1702 N. Main St.
Davenport, IA
563-445-5000

Anti-Bullying Policy and Report Form

How Can Parents/Families Prevent Bullying?

Research shows that parents and caregivers who spend at least 15 minutes a day talking with their students can build the foundation for a strong relationship and help prevent bullying. Please consider downloading the new free app KnowBullying @http://store.samhsa.gov/apps/bullying/. In addition, there are numerous resources for Parents, School Staff, Students, and Community Members @ www.stopbullying.gov. Davenport Community Schools is committed to creating a safe, supportive, and bully-free culture!

REPORT FORM 

Download here:
Student Bullying/Harassment Incident Form or Witness Statement 

CONTACTS 

Jami Weinzierl
Director of HR & Equity
563-336-7487

Jabari Woods
Associate Director of Equity
Equity Coordinator, Title IX, Title VII
563- 336-7496

RESOURCES 

Davenport Community Schools has a formal anti-bullying policy, listed as section 504.10 within the district’s Policies and Regulations.  The complete text of Policy 504.10 can be found if you scroll down below.

You may also find Policy 504.10 within the context of all of section 504 Discipline and Behavior, by following this link: Discipline and Behavior Policy 504

DCSD STAFF TRAINING 

All DCSD staff  are to complete Bullying & Harassment training through AEA PD Online: https://training.aealearningonline.org/index_login.php

STUDENTS  – Policy 504.10

Anti-Bullying/Anti-Harassment Policy: Students

It is the policy of the District to maintain an educational environment free from discrimination, bullying, and harassment.  The District is committed to providing its students with a safe and civil school environment in which all members of the school community are treated with dignity and respect.  To that end, the District has in place policies, procedures, and practices prohibiting discrimination and designed to reduce and eliminate bullying and harassment, as well as processes and procedures to address incidents of bullying and harassment.

The Policy of Nondiscrimination. 

No student in the Davenport Community School District shall be excluded from participation in, be denied the benefits of, or be subjected to discrimination in District programs on the basis of race, color, creed, ancestry, national origin, religion, marital status, sex, sexual orientation, gender identity, disability, parental/familial status, socioeconomic status, or any other trait or characteristic protected by law.  The policy of the District shall be to provide educational programs and opportunities for students as needed on the basis of individual needs, interests, abilities, and potential.

Harassment and Bullying Prohibited.

Harassment and bullying of students are against federal and state law and against District policy.  The District prohibits harassment, bullying, hazing, or any other victimization of students based on the student’s actual or perceived traits or characteristics, including age, color, creed, national origin, race, religion, marital status, sex, sexual orientation, gender identity, physical attributes, physical or mental ability or disability, ancestry, political party preference, political belief, socioeconomic status, familial status, or any other trait or characteristic protected by law.

This policy applies to bullying or harassment of students by other students, school employees, parents/guardians, or volunteers.  This policy also governs vendors or any others having business or contact with District students.

This policy is in effect while students are on property within the jurisdiction of the District; while on school-owned or school-operated vehicles; while attending or engaged in school-sponsored activities; and while away from school grounds if the misconduct directly affects the good order, efficient management and welfare of the school or school district.

Harassment and Bullying Defined. 

When looking at the totality of the circumstances, harassment and bullying mean any electronic (such as emails or text messages), written, or verbal communication or physical act or conduct toward a student that is based on an actual or perceived trait or characteristic noted above that creates an objectively hostile school environment.  An objectively hostile school environment may be created if the communication, act, or conduct:

  • Places the student in reasonable fear of harm to the student’s person or property;
  • Has a substantially detrimental effect on the student’s physical or mental health;
  • Has the effect of substantially interfering with the student’s academic performance; or
  • Has the effect of substantially interfering with the student’s ability to participate in or benefit from the services, activities, or privileges provided by a school.

“Electronic” means any communication involving the transmission of information by wire, radio, optical cable, electromagnetic, or other similar means.  “Electronic” includes but is not limited to communication via electronic mail, internet-based communications, pager service, cell phones, electronic text messaging, or similar technologies.  Harassment and bullying may include, but are not limited to, the following behaviors and circumstances:

  • Repeated remarks of a demeaning nature;
  • Implied or explicit threats concerning one’s person, property, grades, participation, achievements, etc.;
  • Demeaning jokes, stories, or activities directed at the student;
  • Unreasonable interference with a student’s performance;
  • Name-calling, derogatory slurs, or wearing or possessing items depicting or implying hatred or prejudice of one of the protected classes noted above;
  • Requiring explicitly or implicitly that a student submit to harassment or bullying as a term or condition of the student’s participation in any educational program or activity; or
  • Requiring submission to or rejection of such conduct as a basis for decisions affecting the student.

Racial Harassment Defined. 

By way of example of how the above applies to a specific protected trait, the District provides the following guidance regarding prohibited bullying and harassment based on race.

Racial harassment consists of physical or verbal conduct toward a student that is based on that student’s race that creates an objectively hostile school environment.  An objectively hostile school environment may be created if the communication, act or conduct:

  • Places the student in reasonable fear of harm to the student’s person or property;
  • Has a substantially detrimental effect on the student’s physical or mental health;
  • Has the effect of substantially interfering with the student’s academic performance; or
  • Has the effect of substantially interfering with the student’s ability to participate in or benefit from the services, activities, or privileges provided by a school.

Examples of conduct that may constitute harassment based on race include graffiti containing racially offensive language; name-calling, jokes or rumors based on race; threatening or intimidating conduct directed at another because of the other’s race; notes or cartoons; racial slurs, negative stereotypes and hostile acts based on another’s race; written or graphic material containing racial comments or stereotypes that are posted or circulated and are aimed at degrading individuals based on race; a physical act of aggression or assault on another because of, or in a manner reasonably related to, race; and other kinds of aggressive conduct such as theft or damage to property that is motivated by race.  This conduct may also constitute harassment when based on any other protected status noted above.

Sexual Harassment Defined. 

It is a violation of this policy for any person to harass a student through conduct or communications of a sexual nature. Sexual harassment consists of unwelcome sexual advances, requests for sexual acts or favors, or other verbal or physical conduct of a sexual nature when:

  • Quid pro quo sexual harassment, meaning that “an employee of the recipient [school] conditions the provision of an aid, benefit, or service of the recipient [school] on an individual’s participation in unwelcome sexual conduct”.
  • Hostile educational environment, meaning “unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the recipient[] [school’s] education program or activity”.
  • Submission to the conduct is made either implicitly or explicitly a term or condition of the student’s education or benefits;
  • Submission to or rejection of the conduct is used as the basis for academic decisions affecting that student;
  • The conduct has the purpose or effect of depriving a student of education aid, benefits, services, or treatment; or
  • The conduct has the purpose or effect of substantially interfering with the student’s academic performance by creating an intimidating, hostile, or offensive education environment.

Sexual harassment may include, but is not limited to the following:

  • Requests or pressure for sexual activity;
  • Unwelcome touching; or
  • Other verbal or physical conduct of a sexual nature, such as inappropriate jokes or pictures, teasing related to sexual characteristics, unwanted discussions of sexual activities, or repeated remarks to a person with sexual or demeaning implications.

Reporting Instances of Bullying or Harassment, including Sexual Harassment: 

Students who believe they are being bullied or harassed by other students, employees, parents/guardians, or volunteers or who have witnessed bullying or harassment are strongly encouraged to report the conduct immediately to the Building Principal, Assistant Building Principal, or the Director of HR & Equity or Associate Director of Equity.

Any employee who observes bullying or harassing behavior or receives notice that a student may have been the subject of bullying or harassing behavior shall immediately report the incident to his or her Building Principal.

Upon receipt of a report or complaint alleging bullying or harassment, the Building Principal or Assistant Building Principal shall immediately notify the Equity Coordinator.

The complainant may be required to complete a written form and to turn over copies of evidence of harassment or bullying including but not limited to letters, emails, and pictures.  The complainant and the accused’s confidentiality will be respected to the extent possible but confidentiality cannot be guaranteed given the necessity of the District to investigate the allegations of misconduct and to take corrective action when the alleged conduct has occurred.

Investigation:

The Director of HR & Equity  or Associate Director of Equity or his or her designee will investigate any and all complaints of harassment.  The investigation of the complaint will be undertaken promptly.  Both the complainant and the accused will be given an opportunity to provide a statement.  The investigator will also interview others who may have knowledge of the alleged incident or the circumstances giving rise to the complaint and evaluate any information or documents relevant to the complaint.  This information may include emails, texts, videotapes, or any other physical evidence.

District employees, students, parents/guardians, and volunteers shall fully and fairly cooperate in the investigation.  The District will take action to stop the harassment, remedy the harassment, prevent a recurrence, and take immediate interim measures to protect the complainant, if necessary.

Individuals who knowingly file false harassment or bullying complaints and any person who gives false statements in an investigation shall be subject to discipline by appropriate measures, up to and including suspension, expulsion, or exclusion.

Unless extenuating circumstances prevent otherwise, the investigation shall be completed no later than ten (10) school days from the receipt of the complaint.  The Equity Coordinator or his or her designee shall draft a written report upon completion of the investigation.  The report shall include a determination of whether the allegation has been substantiated as factual and whether there is a violation of this policy.

The investigator will consider the totality of circumstances presented in determining whether conduct objectively constitutes harassment or bullying.  In regard to complaints regarding a hostile environment, the investigator will determine if the alleged harassment is so severe, pervasive or persistent that it creates an abusive environment when looked at both objectively (meaning that a “reasonable person” would find the environment hostile) and subjectively (meaning the affected individual felt the environment was hostile).  The investigator will examine the context, nature, scope, frequency, duration, history, and location of incidents, as well as the identity, number, and relationships of the persons involved.

A summary of the report, including a finding that the complaint was founded, unfounded, or inconclusive will be forwarded to the complainant and to the accused and to the complainant and accused’s parent or guardian (if appropriate).

The Director of HR & Equity or Associate Director of Equity shall be responsible for maintaining the written reports for at least five (5) years.

If the complaint involves the Director of HR & Equity or Associate Director of Equity the investigation and report will be completed by the Director of Human Resources.

Corrective Action:  

Acts of harassment or bullying may be grounds for discipline.  Upon receipt of the report of the Director of HR & Equity or Associate Director of Equity that a violation has occurred, the District will take prompt, appropriate formal or informal action to address, and where appropriate, remediate the violation.  Discipline may include suspension, expulsion or exclusion of a student, termination of an employee, and exclusion of a parent/guardian or volunteer from District activities or school premises.  In addition, the District may take action other than discipline to halt harassment or bullying including counseling, training, teacher-parent conferences, transfer, remediation, or other appropriate corrective action.

No Retaliation: 

No person shall retaliate against any person because the person has filed a bullying or harassment complaint, assisted or participated in an investigation, or opposed conduct that violates this policy.  Any student found to have retaliated in violation of this policy shall be subject to measures up to and including suspension, exclusion or expulsion.  Any school employee found to have retaliated in violation of this policy shall be subject to measures up to and including termination of employment. Any school volunteer or parent/guardian found to have retaliated in violation of this policy shall be subject to measures up to and including exclusion from school grounds.

Annual Assessment:

The District may undertake an annual assessment of the effectiveness of its anti-bullying/anti-harassment efforts.  This assessment may include a review of policies, procedures, training, and any reports of bullying/harassment made during the previous year, including the determination and resolution of such reports.  The Director of HR & Equity or Associate Director of Equity will conduct the assessment and evaluate the effectiveness of the District’s anti-bullying/anti-harassment efforts.  If appropriate, the Equity Coordinator will propose revisions.  The assessment and evaluation shall be documented in a written report, which the Equity Coordinator will maintain for seven years.

Notification:

The District will annually publish this policy. Publication may occur by inclusion in handbooks, including those for students, employees, and volunteers; inclusion in registration materials; and/or inclusion on the school or District’s website.  A copy of this policy is available at the central administrative office at 1702 Main Street, Davenport, Iowa 52803.

Bullying and Harassment Resources