October 6, 2011• Notice of Regular Meeting of the Board of Directors
Agenda I. OPENING
A. Call to Order (7:00) B. Verse
C. Roll Call and Establishment of Quorum
II. PUBLIC COMMENT (7:05) This portion of the meeting is set aside for members of the audience to make comments or raise issues that are not specifically on the agenda or for those that are on the agenda. These presentations are limited to three (3) minutes per presentation and the total time allotted to non-agenda items will not exceed fifteen (15) minutes.
III. OPEN SESSION
A. Communications (7:20)
1. Board Member Questions, Comments, Clarifications of the Agenda 2. Approval of Minutes: 09.22.11
3. Sunshining of Articles VII (Salaries) and XVIII (Employment Status) of the Collective Bargaining Agreement
4. Executive Director Report 5. FOLOCS report
B. Board Development (7:50) 1. Presentation on Waldorf C. Governance (8:15)
1. Board Goals (action)
2. Executive Committee Mandate (action) 3. Transition Committee Mandate (action) 3. Sexual Harassment Policy (action) 4. Dress Code (action)
D. Report Items not covered in Packet: can include appreciations and reports from ad-hoc committees
IV. CLOSED SESSION (9:00)
A. Conference with Labor Negotiator
1. Agency Designated Representative: Matthew Morgan, Executive Director 2. Employee Organization: Live Oak Teachers Association
V. OPEN SESSION
Public Report on action taken in closed session, if any
VI. ADJOURNMENT (9:30)
Please Note: Any writings or documents provided to a majority of Board Members regarding any item on this agenda after the posting of this agenda and not otherwise exempt from disclosure, will be made available in the Live Oak Charter School main office. All writings will be made available in appropriate alternative formats upon request by a person with a
September 22, 2011• Notice of Regular Meeting of the Board of Directors
Minutes
I. OPENING
A. Call to Order (7:10) B. Verse
C. Roll Call and Establishment of Quorum
Present:
Cliff Schlueter (CS) Tom Gallup (TG) Metha Singleton (MS) Bobbie Smith (BS) Debbie Elam (DE) Rachael Kaplan (RK) Julie Yarnall (JY)
Also present: Matthew Morgan (MM), Executive Director Rainbow Rosenbloom (RR), Consultant
II. PUBLIC COMMENT (7:11)
A parent raised the issue that a homeschool program had many legal and paperwork requirements and that this was a sizeable workload. This parent also clarified that the term is technically independent study rather than homeschooling.
A parent expressed their gratitude towards the Board for their dedication and service to the school.
RR commented on the dress code policy. He shared his view that dress is a form of self-expression. He viewed the role of the school as an antidote to our culture's negative influences and was in favor of a less restrictive dress code.
A parent expressed their desire to see the dress code be more strict.
III. OPEN SESSION
A. Communications (7:21)
1. Board Member Questions, Comments, Clarifications of the Agenda
JY expressed how much she enjoyed this year's Back to School Night
this time.
2. Approval of Minutes: 09.01.11, 09.12.11
RK moved to approve the Regular Board Meeting minutes of 09.01.11 -
all approved
TG moved to approve the Special Board Meeting minutes of 09.12.11 -
all approved
3. Executive Director Report
MM invites the public to a meeting in the Multi-Purpose Room (MPR) on Tuesday 9/27/11 at 7:00 pm regarding potential environmental impacts of a past (+20 years) petroleum spill in the area of the Fairgrounds. MM asks that any food from the school garden not be consumed until more information is obtained.
MM shared that the yearly audit is almost complete.
MM felt that Back to School Night was a success.
MM will be bringing field trips up for conversation in a future Board meeting
There is an interested party wishing to donate a parlor grand piano to the school - if accepted, it will be placed in the MPR.
B. Financial Health (7:35)
1. Monthly Financials (action)
MM mentioned that TG has been initialing the warrants to provide independent verification.
TG moved to approve the Monthly Financials - all approved
C. Governance (7:40)
1. Sexual Harassment Policy (discussion)
MM shared that the policy borrows language and examples from the policies of Sebastopol Independent Charter and the Cotati-Rohnert Park Unified School District in order to make it more comprehensive, albeit stark.
of the school.
TG commented that the legal and stark nature of the language of such a policy was necessary given the seriousness of the topic.
RK agreed that this policy topic deserves the level of specificity that the proposed policy offers and that it is up to the school community to determine how it will be embodied.
2. Student Information System (action)
MM shared that there may be an opportunity to connect to the Petaluma City
Schools (PCS) network at a discounted, e- rate. MM suggested item be tabled until
more specific information could be obtained.
TG moved to table any action on this item until the next Board meeting
on 10.06.11 - all approved
3. Dress Code (discussion)
MM shared that the Dress Philosophy is written more for parents. Policy strives to strike a delicate balance given 1st amendment/free speech considerations. Some realities discussed include: students want to be self expressive; there is no commonly held, collective agreements on this issue
JY feels that the Board needs to make a decision and make sure that it is upheld and that it should embody the school's values
Board is directing MM to develop a more strict policy for the Lower
Campus/lower grades in line with pedagogical concerns aimed at protecting the younger students and developing a less restrictive upper campus dress code
4. Board Goals (action)
DE went through the document, pointing out the continuing need for policy review and development and the need to annually renew committee
mandates. A discussion on the financial goals ensued.
TG cautioned the Board of the need to balance the desire to create a capital fund against the need to maintain healthy reserves given that the State is deferring payments.
MM offered that it may be a good idea for FOLOCS to be the organization to hold the long-term capital fund.
the history and purpose of the Sabrina Kahn Volunteer Award.
MM brought up the need for volunteer coordination. There is a form on the website where people can express interest in different areas of service. It was
also suggested that the Board needs a Volunteer Committee. Other areas of need
are Festivals and Events and Student Culture. Whether these need to be Board committees needs to be discussed.
TG moved to table item - all approved
D. Report Items not covered in Packet: can include appreciations, reports from FOLOCS or ad-hoc committees
IV. CLOSED SESSION (10:00)
A. Student Discipline (Education Code sections 35146 and 48918(c))
B. Conference with Labor Negotiator
1. Agency Designated Representative: Matthew Morgan, Executive Director
2. Employee Organization: Live Oak Teachers Association
V. OPEN SESSION
No action taken in closed session
VI. ADJOURNMENT (10:20)
Minutes of Meeting of the Board of Directors' Executive Committee Thursday, September 29, 2011
Velasco’s Restaurant • 190 Kentucky St., Petaluma
Committee Members Present: Debbie Elam Hupp, Tom Gallup, Cliff Schlueter Also in Attendance: Matthew Morgan, Executive DIrector
I. Call to order: 7:15
II. No Public Comment
III Committee Mandate was revised and drafted for approval by the full board
IV. Board Goals were reviewed and revised; specifically addressed was the role of the board in developing and managing school committees
V. Policy Review: no additional policies to review at this time. Sexual harassment policy and the dress code will be brought back to the board for approval on October 6th. We will work at the next meeting to develop a policy and process for the creation and management of school committees.
VI. Board Agenda: discussed what was ready for the next board meeting and created a draft agenda.
VII. Next Meeting will be on October 24th at 7:00 at Zazzle Cafe
Live Oak Charter School
Board Goals 2011-12I. Governance: The Board of Directors will participate in governance of Live Oak Charter School in fulfillment of the school’s charter and state and federal laws through collaboration and integration with the leadership centers of the school.
Goal 1:Specialty Program Review Develop criteria and timeline for evaluation, oversee process, and provide commentary and guidance. Who: Transition, Executive Director
Time Frame: December 15th
Goal 2: Personnel Policy Development Participate in the development of personnel policies (specifically hiring and firing, contract development, etc.) and oversee their implementation
Who: Transition, Executive Director Time Frame: January 15th; June 15th
Goal 3: Communications Continue regular communication practices with all sectors of the school, including but not limited to meetings between the board chair and executive director, monthly attendance of faculty, FOLOCS, and class coordinators meetings, and parent surveys.
Who: Transition, Friends/CC Liaison Time Frame: monthly reports
Goal 4:Ongoing Policy Review Bring forward new policy as needed in collaboration with other leadership centers of the school
Who: Executive Committee, Transition
Time Frame: June 15th
Goal 5: Development of Board Committees Continue the process of mandate development, proper noticing and reporting from board committees. Oversee the smooth operations and interactions of all school committees.
Who: Executive Committee
II. Financial: The Board of Directors will pursue and cultivate a variety of resources and practices to ensure the fiscal health and long-range sustainability of the school and sufficient financial resources to meet LOCS mission and provide the full Waldorf-inspired pedagogy.
Goal 1: Long-term Plan Develop a long-term financial plan and prioritize resource allocation to support fulfillment of the school’s vision
Who: Finance, Executive Director Time Frame: June 15th
Goal 2:Accounting Practices Review Recommend changes to accounting practices and financial policy
Who: Finance, Executive Director Time Frame: June 15th
Goal 3: Capital Fund Creation Oversee and support the creation of a capital fund.
Who: FOLOCS, Development
Time Frame: December 15th; June 15th
Goal 4: Pledge Program Evaluation
Who: Executive Director, Development Committee and FOLOCS Time Frame: October andQuarterly
III. Board Development: The Board of Directors will seek out opportunities for development via education (both philosophical and operational),
organizational/governance training, and recruitment from the wider community.
Goal 1:Board Evaluation: Improve the evaluation process to include more input from the community
Who: Board Development Time Frame: June 15th
Goal 2:Board Membership: Evaluate Board needs and recruit accordingly. Who: Board Development
Time Frame: June 15th
Goal 3:Board Training: Continue practice of regular board development at meetings; increase attendance at Alliance conference.
Who: Board Development Time Frame: June 15th
Goal 1:Community Communications: develop criteria and timeline for evaluation of schoolwide communications (website, leaflet, class & teacher communications).
Who: Transition Team, Executive Director
Time Frame: December 15th
Goal 2: Volunteer Recognition: develop a process for recognizing and appreciating volunteers
Who: Development, Class Coordinators
Time Frame: January 15th
Executive Committee
Admin. Board Faculty
Debbie Elam Hupp (Chair)
September 29, 2011
Mission: The Executive Committee ensures effective and efficient governance of the Board of Directors and the school as a whole and serves as a direct resource to the Executive Director to ensure that operational decisions support the vision, mission and strategic direction of the school.
Authority: Advise the Board Chair about the board agenda
Provide overall, ongoing policy direction to the Executive Director Manage and develop committees, including mandates
Evaluate the performance of the Executive Director annually
Composition/Selection Process: Elected officers of the Board: Chair, Vice-Chair, Treasurer and Secretary
Resources allocated to enable the committee's work:
Executive Director to attend as needed
Reporting Structure:
Monthly meetings; minutes provided to board
Committee Review Structure:
Annual Review provided in minutes at June Board meeting
All parties to this mandate agree to adhere to the guidelines outlined in the Mandate Agreement.
A mandate confers authority and responsibility for the work specified in the mandate agreement. As part of the agreement to establish and maintain a mandate, each committee/task force agrees:
1 That all parties to the agreement consent to entrust the mandated group with its responsibilities and further agree to support its decisions and recommendations. Recommendations should be adopted by the authorizing decision-making body unless new information or a new perspective indicates a necessity for the committee to reconsider and the committee agrees to do so.
2 That the mandating body must approve any modifications to the terms of this
mandate.
3 To conduct its business in the spirit of collaboration and strive for transparency in its processes.
4 To discern and determine who needs to be consulted or have input during the consideration process.
5 To seek that advice and consultation and report it to the committee as part of deliberations and prior to a decision/recommendation. The committee should also feel free to invite participation in the discussion where appropriate.
6 To discern and determine the scope of the decision/recommendation to make
sure that it falls within the task-responsibilities description. If it falls outside the scope of the committee refer it back to the appropriate body.
7 To discern and determine, when a decision or recommendation is prepared, who
needs to be informed of it and commit to that communication as an integral part of the decision/recommendation.
8 That in case a committee is unable to decide or recommend, it will refer the topic to its authorizing body.
9 To keep to its agreed upon schedule, calendar, and agenda in recognition that the success of the other responsible groups and the school are dependent upon timely decision making.
10 To commit to maintaining close communication and the use of appropriate
communication techniques at all stages of decision-making. This includes maintaining minutes of all its proceedings and publishing them to its omembers and to its authorizing body in a timely fashion.
and will avoid criticism of colleagues or the committee when speaking with others.
12 To maintain confidentiality about committee and school business as necessary and appropriate.
13 This committees’ goal is to make decisions by consensus. We understand consensus to mean that all members with a voice in the decision concur. In the absence of consensus: A majority vote shall prevail, with the reservations by the dissenting members noted and presented to the governing body.
14 That concerns and disagreements from non-committee members will be brought
to the attention of the committee chair. Unless the chair considers it necessary to bring the matter to the attention of the committee, it will be recorded in the minutes and held as part of the committee record.
15 At each review period for standing committees, the committee will take time to reflect on work accomplished and work yet to be done. As part of the review the committee will present what it perceives as the work to be done during the next period as well as consider what resources it might need to accomplish that work. Ad Hoc committees shall present these findings with their final report.
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Live Oak Charter School Administrative Regulation
Sexual Harassment
Purpose
It is the purpose of this Administrative Regulation to implement the Live Oak Charter School’s Sexual Harassment Policy. The regulation is designed to outline the procedures that are to be followed to maintain the Board of Education’s commitment to providing an educational and work environment free from sexual harassment as defined by board policy.
Reporting Procedure
Any student, employee, or agent of the school (including a school volunteer) who believes he or she has been sexually harassed by an employee, agent, or student of the School, should promptly report the facts of the alleged incident(s) and the name the individual involved to any staff member with whom they feel comfortable, and that person shall report the incident to the School Director or if the School Director is the alleged harasser, to any Charter School Board member.
The employee or board member who has knowledge of an incident of sexual harassment is required to report to the School Director or Board Chair within three (3) business days.
1. Complaints Brought by Students
If an aggrieved student is unable or unwilling to communicate directly with the person whose conduct is offensive, or if direct communication has been unavailing, the aggrieved student may file a complaint with the School Director.
2. Complaints Brought by Employees and Other Individuals
If an aggrieved employee or other individual is unable or unwilling to communicate directly with the person whose conduct is offensive or if direct communication has been unavailing, the aggrieved employee or other individual may file a complaint with the School Director and/or a Charter School Board Member
3. Responsibilities of Employees
Employees, serving in supervisorial, certificated, or managerial positions, who receive complaints or observe harassing conduct shall inform the School Director or School Board member.
The person who has been harassed (complainant) may, at any time during the process, bring an advocate to support them in meeting with the School Director or other investigator. The
Complainant will be informed of the reporting process by the school director or other investigator, outlining specifically the informal or formal procedure. If requested by the complainant, the informal process may be followed if:
1. The accused agrees to the process
2. The use of an informal process is not considered by the investigator to be inappropriate given the nature of the complaint
3. The use of an informal process does not deviate from other legal regulations
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Confidentiality
The School Director will inform the person making the report that the allegation and the results of the investigation shall be kept confidential to the extent reasonably possible under the investigation process. In addition, witnesses and those interviewed shall be informed of the confidential nature of the issue and the investigation as well as the reason for confidentiality.
Anyone violating confidentiality by disclosing the nature of the allegation or the investigation to others shall be subject to disciplinary action.
Retaliation
The initiation of an allegation of sexual harassment by a student will not adversely affect grades, class section or other matters pertaining to his or her status in any School program. Likewise, the initiation of an allegation of sexual harassment by an employee will not adversely affect
employment status in any way. The School Director or designee will inform all parties that retaliation is illegal and that an allegation of retaliation, following a report of sexual harassment shall be considered as a separate incident, shall be investigated, and shall be subject to
disciplinary action.
Time Limits
Allegations of sexual harassment shall be reported as soon as reasonably possible after the conduct in question has taken place. Students, employees, or agents of the school wishing to report allegations to additional agencies, such as the U.S. Office for Civil Rights, should know that this agency follows a 180 day time limit for reporting alleged incidents of sexual
harassment.
Informal Process
Upon receipt of a complaint either verbally or in writing, the complaining party will be advised of their right to explore resolution of the matter by way of an informal mediation process. If the complaining party wishes to use the informal process, the School Director in conjunction with the Board of Directors shall set up a process. If the complaining party or accused is not satisfied with the process or conclusion, the investigation procedure shall be initiated.
If the complaining party does not wish to participate in the informal process, the investigation procedure will be initiated.
Investigation Procedure
All complaints shall be investigated if not resolved by way of the informal process.
All investigations of allegations of sexual harassment shall be handled promptly, in a serious, sensitive, and confidential manner. Although the student, employee, or agent who believes he/she has been sexually harassed is not required to confront the person who is engaging in the unwelcome and unsolicited sexual conduct, the investigator should determine if the student, employee, or agent has informed the person engaging in the behavior that the behavior is offensive and must stop.
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the allegation, in accordance with Board Policy and they will be given an opportunity to respond.
2. The investigator shall inform all parties, including the person making the allegation, witnesses, and the accused, of their rights, including the fact that the person making the allegation and witnesses will not be retaliated against and the confidential nature of the allegation and investigation. The person accused shall not receive a copy of the complaint but shall be informed of the allegations. The name of the complaining party shall remain confidential to the extent possible. The accused will be given a copy of Board Policy.
3. The investigator shall, conduct an investigation to determine if the allegation of sexual harassment is supported. The investigation finding shall be filed within twenty (20) business days from the date the allegation was reported to the investigator. A summary of the findings shall be mailed to the complainant or their parent(s) if the complainant is a minor, and the person accused. A report of the findings will also be given to the school board in closed session following conclusion of the investigation.
4. When the School Director determines that sexual harassment has occurred, and disciplinary action is necessary, he/she will determine what course action is appropriate. Depending upon whether the harasser is a student, staff member, or agent of the School, appropriate disciplinary action will be taken.
5. Any report of assault and/or physical battery that is gender based or sexual in nature shall be reported to the police for investigation.
Disciplinary Action
Students, employees, or agents of the school who are found to have engaged in sexual harassment may be subject to discipline up to and including expulsion or dismissal. Such disciplinary action shall be in accordance with board policy and state law. Suspension,
recommendations for expulsion, or dismissal from employment must follow applicable law. Staff members who are found to have engaged in sexual harassment of students will be subject to discipline up to and including dismissal. Such disciplinary action shall be determined by the School Administration in accordance with applicable policies, and/or laws Agents of the School who are found to have engaged in sexual harassment of students will be subject to penalties and sanctions as may be available to the School, including termination of business relationships and contracts. An agent who is a school volunteer who engages in such conduct may lose the privilege to volunteer at the school in the future.
In identifying appropriate disciplinary action, note that repeated incidents following intervention, intensity of the behavior, and multiple victims will yield more severe penalties. Disciplinary actions may include oral warnings, written warnings, mandatory training, counseling, suspension, transfer, demotion, or termination of employees, and expulsion for students.
Appeal Procedures
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1. If the complainant or alleged harasser is dissatisfied with any decisions made under this procedure, he/she may file a written appeal to the Governing Board within fifteen (15) days after receipt of the Decision. The other party shall be given a copy of the appeal and shall have five (5) days after receipt of the appeal to submit a written response. The Governing Board shall review the written complaint, the investigators written report and decision, the appeal, and any response to the appeal, to determine whether the alleged offender has engaged in sexual harassment and whether the decision contains an appropriate disposition of the matter.
2. The Governing Board in its discretion may, request additional information and the personal appearance of any and all parties and witnesses.
3. The Governing Board shall issue a written decision within forty-five (45) days of the written appeal.
4. The School Director or Board designee shall inform the complainant and the alleged offender of the Governing Board's decision.
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[Title]
Live Oak Charter School Board Policy
Sexual Harassment
Purpose of Policy
It is the policy of the Governing Board of the Charter School (“School”) to provide an environment free of sexual harassment. To accomplish this purpose, the policy is designed to secure, at the earliest level possible, an appropriate resolution to an allegation of sexual harassment. This policy is intended to supplement, and not replace, any applicable state or federal laws and regulations. Complaints under these laws and regulations shall be processed through the procedures established by the appropriate state and/or federal agencies. It is the position of this Board that sexual harassment is unlawful and will not be tolerated. It is a violation of this policy for any employee, agent, student, or party with which the School has a cooperative agreement, to engage in sexual harassment.
Educational Environment
Within the educational environment, sexual harassment is prohibited between students, and between employees or agents/non-employees (such as contract employees, service providers, or volunteers) and students.
Work Environment
Within the work environment, sexual harassment is prohibited between supervisors and employees, between employees, and between agents/non-employees (such as contract employees, service providers, or volunteers) and employees.
Definition of Sexual Harassment A. General Definitions
Sexual harassment occurs when unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature is:
1. Made either explicitly or implicitly a term or condition of an individual's educational status or employment;
2. Used as a basis for educational or employment decisions affecting such individual;
3. Or has the purpose or effect of unreasonably interfering with an individual's educational or work performance or creating an intimidating, hostile or offensive educational or working environment.
4. Is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through the educational institution.
5. The deliberate or careless creation of an atmosphere of sexual harassment or intimidation, or a hostile or offensive working environment.
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[Title]
Allegations of sexual harassment shall be thoroughly investigated in accordance with the School's sexual harassment complaint procedures.
B. Specific Examples
For the purpose of further clarification, sexual harassment includes but is not limited to:
1. Making unsolicited written, verbal, physical and/or visual contact with sexual overtones. (Written examples include but are not limited to: suggestive or obscene letters, notes, invitations. Verbal examples include, but are not limited to: derogatory comments, innuendos, slurs, jokes, epithets. Physical examples include, but are not limited to: assault, touching, impeding, or blocking movement. Visual examples include, but are not limited to: leering, gestures, display of sexually suggestive objects or pictures, cartoons, or posters.)
2. Continuing to express sexual interest after being informed that the interest is unwelcome. (Reciprocal attraction between appropriate parties is not considered sexual harassment.) 3. Making reprisals, threats of reprisal, or implied threats of reprisal following a negative
response. For example, within the work environment, either implying or actually withholding support for an appointment, promotion, or change of assignment; suggesting a poor performance report will be prepared, or suggesting probation will be failed. For example, within the educational environment either implying or actually withholding grades earned or deserved; suggesting a poor performance evaluation will be prepared; or suggesting a letter of recommendation will be denied.
a. Within the work environment, engaging in implicit or explicit coercive sexual behavior which is used to control, influence, or affect the career, salary, and/or work environment of another employee.
b. Within the educational environment, engaging in implicit or explicit coercive sexual behavior which is used to control, influence, or affect the educational opportunities, grades, and/or learning environment of a student. For example, offering favors of educational or employment benefits, such as grades or
promotions, favorable performance evaluations, favorable assignments, favorable duties or shifts, recommendations, reclassification, etc. in exchange for sexual favors.
4. Any expression of sexual interest between adults and students, regardless of reciprocity isconsidered inappropriate and shall be subject to discipline under
applicable state law.Complaint and Reporting Procedure
Any student, employee, or agent who believes he or she has been sexually harassed by an
employee, agent, or student of the School, should promptly report the facts of the incident(s) and the name of the individual involved to an adult staff member with whom they feel comfortable, and that person shall report the incident to the School Director. If the alleged harasser is the School Director, the person can report the incident to any Board member. A written report of the alleged incident will be developed by the School Director or by a Board member. A copy of the report, along with a copy of this policy, shall be mailed to the parent of the student who initiated the complaint.
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[Title]
Board member. Failure to do so is a violation of this policy. Failure of staff to report student allegations of sexual harassment within three (3) school days is a violation of this policy.
Students who feel aggrieved because of unwelcome conduct that may constitute sexual harassment are not required to inform the person engaging in such conduct that the conduct is unwanted, offensive and must stop, but are encouraged to do so. An aggrieved individual is not required to complain to his or her instructor if that instructor is the individual who is harassing the student. Any individuals making a report may bring an advocate to assist them.
Filing Complaints with State and Federal Agencies
Aggrieved parties may wish to file complaints with other appropriate state and federal agencies, including:
U.S. Office for Civil Rights
50 United Nations Plaza, Room 239 San Francisco, CA 94102
(415) 556-7000
The State Fair Employment and Housing Commission 30 Van Ness Avenue
San Francisco, CA 94102 (415) 557-2005.
Confidentiality
An allegation of sexual harassment and the results of the investigation shall be kept confidential to the extent reasonably possible under the investigative process. Witnesses and those
interviewed shall be informed of the confidential nature of the issues and the investigation, and shall be informed that it will be a violation of this policy to disclose the allegation or the nature of the investigation to others and shall be subject to disciplinary action as defined in this policy.
Retaliation is Prohibited
The initiation of an allegation of sexual harassment, will not cause any reflection on the individual reporting the incident or witnesses nor will it affect such persons’ future business dealings with the School, his or her employment, compensation or work assignments, or, in the case of students, grades, class section or other matters pertaining to his or her status as a student of any School programs. It shall be a violation of this policy to engage in such retaliation. An allegation of retaliation shall be considered as a separate incident, shall be investigated, and shall be subject to disciplinary action.
Time Limits
Allegations of sexual harassment shall be reported as soon as reasonably possible after the conduct in question has taken place.
Disciplinary Action
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[Title]
Employees who violate this policy may be subject to discipline up to and including dismissal. Such disciplinary action shall be in accordance with applicable policies, laws, and/or collective bargaining agreements. Students who violate this policy may be subject to discipline up to and including expulsion. Such disciplinary action shall be in accordance with board policy and state law. Agents of the School who violate this policy may be subject to penalties and sanctions as may be available to the School, including termination of business relationships and contracts or the privilege of volunteering on campus.
Appeal Procedures
Either the complaining party or the accused may appeal the findings of an investigation to the Governing Board of the School. Appeals shall be made in writing within fifteen (15) business days from the date of a finding.
Training
To implement this policy the School will provide appropriate training programs for staff; teachers will be instructed to discuss the topic in a pedagogically and age-appropriate way with their students.
Notification
There will be adequate notification of the policy to include permanent posters in public areas, offices, and hallways. The policy will be published in the Employee Handbook and described in the Parent Handbook. Copies will also be available upon request in the School office.
Administrative Regulation
The School Director shall adopt, and from time to time may revise, further procedures as may be necessary to implement this policy and provide for a means of enforcing this policy. Such further procedures may include the following: posting and other means of distributing the policy; a process under which complaints will be handled, formally or informally, an explanation of possible civil proceedings and potential legal consequences of sexual harassment. The School Director will initiate training and education programs to enable all persons, and in particular, supervisors, to better understand the problem of sexual harassment. In addition, the School Director shall designate appropriate employees to enforce or administer this policy within the School and shall provide for appropriate training for employees on an annual basis.
Special Assistance
It is expected that questions may arise concerning the interpretation of the prohibition against sexual harassment, the methods and procedures to be following in the investigation of
complaints, and the appropriateness of specific solutions in disposition of complaints. For assistance in these matters, individuals may contact the School Director.
Current Legal references barring sexual harassment in education:
Title VII of the Civil Rights Act – 42 CUS Section 2000-e-2(a)(1)
California Fair Employment & Housing Act – Government Code Section 12940 Title IX of the Education Amendments of 1972 29 USC Section 1681 et. seq. California Education Code, Section 200 et seq.
Dress Philosophy
The Live Oak Charter School is dedicated to offering the most that an education can give. The scope of this education does not stop with the “Three R’s,” but extends into consideration of the physical and cultural environment of the School. The desire for individuality in clothing is strong in modern culture and seeps down to the youngest ages due to the effectiveness of advertising. Yet within the Waldorf approach, the unfolding of the child’s individuality is best marked in the student’s work and relations with his classmates. It is our humanness that needs development, not our responsiveness to
advertising, slogans, sports allegiances, etc. Clothing fads, competitiveness, precocious behavior, and self-‐absorption can contribute to unnecessary conflict between students, between students and teachers, and between children and parents, undermining a productive learning atmosphere.
The School asks that clothing remain simple and functional. Class teachers and school staff reserve the right to ascertain when clothing or appearance is unacceptable (regardless of whether the attire conforms to the “letter of the law.”) Anything that might become a distraction to learning should be avoided. Class teachers may have additional guidelines for their classes. Disregard for any of these standards may result in the parents being contacted to bring other clothes to school. Repeated offenses may result in disciplinary action, including suspension. Please use these guidelines for all school
activities.
1. Comfort and Practicality: Movement is a part of every school day. The student’s clothing should be loose enough for running, bending, jumping, etc. Shoes need to be comfortable, secure, and able to take the wear and tear of running games. Toes should be covered.
2. Sufficient Warmth: Children are unable to learn well if they are cold and their circulation is poor. All clothing must provide adequate temperature regulation given varied weather throughout the day. Our foggy mornings necessitate layers of clothes that can be peeled off as the children warm up. Coats are necessary during cold weather and legs must be covered. Layers of fleece or wool are good fabrics for keeping children warm. Boots and Raincoats are needed for rainy days.
3. Neatness: Neatness of dress and hair, cleanliness of hands, face and nails are all important to help a student feel prepared for their day and ready to engage in the social sphere.
4. Media Free Environment: The Waldorf curriculum emphasizes that students’ imagination and play, should arise from their own internal stories and meaning construction. Media generated stories and characters quickly dominate child play, obscuring a child’s own creativity, and their free exploration and interpretation of stories and events. In addition, media and commercial messaging targeted at children is designed to capture a child’s
attention and loyalty to ensure students return as repeat consumers. The entire notion of capturing a child’s imagination for commercial benefit, or tethering their free exploration of story is anathema to natural childhood development. As such, media content on clothing, including cartoons and TV characters, is strongly discouraged.
5. Age appropriate styles: Society’s array of hairstyles, makeup, jewelry, and fashion clothes fascinates many boys and girls. Excessive attention to “style” encourages self-‐consciousness that is more appropriate for age 14 and up. We wish to keep the elementary school child free of excessive self-‐consciousness, focusing instead on learning about the world around them.
Please label everything your child wears or brings to school: footwear, lunch baskets, backpacks, sweaters,
sweatshirts, bags, hats, etc. Remember to check the lost and found baskets at the entrance to lower campus lobby and upper campus deck for missing items. The lost and found baskets are periodically emptied and donated to charity.
Dress Code Option 1
(Staff Recommendation)
Dress Code K-‐8
• Clothing and accessories should not be disruptive, disturbing, or inappropriate for healthy child development in a Waldorf environment.
• Clothing and accessories should be subtle and modest in fit and style and allow for full participation in school activities including movement and free play.
• Clothing and accessories should be free from text and imagery.
o Solid colors, Patterned fabric, geometric or abstract designs, plaids, floral prints, stripes, and simple decorative embroidery are acceptable.
o Words and numbers, cartoons, scenic, realistic or media images are not acceptable.
o Garments from school activities that include text and image are acceptable. • Clothing must cover the body and undergarments from mid thigh to top of chest.
• Footwear must be worn at all times except when specified by staff. Toes must be covered by footwear. Shoes must be secure on feet and supportive during physical activity.
• Jewelry is discouraged to protect students from injury, loss or damage.
o Earring Studs or very small hoops (smaller than a dime) may be worn in pierced ears. No other body piercings or dangling jewelry may be worn.
• Perfume is not allowed.
• Hair coloring, facial cosmetics, or nail polish is not allowed • Hats and hoods must be removed while in class.
Dress Code Option 2
Dress Code K-‐5
• Clothing and accessories should not be disruptive, disturbing, or inappropriate for healthy child development in a Waldorf environment.
• Clothing and accessories should be subtle and modest in fit and style and allow for full participation in school activities including movement and free play.
• Clothing and accessories should be free from text and imagery.
o Solid colors, Patterned fabric, geometric or abstract designs, plaids, floral prints, stripes, and simple decorative embroidery are acceptable.
o Words and numbers, cartoons, scenic, realistic or media images are not acceptable.
o Garments from school activities that include text and image are acceptable. • Clothing must cover the body and undergarments from mid thigh to top of chest.
• Footwear must be worn at all times except when specified by staff. Toes must be covered by footwear. Shoes must be secure on feet and supportive during physical activity.
• Jewelry is discouraged to protect students from injury, loss or damage.
o Earring Studs or very small hoops (smaller than a dime) may be worn in pierced ears. No other body piercings or dangling jewelry may be worn.
• Perfume is not allowed.
• Hair coloring, facial cosmetics, or nail polish is not allowed • Hats and hoods must be removed while in class.
Dress Code 6-‐8
• Clothing and accessories may have text and imagery if it meets the following guidelines.
o Image or Text is allowed so long as it is not visually distracting, disruptive, or inappropriate to a K-‐8 school environment.
o Image or text that advertises commercial interests including media is not allowed.
o Image or text from geographic locations is acceptable so long as it does not refer to a specific commercial entity.
o Image or text that communicates violence, racism, sexism, macabre, drugs, sex, gangs, or disturbing concepts for young children is not allowed.
o Clothing logos or brand logos must be subtle occupying space less than 4 square inches.
o Clothing from youth athletic teams, clubs, or volunteer activities in which the student participates is allowed so long as it meets the above criteria
• Hair coloring, subtle facial cosmetics, or nail polish is allowed
• Bracelets, necklaces and rings are allowed so long as they are not distracting, disruptive, or inappropriate to a K-‐8 school environment. In addition, they must not present health risks.
Dress Code Option 3
Dress Code K-‐5
• Clothing and accessories should not be disruptive, disturbing, or inappropriate for healthy child development in a Waldorf environment.
• Clothing and accessories should be subtle and modest in fit and style and allow for full participation in school activities including movement and free play.
• Clothing and accessories may have text and imagery if it meets the following guidelines.
o Image or Text is allowed so long as it is not visually distracting, disruptive, or inappropriate to a K-‐8 school environment.
o Image or text that advertises commercial interests including media is not allowed.
o Image or text from geographic locations is acceptable so long as it does not refer to a specific commercial entity.
o Image or text that communicates violence, racism, sexism, macabre, drugs, sex, gangs, or disturbing concepts for young children is not allowed.
o Clothing logos or brand logos must be subtle occupying space less than 4 square inches.
o Clothing from youth athletic teams, clubs, or volunteer activities in which the student participates is allowed so long as it meets the above criteria
• Clothing must cover the body and undergarments from mid thigh to top of chest.
• Footwear must be worn at all times except when specified by staff. Toes must be covered by footwear. Shoes must be secure on feet and supportive during physical activity.
• Jewelry is discouraged to protect students from injury, loss or damage.
o Earring Studs or very small hoops (smaller than a dime) may be worn in pierced ears. No other body piercings or dangling jewelry may be worn.
• Perfume is not allowed.
• Hair coloring, facial cosmetics, or nail polish is not allowed • Hats and hoods must be removed while in class.
