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

Complaint Procedure

Complaint Procedure
Bullying, Harassment, Sexual Harassment, or Discrimination

Filing a Complaint

An individual who believes that they have been bullied, harassed, sexually harassed, or discriminated against may file a complaint.

Complaints with School District Employees or Volunteers: If you have a concern or complaint with a school district employee or volunteer, it is always best to first discuss your concern with the employee or volunteer involved. If this is either impossible or unsatisfactory, you may contact the employee or volunteer’s supervisor. If the supervisor determines that your complaint requires further review, you will be asked to complete a (Complaint Form) designed to obtain the necessary information for reviewing complaints.

The employee or volunteer’s supervisor will attempt to resolve your complaint by talking to you and the employee and determining the best course of action. If you disagree with the supervisor’s decision, however, you have the right to appeal to the subsequent supervisor, the superintendent or superintendent’s designee. You may make a final appeal to the School Board.

Complaints with Students: If you have a concern or complaint with a student of the school district, it is always best to first discuss your concern with the building administrator. If the administrator determines that your complaint requires further review, you will be asked to complete a (Complaint Form) designed to obtain the necessary information for reviewing complaints.

The building administrator will attempt to resolve your complaint and determine the best course of action. If you disagree with the administrator’s decision, you have the right to appeal to the superintendent or superintendent’s designee.

The complaint form is available electronically by clicking on the following link (Complaint Form) or by requesting a copy from one of the superintendent’s designees listed below.

  • Complaints shall be filed within 180 days of the event giving rise to the complaint or from the date the Complainant could reasonably become aware of such occurrence.
  • Below are the superintendent’s designees and Title IX Coordinators:

Jabari Woods, Associate Director of Human Resources & Equity
woodsj@davenportschools.org
563-336-7496
1702 N. Main Street
Davenport, Iowa 52803

Jami Weinzierl, Director of Human Resources & Equity
weinzierlj@davenportschools.org
563-336-7487
1702 N. Main Street
Davenport, Iowa 52803

Investigation
The school district will promptly and reasonably investigate allegations of bullying, harassment, sexual harassment, or discrimination upon receipt of a written complaint. The superintendent, the superintendent’s designee or the board approved Level I Investigator (hereinafter “Investigator”) will be responsible for handling all complaints alleging bullying or harassment. An alternate investigator will be designated in the event it is claimed that the superintendent or superintendent’s designee committed the alleged bullying, harassment, sexual harassment, discrimination or some other conflict of interest exists.

The investigation may include, but is not limited to the following:

  • Interviews with the Complainant and the individual named in the complaint (“Respondent”)
  • A request for the Complainant to provide a written statement regarding the nature of the complaint;
  • A request for the Respondent to provide a written statement;
  • Interviews with witnesses identified during the course of the investigation;
  • A request for witnesses identified during the course of the investigation to provide a written statement; and
  • Review and collection of documentation or information deemed relevant to the investigation.

The Investigator shall consider the totality of circumstances presented in determining whether conduct objectively constitutes bullying or harassment as defined in Board policy. Upon completion of the investigation, the Investigator shall issue a report with respect to the findings, and provide a copy of the report to the appropriate building principal, Associate Director of Equity, or Superintendent if the investigation involved the building principal.

The complaint and identity of the Complainant, Respondent, or witnesses will only be disclosed as reasonably necessary in connection with the investigation or as required by law or policy. Similarly, evidence uncovered in the investigation shall be kept confidential to the extent reasonably possible.

Decision
The investigator, building principal or superintendent, depending on the individuals involved, shall inform the Complainant and the accused about the outcome of the investigation. If, after an investigation, a student is found to be in violation of the policy, the student shall be disciplined by appropriate measures, which may include suspension and expulsion. If after an investigation a school employee is found to be in violation of this policy, the employee shall be disciplined by appropriate measures, which may include termination. If after an investigation a school volunteer is found to be in violation of this policy, the volunteer shall be subject to appropriate measures, which may include exclusion from school grounds.

Individuals who knowingly file false bullying and/or harassment complaints and any person who gives false statements in an investigation may be subject to discipline by appropriate measures, as shall any person who is found to have retaliated against another in violation of this policy. Any student found to have retaliated in violation of this policy shall be subject to measures up to, and including, suspension and 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 found to have retaliated in violation of this policy shall be subject to measures up to, and including, exclusion from school grounds.