Title IX Coordinator:
Dr. Amanda Swartzlander, Dean of Student Life
Phone: 919.626.2300
Email: aswartzlander@neusecharterschool.org
Title IX Policy and Notice of Nondiscrimination:
It is NCS's policy to prohibit harassment of any employee by any supervisor, employee, parent, student, volunteer, or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within NCS. It is to ensure that at NCS all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about the employee's physical appearance, the conversation about one's own or someone else's sex life, or teasing or other conduct directed toward a person because of their gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.
If the employee feels that s/he has been subjected to conduct which violates this policy, s/he should immediately report the matter to the Superintendent. If unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact the Title IX coordinator. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in their reporting hierarchy. Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, NCS will not allow any form of retaliation against individuals who report unwelcome conduct to leadership or who cooperate in the investigations of such reports in accordance with this policy. If the employee feels that s/he has been subjected to any such retaliation, s/he should report it in the same manner in which a claim of perceived harassment would be reported under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including termination. All employees must cooperate with all investigations.
Title IX of the Education Amendments of 1972, a federal law, prohibits sexual discrimination in schools and protects students against sexual discrimination and harassment. Teachers and students have the right to participate in all educational programs and activities without fear of sexual harassment. Faculty, staff, and students all have a duty not to engage in sexual conduct that is obscene or unwanted by others.
It is NCS's policy to prohibit harassment of any employee by any supervisor, employee, parent, student, volunteer, or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within NCS. It is to ensure that at NCS all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about the employee's physical appearance, the conversation about one's own or someone else's sex life, or teasing or other conduct directed toward a person because of their gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.
If the employee feels that s/he has been subjected to conduct which violates this policy, s/he should immediately report the matter to the Superintendent. If unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact the Title IX coordinator. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in their reporting hierarchy. Every report of perceived harassment will be fully investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, NCS will not allow any form of retaliation against individuals who report unwelcome conduct to leadership or who cooperate in the investigations of such reports in accordance with this policy. If the employee feels that s/he has been subjected to any such retaliation, s/he should report it in the same manner in which a claim of perceived harassment would be reported under this policy. Violation of this policy including any improper retaliatory conduct will result in disciplinary action, up to and including termination. All employees must cooperate with all investigations.
Title IX of the Education Amendments of 1972, a federal law, prohibits sexual discrimination in schools and protects students against sexual discrimination and harassment. Teachers and students have the right to participate in all educational programs and activities without fear of sexual harassment. Faculty, staff, and students all have a duty not to engage in sexual conduct that is obscene or unwanted by others.
Title IX Procedures:
Title IX FAQs:
Title IX training for staff:
August 14
Title IX: Compliance Overview
Title IX: Sexual Harassment Prevention for Employees
Title IX Reporting:
Title IX FAQs:
Title IX training for staff:
August 14
Title IX: Compliance Overview
Title IX: Sexual Harassment Prevention for Employees
Title IX Reporting:
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909 M. Durwood Stephenson Pkwy. Smithfield, NC 27577 |
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