File: GBAA-R

Non-Discrimination/Non-Harassment of Employees

(Complaint Procedure)

Individuals are encouraged to report discrimination or harassment before it becomes severe and/or pervasive. All CSDB employees who witness discrimination or harassment of a staff member shall promptly report the discrimination or harassment to their immediate supervisor or the human resources manager. Similarly, any CSDB employee who receives a report of discrimination or harassment of a staff member shall promptly report it to his or her immediate supervisor or the human resources manager. If the supervisor or the human resources manager is the harasser, the report shall be made to the superintendent.

Informal Complaint Procedures/Investigation

Employees are encouraged to discuss discrimination and harassment issues with their supervisors. In addition, CSDB’s human resources manager is available to discuss discrimination and harassment issues and to expeditiously assist the employee to achieve an informal resolution of the employee’s concerns. The human resources manager shall advise an employee seeking assistance of the formal grievance procedure specified herein.

Formal Complaint Procedures/Investigation

Classified Staff: A classified employee who believes he or she has been the victim of discrimination or harassment may initiate the formal process by following the procedures outlined in the State Personnel Board Rules and Personnel Director’s Administrative Procedures regarding allegations of discrimination. The formal complaint must be initiated as soon as possible after the alleged incident occurred or after attempts to resolve the situation informally have been unsuccessful.

Licensed/Non-Classified Staff: A licensed/non-classified employee who believes that he or she has been the victim of discrimination or harassment may initiate the formal process by filing a complaint (either verbally or in writing) with his or her immediate supervisor or the human resources manager (hereinafter referred to as the grievance officer). If the harasser is the employee’s immediate supervisor or the human resources manager, the employee may file the complaint with the superintendent. The formal complaint must be initiated as soon as possible after the alleged incident occurred or after attempts to resolve the situation informally have been unsuccessful.

The following procedures will then be followed:

  1. The grievance officer will appoint a team of two department administrators, who will conduct an investigation in order to obtain a clear understanding of the basis of the complaint. If the complaint involves sexual harassment, one administrator will be male and the other will be female.
  1. The investigation may consist of personal interviews with the complainant, with an individual(s) against whom the complaint is filed, and with others who have knowledge of the alleged incident(s).
  1. The team will report to the grievance officer who may then meet with the charged party in order to obtain further response to the complaint.
  1. The grievance officer may hold as many meetings with the parties as is necessary to gather facts and obtain statements from witnesses, if available, and will send a preliminary written report to the superintendent as soon as is reasonably possible, while also ensuring that all complaints are promptly and thoroughly investigated.
  1. On the basis of the administrators’’ as well as the grievance officer’s investigation, the grievance officer may resolve the matter informally through conciliation or transfer the record to the superintendent for disciplinary or other action.
  1. After reviewing the record made by the grievance officer, the superintendent may attempt to gather any more evidence necessary to decide the case or may immediately impose any sanctions deemed appropriate, including but not limited to termination of the harasser.

All matters involving complaints made pursuant to this procedure shall remain confidential to the extent possible.

Adopted: August 11, 1983

Adopted and revised by the Superintendent: August 19, 2008

Colorado School for the Deaf and the Blind, Colorado Springs, COPage 1 of 2