Board of Directors 
 
Uniform Grievance Procedure
 
A student, parent/guardian, employee, or community member should notify any System Complaint Manager, (hereinafter referred to as “Complaint Manager”), if he or she believes that DAOES, its employees, or agents have violated his or her rights guaranteed by the State or federal Constitution, State or federal statute, or Board policy, or have a complaint regarding any one of the following:
  1. Title II of the Americans with Disabilities Act;
  2. Title IX of the Education Amendments of 1972;
  3. Section 504 of the Rehabilitation Act of 1973;
  4. Title VI of the Civil Rights Act, 42 U.S.C. §2000d et seq.;
  5. Equal Employment Opportunities Act (Title VII of the Civil Rights Act), 42 U.S.C. §2000e et seq.;
  6. Sexual harassment (Illinois Human Rights Act, Title VII of the Civil Rights Act of 1964, and Title IX of the Education Amendments of 1972);
  7. Bullying, 105 ILCS 5/27-23.7
  8. Misuse of funds received for services to improve educational opportunities for educationally disadvantaged or deprived children;
  9. Curriculum, instructional materials, and/or programs;
  10. Victims’ Economic Security and Safety Act, 820 ILCS 180;
  11. Illinois Equal Pay Act of 2003, 820 ILCS 112;
  12. Provision of services to homeless students;
  13. Illinois Whistleblower Act, 740 ILCS 174/.
  14. Misuse of genetic information (Illinois Genetic Information Privacy Act (GIPA), 410 ILCS 513/ and Titles I and II of the Genetic Information Nondiscrimination Act (GINA), 42 U.S.C. §2000ff et seq.)
  15. Employee Credit Privacy Act, 820 ILCS 70/.
The Complaint Manager will first attempt to resolve complaints without resorting to this grievance procedure. If a formal complaint is filed under this procedure, the Complaint Manager will address the complaint promptly and equitably. A student and/or parent/guardian filing a complaint under this procedure may forego any informal suggestions and/or attempts to resolve it and may proceed directly to the grievance procedure. The Complaint Manager will not require a student or parent/guardian complaining of any form of harassment to attempt to resolve allegations directly with the accused (or the accused’s parents/guardians); this includes mediation.

Right to Pursue Other Remedies Not Impaired
The right of a person to prompt and equitable resolution of a complaint filed hereunder shall not be impaired by the person’s pursuit of other remedies, e.g., criminal complaints, civil actions, etc. Use of this grievance procedure is not a prerequisite to the pursuit of other remedies and use of this grievance procedure does not extend any filing deadline related to the pursuit of other remedies. If a person is pursuing another remedy subject to a complaint under this policy, DAOES will continue with a simultaneous investigation under this policy.

Deadlines
All deadlines under this procedure may be extended by the Complaint Manager as he or she deems appropriate. As used in this policy, school business days means days on which the District’s main office is open.

Filing a Complaint
A person (hereinafter Complainant) who wishes to avail him or herself of this grievance procedure may do so by filing a complaint with any Complaint Manager.  The Complainant shall not be required to file a complaint with a particular Complaint Manager and may request a Complaint Manager of the same gender.  The Complaint Manager may request the Complainant to provide a written statement regarding the nature of the complaint or require a meeting with a student’s parent(s)/guardian(s).  The Complaint Manager shall assist the Complainant as needed.

For bullying and cyber-bullying, the Complaint Manager shall process and review the complaint according to Board policy 7:180, Prevention of and Response to Bullying, Intimidation, and Harassment, in addition to any response required by this policy.

Investigation
The Complaint Manager will investigate the complaint or appoint a qualified person to undertake the investigation on his or her behalf.  The Complaint Manager shall ensure both parties have an equal opportunity to present evidence during an investigation. If the Complainant is a student, under 18 years of age, the Complaint Manager will notify his or her parent(s)/guardian(s) that they may attend any investigatory meetings in which their child is involved.  The complaint and identity of the Complainant will not be disclosed except:  (1) as required by law or this policy, or (2) as necessary to fully investigate the complaint, or (3) as authorized by the Complainant.
The identity of any student witnesses will not be disclosed except: (1) as required by law or any collective bargaining agreement, or (2) as necessary to fully investigate the complaint, or (3) as authorized by the parent/guardian of the student witness, or by the student if the student is 18 years or age or older.

The Complaint Manager will inform, at regular intervals, the person(s) filing a complaint under this procedure about the status of the investigation. Within 30 school business days of the date the complaint was filed, the Complaint Manager shall file a written report of his or her findings with the Director.  The Complaint Manager may request an extension of time.  If a complaint of sexual harassment contains allegations involving the Director, the written report shall be filed with the Board, which will make a decision in accordance with Section 3 of this policy.  The Director will keep the Board informed of all complaints.

Decision and Appeal
Within 5 school business days after receiving the Complaint Manager’s report, the Director shall mail his or her written decision to the Complainant and the accused by first class U.S. mail as well as to the Complaint Manager. All decisions shall be based upon the preponderance of evidence standard.

Within 10 school business days after receiving the Director’s decision, the Complainant and the accused may appeal the decision to the Board by making a written request to the Complaint Manager.  The Complaint Manager shall promptly forward all materials relative to the complaint and appeal to the Board.  Within 30 school business days, the Board shall affirm, reverse, or amend the Director’s decision or direct the Director to gather additional information.  Within 5 school business days of the Board’s decision, the Director shall inform the Complainant and the accused of the Board’s action.

This grievance procedure shall not be construed to create an independent right to a hearing before the Director or Board. The failure to strictly follow the timelines in this grievance procedure shall not prejudice any party.

Appointing Nondiscrimination Coordinator and Complaint Managers
The Director shall appoint a Nondiscrimination Coordinator to manage the System’s efforts to provide equal opportunity employment and educational opportunities and prohibit the harassment of employees, students, and others. The Nondiscrimination Coordinator also serves as the District’s Title IX Coordinator.

The Director shall appoint at least one Complaint Manager to administer the complaint process in this policy. If possible, the Director will appoint 2 Complaint Managers, one of each gender. The District’s Nondiscrimination Coordinator may be appointed as one of the Complaint Managers.

The Director shall insert into this policy and keep current the names, addresses, and telephone numbers of the Nondiscrimination Coordinator and the Complaint Managers.

Nondiscrimination Coordinator:

Ms. Susan Mokry, Asst. Principal for Student Services

Name
301 S. Swift Road

Address
Addison, IL 60101

susanm@tcdupage.org
Email

630-620-8770

Telephone

Complaint Managers:

Mr. Steven Carr, Building Principal

 

Ms. Nancy Awdziejczyk, Asst. Principal for Curriculum & Instructional Technology

Name

 

Name

301 S. Swift Road

 

301 S. Swift Road

Addison, IL 60101

 

Addison, IL 60101

Address

 

Address

scarr@tcdupage.org

nancya@tcdupage.org
Email

Email

630.620.8770

 

630.620.8770

Telephone

 

Telephone


LEGAL REF.: Age Discrimination in Employment Act, 29 U.S.C. §621 et seq.
Americans With Disabilities Act, 42 U.S.C. §12101 et seq.
Equal Employment Opportunities Act (Title VII of the Civil Rights Act), 42 U.S.C. §2000e et seq.
Equal Pay Act, 29 U.S.C. §206(d).
Genetic Information Nondiscrimination Act, 42 U.S.C. §2000ff et seq.
Immigration Reform and Control Act, 8 U.S.C. §1324a et seq.
McKinney Homeless Assistance Act, 42 U.S.C. §11431 et seq.
Rehabilitation Act of 1973, 29 U.S.C. §791 et seq.
Title VI of the Civil Rights Act, 42 U.S.C. §2000d et seq.
Title IX of the Education Amendments, 20 U.S.C. §1681 et seq.
105 ILCS 5/2-3.8, 5/3-10, 5/10-20.7a, 5/10-22.5, 5/22-19, 5/24-4, 5/27-1, 5/27-23.7, and 45/1-15.
Illinois Genetic Information Privacy Act, 410 ILCS 513/.
Illinois Whistleblower Act, 740 ILCS 174/.
Illinois Human Rights Act, 775 ILCS 5/.
Victims’ Economic Security and Safety Act, 820 ILCS 180, 56 Ill.Admin.Code Part 280.
Equal Pay Act of 2003, 820 ILCS 112.
Employee Credit Privacy Act, 820 ILCS 70/.
23 Ill.Admin.Code §§1.240 and 200-40.
CROSS REF.:
5:10 (Equal Employment Opportunity and Minority Recruitment), 5:20 (Workplace Harassment Prohibited), 5:30 (Hiring Process and Criteria), 6:260 (Complaints About Curriculum, Instructional Materials, and Programs), 7:10 (Equal Educational Opportunities), 7:20 (Harassment of Students Prohibited), 7:180 (Prevention of and Response to Bullying, Intimidation, and Harassment)
ADOPTED:
January 21, 2016

 

 




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