The district is committed to providing a safe learning

environment for all students (better add employees). To this end, the district is dedicated to eradicating bullying and

harassment in its schools by providing awareness, prevention (you will see, and sadly, there is very little focus on eradicating bullying with prevention.  There is a lot of "documentation"in this policy of bullying that has already occurred.) and education in promoting a

school atmosphere in which bullying, harassment, and intimidation will not be tolerated by

students, school board employees, visitors, or volunteers.

 EXCELLENT!  Now, how to demonstrate that dedication. 

a. It is the policy of the District that all of its students

and school employees have an educational setting that is safe, secure and free from harassment and bullying 

of any kind. The district will not tolerate   bullying and

harassment, as defined herein, is prohibited.

  So far, so good..... 

distress on one or more students or school employees. It is further defined as a pattern of

unwanted and repeated written, verbal, or physical behavior, including any threatening,

create an intimidating, hostile, or offensive educational environment; cause discomfort or

humiliations; or unreasonably interfere with the individual’s school performance or

participation that includes a noted power differential.

Great definition!  Check out the words ".....pattern of unwanted and repeated (repetition is key)...behavior.... The "noted power differential is the key to understanding workplace and school bullying and abuse. Principals, especially those institutionally favored in their known and documented bullying and violent behaviors, (we'll talk about that later) have all the power.

1. Teasing

2. Social exclusion

3. Threats ^{(like "there have been complaints; I may have to write you up: that's strike two".....sounded threatening to me when my former principal said those things to me...... Remember, he knew he had the "power.")}

4. Intimidation_{(like "there have been complaints; I may have to write you up: that's strike two".....sounded intimidating to me when my former principal said those things to me......}) Yeah, I am repeating the same thing.  Threats and Intimidation!

5. Stalking

6. Physical violence

7. Theft

8. Sexual, religious, or racial harassment

9. Public humiliation (like swearing at me in front of others maybe?)

10. Destruction of Property

11. Cyberstalking

Looking good so far....

computer software, or written, verbal or physical conduct directed against a student or school

employee that:

1. Places a student or school employee in reasonable fear of harm to his or her person or

damage to his or her property.

opportunities, or benefits

3. Has the effect of substantially disrupting the orderly operation of a school

1. Retaliation against a student or school employee by another student or school employee

for asserting or alleging an act of bullying or harassment. Reporting an act of bullying or

harassment that is not made in good faith is considered retaliation.

2. Perpetuation of conduct listed in the definition of bullying and harassment by an

individual or group with intent to demean, dehumanize, embarrass or cause emotional or

a. Incitement or coercion

b. Accessing or knowingly and willingly causing or providing access to data or

computer software through a computer, computer system, computer network,

electronic or wireless devices on or off school grounds to bully or harass that

jeopardizes student or school employee safety or disrupts the learning

environment within the scope of the district school system.

c. Acting in a manner that has an effect substantially similar to the effect of

bullying or harassment.

OK.  We gotta talk.  A distinction must be made between the federally unlawful term "harassment" and  the not federally unlawful (sadly for most) but policy protected term "bullying."  Think discrimination when you think of harassment.  Think age, gender and race discrimination.  Bullying can be discrimination, but it is more likely an abuse of power. Most school employees are protected (at least on paper) from bullying; currently,all in the private sector are not. That must be changed.  Right now we are looking at school districts.

to communicate, or to cause to be communicated, words, images, or language by or through

the use of electronic mail or electronic communication, directed at a specific person, causing

substantial emotional distress to that person and serving no legitimate purpose.

individual through the use of electronic mail or electronic communication with the intent

coerce, intimidate, harass, or cause substantial emotional distress to a person.

volunteer, student, or other person who formally or informally makes a report of bullying,

orally or in writing.

of a public K-12 educational institution:

The District expects students  (better add school employees here)to conduct

themselves as appropriate for their levels of development, maturity, and demonstrated

capabilities with a proper regard for the rights and welfare of other students and school

staff, the educational purpose underlying all school activities, and the care of school

facilities and equipment.

The school district believes that standards for student behavior must be set

cooperatively through interaction among the students, parents/legal guardians, staff,

and community members creating an atmosphere that encourages students to grow in

self-discipline. The development of this atmosphere requires respect for self and

others, as well as for district and community property on the part of students, staff, and

community members  AWESOME! Since students learn by example, school administrators (yes, that's right: SCHOOL ADMINISTRATORS), faculty,

staff, and volunteers will demonstrate appropriate behavior, treat others with civility At my Workplace Bullying Institute training, incivility was the beginning of the bullying spectrum.  I am totally excited to get into the "meat" of my training and share with you how we are going to keep kids safe.  I am crystal clear on this:  Kids will never be safe from bullying if employees are not safe. 

and respect ( I was, among other things, sworn at--"Jesus Christ!  Why the f*%k can't you stay out of things?"--and called "honey" by my former principal; I and others witnessed him scream "SHUT UP! " at children; a parent once asked that I protect her from him), and refuse to tolerate bullying or harassment. ( Code of Student

Conduct)

  I want you to note here that there is nothing so far about how to PREVENT bullying.  There is much about how to document bullying.  That's troubling.  That's just CYA kind of stuff.

The school district upholds that bullying or harassment of any student or school

employee is prohibited:

a. During any education program or activity conducted by the district;

b. During any school-related or school-sponsored program or activity; or

c. On a district school bus;

d. Through the use of any electronic device or data while on school

grounds or on a district school bus, computer software that is

accessed through a computer, computer network of the district.

e. Through threats using the above to be carried out on school grounds.

This includes threats made outside of school hours, which are intended

to be carried out during any school-related or school-sponsored program

or activity, or on a district school bus.

commits an act of bullying or harassment.

Concluding whether a particular action or incident constitutes a violation of this policy

requires a determination based on all of the facts and surrounding circumstances. The

physical location or time of access of a computer-related incident cannot be raised as

a defense in any disciplinary action. This is important.  It's also something most employees in schools do not know: that they are responsible for cyberbullying that occurs outside of school hours (in homes on Facebook at midnight for instance).   

1. Consequences and appropriate remedial action for students who commit acts of

bullying or harassment may range from positive behavioral interventions up to

and including suspension or expulsion, as outlined in the Code of Student

Conduct. (School Board Rule 6Gx13-5D-1.081 Standards for Student Conduct).Still nothing about prevention..... I am so, so, sad about that......

_{The district Procedures for Promoting and Maintaining a Safe Learning}

Environment manual Guideline #33: (I really thought this would address PREVENTION.  It does not.  I continue to be sad). Bullying and Harassment, specifically

provides procedures, appropriate remedial actions and consequences for such

acts.

 School Board Rule 6Gx13-5D-1.10 provides procedures to

be followed if a student is being harassed by an adult employee of the district, or by a fellow student.

2. Consequences and appropriate remedial action for a school/district employee

found to have committed an act of bullying or harassment are provided in

accordance with district policies, procedures, and agreements. (School Board

Additionally, egregious acts of harassment by certified educators may result in a

sanction against an educator’s state issued certificate. (The Code of Ethics for

Public Officers and Employees, Chapter 112, Part III, Florida Statue, The

Principles of Professional Conduct of the Education Profession in Florida and

School Board Rule 6Gx13-4A-1.212) (still sad.....)

T3. Consequences and appropriateT remedial action for a visitor or volunteer, found

to have committed an act of bullying or harassment will be determined by the

school administrator after consideration of the nature and circumstances of the

act, including reports to appropriate law enforcement officials. How does that song go?  "I can see clearly now....."  I am betting this--"a report to appropriate law enforcment officials" is how my former principal's 911 call was documented.  I saw this. UH-UH! 

1. harassment:  This is all right and good.  Can't have folks saying things like this: "Oh, you wrote ME up for bullying?!  Now I'm gonna write YOU UP TOO!

The same aforementioned sanctions apply to persons, whether they are students,

school/district employees, or visitors/volunteers/independent contractors, who are

found to have made wrongful and intentional accusations of another as an act of

bullying or harassment.

Consequences and appropriate remedial action for a student found to have wrongfully

and intentionally accused another as an act of bullying or harassment range from

positive behavioral interventions up to and including suspension or expulsion, as

outlined in the Code of Student Conduct. Consequences and appropriate remedial

action for a school employee found to have wrongfully and intentionally accused

another of an act of bullying or harassment is provided in accordance with district

policies, procedures, and agreements, or outlined in the Personnel

Investigative Model (PIM). Consequences and appropriate remedial action for a visitor

or volunteer, found to have wrongfully and intentionally accused another of an act of

bullying or harassment is determined by the school administrator after consideration of

the nature and circumstances of the act, including reports to appropriate law

enforcement officials.

permit a person to anonymously report such an act.

At each school, the principal or the principal’s designee is responsible for receiving

complaints alleging violations of this policy. All school employees are required to

report alleged violations of this Policy to the principal or the principal’s designee. All

other members of the school community who have credible information that an act of

bullying or harassment has taken place, including students, parents/legal guardians,

volunteers, and visitors are encouraged to report any act that may be a violation of this

policy anonymously or in-person to the principal or principal’s designee.

If the alleged offense is against the principal, the report should be filed with the Regional

Center Superintendent. Complaints against the Superintendent should be filed with the

School Board Chairperson. Failure to report will result in action(s) or discipline, consistent

with the Personnel Investigate Model (PIM). ????????? NOW WHAT DOES THAT MEAN?! he Code of Ethics for Public Officers and

Employees, Chapter 112, Part III, Florida Statue, and The Code of Ethics and the Principles

of Professional Conduct of the Education Profession in Florida and State Board of Education

Rule 6B-1.006 serve as guidelines, as well.

If the alleged offense is against a school board employee, discipline may be taken consistent

to resolve a complaint of bullying or harassment. The principal or an employee accused of                                   

bullying or harassment will discuss the determination and any recommended corrective

action with the Regional Center Superintendent prior to its implementation.

The principal  of each school in the district will prominently publicize to students, staff,

volunteers, visitors and parents/legal guardians how a report of bullying or harassment may

be filed either in-person or anonymously and how this report will be acted upon. The victim of

bullying or harassment, any witnesses, and anyone who has credible information that an act

of bullying or harassment has taken place may file a report. A school employee, school

volunteer, student, parent/legal guardian or other persons who promptly _{(Ah. The word "promptly"  is a problem: targets may suffer for months and years......In fact I reported my abuse fairly expeditiously.....and my bully questioned  "why I waited so long."....Seems my, the target's veracity was in question.....)} reports in good faith

an act of bullying or harassment to the appropriate school official and who makes this report

in compliance with the procedures set forth in the district policy is immune from a cause of

action for damages arising out of the reporting itself or any failure to remedy the reported

incident. Submission of a good faith complaint or report of bullying or harassment will not

affect the complainant or report’s future employment, grades, learning or working

environment, or work assignments. (Have I written yet, YOU ROCK SCHOOL DISTRICT LEADERS!!??)

Written and oral reports shall be considered official reports. Complaints must be filled as soon

as possible after the alleged incident (problem: this seems to indicate bullying is a one time thing.  Man oh man!  I m here to tell you, it can go on for years......) and documented on the Student Case Management

Referral form. Subsequently, the information should be recorded in the Integrated Student

Information System (ISIS), within 30 school days of the last act of alleged bullying or

harassment. (Help me somebody!  I've got potential failure letters to get out, Epeps to supervise and missing grades to input......)

The district Procedures for Promoting and Maintaining a Safe Learning Environment

manual Guideline #33: Bullying and Harassment (Federal Law, Florida Board of Education

Rules 6A-19.008, and 6B-1.006, and  Board Rules 6Gx13-5D-

1.10 Harassment: Complaint Procedures for Students and Harassment: Complaint

Procedures for Employees 6Gx13-4A-1.32) includes procedures for reporting and act of

bullying or harassment.

Reports may be made anonymously, but formal disciplinary action may not be based solely

on the basis of an anonymous report.

If a student or other individual believes there has been bullying or harassment, regardless of

whether it fits a particular definition, s/he should report it and allow the principal or principal’s

designee to determine the appropriate course of action. (please, oh please-help me with PREVENTION-yeah like the world renowned {and I am willing to look for funding} Olweus--programs......!)

Anonymous reports may be made by parents and students by utilizing the  Anonymous Bullying Report form. Anonymous online reports can be

filled out on-line and will be received directly by the principal of the school where the alleged

incident took place via electronic mail. Such forms can also be printed from the on-line site

and filled out in writing.

Each school is required to have a Bullying/Harassment Anonymous Reporting Box for

parents and students to utilize. Written, anonymous reports may be placed in the school’s

reporting box located in a discrete location determined by the principal.

appropriate Student Case Management Referral Form or Student Case Management

Discipline Form and further use the Integrated Student Information System (ISIS) for system

wide documentation.

bullying and harassment. All matters involving such complaints will remain confidential to the

extent permitted by law. Staff members are encouraged to watch for early signs of bullying

and harassment and to intervene before the bullying or harassment escalates.

Even when there has been no report of bullying, each staff member is encouraged to be

vigilant and look for students who appear to be isolated from other students, about whom

other students are making inappropriate comments, or who show signs of being a victim of

their peers. To confirm their concerns, the staff member may choose to:

Intensify observations of student(s) in question

Confer with colleagues about students potentially involved

Engage in short personal interviews with some students

Contact the parent to inquire as to how the student is perceiving school interactions

Speak privately with the victim of bullying or harassment

If you such measures confirm the staff member’s concern that a student is being bullied or

harassed or the staff member observes or receives a report of a bullying or harassment about

that student, they must inform the principal or principal’s designee either verbally or through

written communication on a standard Student Case Management Referral form.

Students and/or their parents/guardians may file a Bullying and Harassment Report Form

(available in the main office of each school) regarding suspected bullying or harassment.

Such reports will be promptly forwarded to the principal or principal’s designee for review,

investigation, and action.

The written report shall be reasonably specific as to actions giving rise to the suspicion of

bullying and will include:

Persons involved, designating bully, victim, and bystanders roles in the current

situation

Number of times and places of the alleged conduct

Names of any potential student or staff witnesses

Any actions taken

1. In an expeditious manner, the principal or principal’s designee will confer with the

student, parent or guardian who submitted the report in order to obtain a clear

understanding of the alleged incident and obtain details regarding the current situation.

If not already completed, the principal or principal’s designee will complete the Bullying

Report Form. Documentation of this conference will be coded on a Student Case

Management Form.

alleged bullying or harassment, to obtain a response to the complaint both orally and

in writing. Documentation of this conference  (This is a BIG problem.  A non-administrative investigative designee cannot document founded and unfounded bullying.  An administrator must therefore always be part of the conference.  That just doesn't happen.)   will be documented on a Student Case

Management Form.

confidentially, identified by the person(s) making the report of bullying or harassment.

Witnesses will be asked to make a statement both orally and in writing regarding the

alleged facts that form the basis of the complaint. Documentation of this meeting will

be coded on a Student Case Management Form.

4. Following the completion of the investigation, any student(s) found to have violated

this policy will be subject to any of the disciplinary actions described in the Code of

Student Conduct and coded on a Student Case Management Referral Form. The

any student(s) involved in an incident of bullying or harassment under this policy. The

Florida Department of Education requires that school administrators/designees provide

immediate notification to the parents of both the victim and the alleged perpetrator of

an act of bullying or harassment. Acceptable means of notification to

parents/guardians and/or legal custodians include: via telephone, personal

conference, and/or in writing. Notification must be consistent with the student privacy

rights under the applicable provisions of the Family Educational Rights and Privacy Act

of 1974 (FERPA). Such persons shall have access to any written reports pertaining to

the prohibited incident to the extent permitted by State and Federal

privacy/confidentiality laws.

5. Retaliation against any student who makes a complaint of bullying or harassment, or

any student who becomes involved in the investigation of any such complaint, is

strictly prohibited (you can prohibit all you want....it doesn't matter.  You better handle each case effectively or the reporter will be called out as a "snitch"and his/her life will be hellish), and may result in discipline irrespective of the merits of the initial

complaint. In addition making intentionally false reports about intimidation, harassment

or bullying for the purpose of getting someone in trouble is similarly prohibited and will

not be tolerated. Retaliation and intentionally false reports may result in disciplinary

action as indicated above and will be subject to any of the disciplinary actions

described in the Student Code of Conduct and coded on a Student Case Management

Referral Form.

6. The principal or principal’s designee shall have the authority to involve local law

enforcement if an individual believes danger is imminent due to the alleged bullying or

harassment or for any other potential criminal offense.

the persons responsible for the investigation. The investigation of a reported act of

bullying or harassment is deemed to be a school-related activity and begins with a

report of such an act:

At each school in the district, the Procedures for Investigating Bullying and/or Harassment

include:

The principal or principal’s designee(s), employed by the school, trained in investigative

procedures will initiate the investigation. The designee may not be the accused perpetrator

(harasser, bully or victim).

1. Documented interviews with the victim, alleged perpetrator, and witnesses are

conducted privately, separately, and are confidential and at no time will the alleged

perpetrator and victim be interviewed together. Hello out there!  Is anyone getting how much work there is in EACH investigation?!  Employees will have the right to

representation of their choice during an interview which includes representation from

their respective bargaining unit, association, and/or legal counsel. The Personnel

Investigative Model (PIM) shall be utilized to guide the process.

- The investigator shall collect and evaluate the facts including, but not limited to:

the alleged incident(s)occurred, etc;

o How often the conduct occurred;

o Whether there were past incidents or past continuing patterns of behavior;

o The relationship between the parties involved;

o The characteristics of parties involved (i.e., grade, age, etc.);

harassing behavior;

o Where the alleged incident(s) occurred;

o Whether the conduct adversely affected the student’s education or

educational environment;

result of the reported incident;

were contacted; and

- Whether a particular action or incident constitutes a violation of this policy requires

a determination based on all the facts and surrounding circumstances and

includes:

bullying and/or harassing behavior

• Oh yeah, and by the way-still NOTHING about prevention.  Prevention folks, is the only way to go.  This policy is kind of like smoking cigarettes: we've been smoking.  We're in danger of cancer here.  We should have just stayed away from those puppies in the first place.  We should have eaten more vegetables, gotten more rest, exercized more and created a policy focused on PREVENTION! 

- The highest level of confidentiality possible will be upheld regarding the

submission of a complaint or a report of bullying and/or harassment, and the

investigative procedures that follow.

- The procedure for including incidents of bullying in the school’s report of safety

and discipline data is required under F.S. 1006.09(6).

the appropriate jurisdiction:

A principal or designee will initiate an investigation to determine whether an alleged

act is within the scope of the school district, and whether it constitutes a violation of

this policy by conducting a prompt, thorough and complete investigation of each

alleged incident.  OK! Let me help you understand the policy.  First an investigation is completed to determine if a report of bullying moves to--are you ready!?--the district's "Procedures for Investigating Bullying and/ór Harassment." Wow.  Sounds like TWO investigations for ONE report!  I work in a middle school.  We have lots and lots of reports.  We are talking lots and lots of time...

The trained designee(s) will provide a report on results of the investigation with

recommendations for the principal to make a determination if an act of bullying or

 03/08/12 I leave you here for now.  We'll pick up from here soon.    

If it is within the scope of the district, move to Procedures for Investigating

Bullying and/or Harassment.

If it is outside the scope of the district, and determined a criminal act, refer to

appropriate law enforcement.

If it is outside the scope of the district, and determined not a criminal act,

inform parents/legal guardians of all students involved.

a victim of bullying or harassment and the parents/legal guardians of the perpetrator of

an act of bullying or harassment as well as, notification to all local agencies where

criminal charges may be pursued against the perpetrator:

The principal, or designee, will promptly report by telephone, personal conference,

and/or in writing, the occurrence (Hmmmm.....not an allegation of bullying? Now we are into the "founded/unfounded' issue.....are both occurences?)  of any incident of bullying or harassment as defined

by this policy to the parent or legal guardian of all students involved on the same day

an investigation of the incident(s) has been initiated. Notification must be consistent

with the student privacy rights under the applicable provisions of the Family

Educational Rights and Privacy Act of 1974 (FERPA). I don't know about you, but I certainly have not had training on "FERPAs!"

If the bullying or harassment incident results in the perpetrator being charged with a

crime (is the bullying itself a crime?), the principal, or designee, shall by telephone or in writing by first calss mail ,

inform parents/legal guardian of the victim(s) involved in the bullying or harassment

incident (this seems to indicate that it is.....) about the Unsafe School Choice Option (Now what school would want THAT designation?)  (No Child Left Behind, Title IX, Part E,

Subpart 2, Section 9532) that states “A student attending a persistently dangerous

public elementary school or secondary school, as determined by the State in

consultation with a representative sample of local educational agencies, or a student

who becomes the victim of a violent criminal offense, as determined by State law,

while in or on the grounds of a public elementary school or secondary school that the

student attends, be allowed to attend a safe public elementary school or secondary

school within the local educational agency, including a public charter school.”

Once the investigation has been completed and criminal charges may be pursued

against the perpetrator, all appropriate local law enforcement agencies will be notified

by telephone and/or in writing. Folks, this is HUGE! 

j. A procedure to refer victims and perpetrators of bullying or harassment for

A district referral procedure will establish a protocol for intervening when bullying or

harassment is suspected or when a bullying incident is reported. The procedure shall

include:

Both victims and perpetrators of bullying or harassment will be referred to the members of the

guardian must be notified). Too late my darlings....too late.  Please, oh please, oh please.....let's work on PREVENTION!!!!!! Documentation of services (Oh yes....this is what it is really all about.....) will be coded on a Student Case

management Form.

Counseling and support services  (I added the underline)  may be provided to address the needs of the victim, the

bystanders (OMG!  Every child in the school is a bystander at one point or another! That's a lot of "counseling and support services"!!!  Much better to address prevention in the first place!  Please, oh please, oh please......), as well as the perpetrator(s) of bullying or harassment (e.g., individual

counseling, empathy training, anger management, etc.). Research-based

counseling/interventions to address the behavior of the students who bully and harass others

will be specifically utilized.

Research-based counseling/interventions which include assistance and support will be

provided to parents, legal guardians, if deemed necessary or appropriate.

Referrals to at least two different community-based counseling agencies will be provided to

the parent/guardian when additional family counseling services are recommended.

Documentation of the services will be coded on a Student Case Management Form.

A process by which the teacher, staff member, or parent/legal guardian may request,

informal consultation with specialty staff, e.g., school counselor, school social worker,

or school psychologist, etc., to determine the severity of concern and appropriate

steps to address the concern (the involved students’ parents or legal guardian may be

included). Documentation of the conference will be coded on a Student Case

Management Form.

If a formal discipline report or formal complaint is made, the principal or designee must

refer the student(s) to the school’s Student Services Team for consideration of

appropriate services. (Parent or legal guardian involvement is required at this point).

k. A procedure for including incidents of bullying or harassment in the school’s report of

report must include each incident of bullying or harassment and the resulting

consequences, including disciplinary actions and referrals. The report must include, in

a separate section, each reported incident of bullying or harassment that does not

meet the criteria of a prohibited act under this section with recommendations for

responding to such incidents:

The school district will utilize Florida’s School Environmental Safety Incident

Reporting (SESIR) Statewide Report on School Safety and Discipline Data,

which include bullying/harassment as an incident code as well as bullyingrelated

as a related element code. The SESIR definition of bullying/harassment

is unwanted and repeated written, verbal, or physical behavior, including any

threatening, insulting or dehumanizing gesture, by an adult or student that is

severe or pervasive enough to create an intimidating, hostile or offensive

educational environment, cause discomfort or humiliation, or unreasonably

interfere with the individual’s school performance or participation.

If a bullying and/or harassment incident occurs then it will be reported in SESIR with the

incidents, the incident will be coded appropriately using the relevant incident code AND the

Arson

Battery

Breaking and Entering

Disruption on Campus

Major Fighting

Homicide

Kidnapping

Larceny/Theft

Robbery

Sexual Battery

Sexual Harassment

Sexual Offenses

Threat/Intimidation

Stalking

Vandalism

Weapons Possession

Other Major (Other major incidents that do not fit within the other definitions)

Discipline and referral data will be recorded in Student Discipline/Referral Action

Report and Integrated Student Information System (ISIS).

The district will provide bullying and harassment incident, discipline, and referral data

to the Florida Department of Education in the format requested, through Survey 5 from

Education Information and Accountability Services, and at designated dates provided

by the Department.  We are coming to the end of this document.  There is yet no mention of PREVENTION!  Lots and lots about documentation.....

school administrators, counseling staff, and school volunteers on preventing,

identifying, and responding to bullying or harassment.

The district ensures that schools sustain healthy, positive, and safe learning environments for

all students. It is important to change the social climate of the school and the social norms

with regards to bullying and harassment. This requires the efforts of everyone in the school

(such as bus drivers, custodians, cafeteria workers, and/or school librarians), parents/legal

guardians, and students.

Students, parents/legal guardians, teachers, school administrators, counseling staff, and

school volunteers shall be given instruction at a minimum of once per year on the District’s

Policy Against Bullying and Harassment by the District Safe Schools Programs’ staff. The

instruction shall include evidence-based methods of preventing bullying and harassment, how

to effectively identify and respond to bullying and harassment in schools, as well as the

requirements and procedures for compliance with the district Policy Against Bullying and

Harassment.

actions taken to protect the victim of bullying and harassment.

The principal or designee shall by telephone and/or in writing report the occurrence of

any incident of bullying or harassment as defined by this policy to the parent or legal

guardian of all students involved on the same day an investigation of the incident has

been initiated. According to the level of infraction, parents/legal guardians will be

notified by telephone and/or writing of actions being taken to protect the child; the

frequency of notification will depend on the seriousness of the bullying or harassment

incident. Notification must be consistent with the student privacy rights under the

applicable provisions of the Family Educational Rights and Privacy Act of 1974

(FERPA).

of Student Conduct required under s. 1006.07(2) and in all employee handbooks:

At the beginning of each school year, the Superintendent or designee shall, in writing,

inform school staff, parents/legal guardians, or other persons responsible for the

welfare of a student of the district’s student safety and violence prevention policy.

Each district school shall provide notice to students and staff of this policy through

appropriate references in the Code of Student Conduct and employee handbooks,

and/or through other reasonable means. The Superintendent shall also make all

contractors contracting with the district aware of this policy.

Each school principal shall develop an annual process for discussing the school

district policy on bullying and harassment with students in a student assembly or other

reasonable format. Reminders of the policy and bullying prevention messages such as

posters and signs will be displayed around each school and on the district school

buses.