Workplace Violence, Discrimination, Bullying
SBP 35-4.3 Workplace Violence states, “The Arlington School Board is committed to providing, to the extent it reasonably can do so, a work environment that is safe, secure and free of harassment, threats, intimidation and violence. The APS will not tolerate threats or acts of violence committed by or against employees, students or members of the public while on school system property or while performing school system business at other locations. ‘Threats or acts of violence’ in this policy shall include conduct against persons or property that is sufficiently severe, offensive or intimidating to alter the conditions of APS employment, or to create a hostile, abusive or intimidating work or school environment for one or more APS employees, students or members of the public.”
PIP 35-4.4 Employee Relations – Equal Employment Opportunities states, “Employees have the right to a work atmosphere free from sexual harassment from administrators, co-workers, peers, students, parents or other individuals. Unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Any dating and/or sexual advances between students and staff always are inappropriate and are prohibited.”
Procedures for Reporting
- Threats or acts of physical violence, discrimination and sexual harassment should be reported to the building supervisor, principal or other administrator if the supervisor or principal is not available.
- An employee who believes that he/she has been subjected to discrimination may file an informal written complaint with the Assistant Superintendent, Administrative Services, who shall investigate the facts surrounding the alleged discrimination and make a written recommendation to the Superintendent.
- An employee may file a report with the Assistant Superintendent, Human Resources, or seek redress through the grievance procedure. However, any step of the grievance process shall be waived and the employee shall have the right to proceed to the next step if the administrator responsible for making the decision at that step is the person alleged by the employee to have discriminated against or sexually harassed the employee.
- The Assistant Superintendent, Human Resources shall determine whether an investigation is needed and who will conduct the investigation.
- As appropriate, investigations into workplace violence incidents will be coordinated with staff from CPS and/or the Arlington County Police Department.
- When a supervisor suspects that an employee has work-related and/or personal problems that are affecting job performance, the supervisor should refer the employee to the Employee Assistance Program for counseling and support.
Violations of the workplace violence policy by an APS employee may lead to disciplinary action up to and including termination, in accordance with the Code of Virginia and School Board policy.