at any time and it will be parent / u guardian responsibility to maintain an up-to- date supply. ;€ Medications are to be picked up by the o parent / guardian at the end of the school L year or when the medication is no longer ] needed by the student or when the student is withdrawn from school. Any medications not =i picked up at the end of the school year will o be disposed of accord ng to the pharmacist's q directions, o Any change or new medication must be accompanied by a separate signed request / ;v consent form. " Even though the individual is capable of  independently administering said medication, .v the medication will need to be maintained 2 in the secure location. However, there maybe exceptions that will be documented a in the student's records, as in the case of an ,I inhaler that the student needs to carry with them. q From time to time, your child may need an 3 over-the-counter medication (aspirin, Tylenol, ibuprofen, i Pepto-Bismol) for a headache or nausea, q etc. You are encouraged to provide such medications for your child, but we will be 'A requesting written permission of you during q registration to provide this to your child when needed. If we do not have this written permission on file, we will need to contact ] you prior to your child receiving assistance. .'. Title I The Drayton School District operates a targeted-assistance Title I program for