Common use of Agreement Not to Limit Statutory Powers Clause in Contracts

Agreement Not to Limit Statutory Powers. Except as otherwise expressly provided herein, no provision of this Agreement shall in any manner be deemed to limit any power now or hereafter conferred by law upon the Regional School District or the Regional District School Committee established hereby. (The Regional District Agreement was voted in March 1954 and amended in May 1988). Adopted 11/26/02 Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury The legal basis for public education in the regional district is vested in the Constitution of Massachusetts, in state statutes pertaining to education and in the Regional Agreement of the Towns of Lincoln and Sudbury. The School Committee has the dual responsibility for implementing statutory requirements pertaining to public education and local citizens' expectations for the education of the towns' children. Under state law, the School Committee has the power to select the Superintendent, review and approve budgets and establish educational goals and policies. The power vested in the School Committee does not supersede the requirements of law or the statewide goals and standards established by the Board of Education. Lincoln-Sudbury accepts its duty to comply as fully as possible. The School Committee's obligations go further, in continuing to meet or exceed the high expectations and standards of excellence that residents of Lincoln and Sudbury have come to expect from the school. School officials and staff must accommodate-within prescribed budgetary limits-an educational environment reflecting the needs, values, and priorities of the communities it serves. Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury The School Committee has the dual responsibility for implementing statutory requirements pertaining to public education and local citizens' expectations for the education of the community’s youth. It also has an obligation to determine and assess citizens' desires. When citizens elect delegates to represent them in the conduct of public education, their representatives have the authority to exercise their best judgment in determining policies, making decisions, and approving procedures for carrying out the responsibility. The School Committee therefore affirms and declares its intent to: 1. Maintain two-way communication with citizens of the community. The public will be kept informed of the progress and problems of the school district, and citizens will be urged to bring their aspirations and feelings about their public schools to the attention of this body, which they have chosen to represent them in the management of public education. 2. Establish policies and make decisions on the basis of declared educational philosophy and goals. All decisions made by this Committee will be made with priority given to the purposes set forth, most crucial of which is the optimal learning of the children enrolled in our schools. 3. Act as a truly representative body for members of the community in matters involving public education. The Committee recognizes that ultimate responsibility for public education rests with the state, but individual School Committees have been assigned specific authority through state law. The Committee will not relinquish any of this authority since it believes that decision-making control over the children's learning should be in the hands of local citizens as much as possible. SOURCE: MASC Adopted for LSSC Policy Manual, 11/23/21 No person shall be excluded from, harassed, or discriminated against in admission to the Lincoln-Sudbury Regional School District, for admittance to state and federally funded grant programs, or in obtaining the advantages, privileges, and courses of study presented in this school, on account of race, color, gender, gender identity, disability, sexual orientation, religion, or national origin. This Non-Discrimination Policy applies to all persons, whether or not the individual is a member of a conventionally defined “minority group.” The system promotes a positive learning environment in which individual differences are valued and where harassment, in any form, is not tolerated. revised 12/14/16 Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury Public schools have the responsibility to overcome, insofar as possible, any barriers that prevent children from achieving their potential. The public school district will do its part. This commitment to the community is affirmed by the following statements that the School Committee intends to: 1. Promote the rights and responsibilities of all individuals as set forth in the State and Federal Constitutions, pertinent legislation, and applicable judicial interpretations. 2. Encourage positive experiences in human values for children, youth and adults, all of whom have differing personal and family characteristics and who come from various socioeconomic, racial and ethnic groups. 3. Work toward a more integrated society and to enlist the support of individuals as well as groups and agencies, both private and governmental, in such an effort. 4. Use all appropriate communication and action techniques to air and reduce the grievances of individuals and groups. 5. Carefully consider, in all the decisions made within the school district, the potential benefits or adverse consequences that those decisions might have on the human relations aspects of all segments of society. 6. Initiate a process of reviewing policies and practices of the school district in order to achieve to the greatest extent possible the objectives of this statement. The Committee's policy of nondiscrimination will extend to students, staff, the general public, and individuals with whom it does business; No person shall be excluded from or discriminated against in admission to a public school of any town or in obtaining the advantages, privileges, and courses of study of such public school on account of race, color, sex, gender identity, religion, national origin, sexual orientation, disability, pregnancy or pregnancy related condition. If someone has a complaint or feels that they have been discriminated against because of their race, color, sex, gender identity, religion, national origin, sexual orientation, disability, pregnancy or pregnancy related condition., their complaint should be registered with the Title IX compliance officer. SOURCE: MASC LEGAL REFS.: Title VI, Civil Rights Act of 1964 Title VII, Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972 Executive Order 11246, as amended by E.O. 11375 Equal Pay Act, as amended by the Education Amendments of 1972 Title IX, Education Amendments of 1972 Rehabilitation Act of 1973 Education for All Handicapped Children Act of 1975 M.G.L. 71B:1 et seq. (Chapter 766 of the Acts of 1972) M.G.L. 76:5; Amended 2011 M.G.L.76:16 BESE regulations 603CMR 26.00 Amended 2012 BESE regulations 603CMR 28.00 CROSS REFS.: ACA- ACE, Subcategories for Nondiscrimination GBA, Equal Employment Opportunity JB, Equal Educational Opportunities UPDATED: March 2018 Adopted for LSSC Policy Manual 11/23/21 All Lincoln-Sudbury Regional High School operations and procedures comply with applicable state and federal legislation. All programs, activities and employment opportunities are offered without regard to race, color, sex, homelessness, religion, national origin, sexual orientation and disability. Summaries of relevant statutes are provided below. Any questions about the legislation, school policies and practices referenced in this section and/or other legislation or school policies and practices may be directed to the Coordinators indicated or to the Superintendent/Principal at ext. 2373. Individual concerns may be directed to one of the Associate Principals. The school’s main numbers are: ▇▇▇-▇▇▇-▇▇▇▇ and ▇▇▇-▇▇▇-▇▇▇▇. 1. Section 504 of the Rehabilitation Act of 1973 (Federal) “No otherwise qualified, handicapped individual… shall, solely by reason of his/her handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 2. Chapter 282 of the Acts of 1993, General Laws Chapter 76 (Section 5 amends the Chapter 622 discrimination prohibition in the public schools of the Commonwealth of Massachusetts). No person shall be excluded from or discriminated against in admission to a public school of any town, or in obtaining the advantages, privileges, and courses of study of such public school on account of race, color, sex, gender identity, religion, national origin or sexual orientation. [Coordinator: ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, x2337] 3. Title I of Improving Academic Achievement of Disadvantaged Prohibits discrimination, exclusion from participation, and denial of benefits on the basis of disability in the area of employment. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 4. Title II of the Americans with Disabilities Act of 1990 Prohibits discrimination, exclusion from participation, and denial of benefits on the basis of disability in the areas of educational programming and activities. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 5. Title VI of the Civil Rights Act of 1964 Prohibits discrimination, exclusion from participation, and denial of benefits based on race, color and national origin. [Coordinator: ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, x2382] 6. Title IX of the Educational Amendments of 1972 (Prohibition of discrimination on basis of sex). No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance. [Co-Coordinators: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, x3100 and ▇▇▇▇ ▇▇▇▇▇, x2385] revised 12/14/16 Adopted for LSSC Policy Manual, 12/21/21 SOURCE: Lincoln-Sudbury The School Committee, in accordance with Title IX of the Education Amendments of 1972, declares that the school district does not and will not discriminate on the basis of sex in the educational programs and activities of the public schools. This policy will extend not only to students with regard to educational opportunities, but also to employees with regard to employment opportunities. The School Committee will continue to ensure fair and equitable educational and employment opportunities, without regard to sex, to all of its students and employees. The Committee will designate an individual to act as the school district's Title IX compliance officer. All students and employees will be notified of the name and office address and telephone number of the compliance officer. SOURCE: MASC UPDATED: June 2012 Adopted for LSSC Policy Manual, 11/23/21 LEGAL REFS.: Title IX of the Education Amendments of 1972 45 CFR, Part 86, (Federal Register, 6/4/75) M.G.L. 76:5; 76:16 (Chapter 622 of the Acts of 1971) BESE 603 CMR 26:00 CROSS REF.: AC, Nondiscrimination I. Introduction Lincoln-Sudbury Regional High School is committed to the goal of promoting and maintaining a work environment free of sexual harassment, and providing a formal mechanism by which individuals can bring concerns or complaints about discrimination or harassment directly to the School District's attention. Sexual Harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this organization. In addition, Lincoln-Sudbury will not accept or tolerate any discrimination against, or differential treatment of, any employee based on age, gender, disability, race, color, nationality, religion, or sexual orientation. II. Definition Of Sexual Harassment In Massachusetts, the legal definition for sexual harassment is this: "sexual harassment" means sexual advances, requests for sexual favors or verbal or physical conduct of a sexual nature when: a. submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions. or b. such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment. The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, Offensive, intimidating or humiliating to male or female workers may also constitute sexual harassment. While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct which if unwelcome, may constitute sexual harassment depending upon circumstances, including the severity of the conduct and its pervasiveness. Unwelcome sexual advances - whether they involve physical touching or not; Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies or prowess; Displaying sexually suggestive objects, pictures, cartoons; Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments; Inquiries into one's sexual experiences; and Discussion of one's sexual activities. All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment, and retaliation against individuals for cooperating with an investigation of asexual harassment complaint is unlawful and will not be tolerated by this organization. III. Complaints of Sexual Harassment If any of our employees believe that he or she has been subject to sexual harassment, the employee has the right to file, and will be supported in filing, a complaint with our organization. This may be done in writing or orally. If you would like to file a complaint you may do so by contacting any one of the following people: ▇▇▇▇▇▇▇ ▇▇▇▇▇, Housemaster, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Assistant to the Principal, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Director of Student Services, ▇▇▇▇▇▇ ▇▇▇▇, Housemaster, ▇▇▇▇▇ ▇'▇▇▇▇, Athletic/Activities Director, ▇▇▇▇▇▇▇ ▇▇▇▇▇, Director of Finance/Treasurer, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Metco Director, ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, Housemaster, ▇▇▇▇ ▇▇▇▇▇, Housemaster and ▇▇▇▇ ▇▇▇▇▇▇▇, Superintendent/Principal or any person appointed to any one of these positions. These individuals are all at Lincoln-Sudbury Regional High School District, ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ (▇▇▇) ▇▇▇-▇▇▇▇. All complaints will be investigated by two administrators (male & female). These individuals are available to discuss any concerns you may have and to provide information to you about our policy on sexual harassment and our complaint process. IV. Sexual Harassment Investigation When we receive the complaint, we will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Our investigation will include a private interview with the person filing the complaint and with witnesses. We will also interview the person alleged to have committed sexual harassment When we have completed our investigation, we will, to the extent appropriate inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. If it is determined that inappropriate conduct has occurred, we will act promptly to eliminate the offending conduct; and where it is appropriate we will also impose disciplinary action.

Agreement Not to Limit Statutory Powers. Except as otherwise expressly provided herein, no provision of this Agreement shall in any manner be deemed to limit any power now or hereafter conferred by law upon the Regional School District or the Regional District School Committee established hereby. (The Regional District Agreement was voted in March 1954 and amended in May 1988). Adopted 11/26/02 Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury The legal basis for public education in the regional district is vested in the Constitution of Massachusetts, in state statutes pertaining to education and in the Regional Agreement of the Towns of Lincoln and Sudbury. The School Committee has the dual responsibility for implementing statutory requirements pertaining to public education and local citizens' expectations for the education of the towns' children. Under state law, the School Committee has the power to select the Superintendent, review and approve budgets and establish educational goals and policies. The power vested in the School Committee does not supersede the requirements of law or the statewide goals and standards established by the Board of Education. Lincoln-Sudbury accepts its duty to comply as fully as possible. The School Committee's obligations go further, in continuing to meet or exceed the high expectations and standards of excellence that residents of Lincoln and Sudbury have come to expect from the school. School officials and staff must accommodate-within prescribed budgetary limits-an educational environment reflecting the needs, values, and priorities of the communities it serves. Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury The School Committee has the dual responsibility for implementing statutory requirements pertaining to public education and local citizens' expectations for the education of the community’s youth. It also has an obligation to determine and assess citizens' desires. When citizens elect delegates to represent them in the conduct of public education, their representatives have the authority to exercise their best judgment in determining policies, making decisions, and approving procedures for carrying out the responsibility. The School Committee therefore affirms and declares its intent to: 1. Maintain two-way communication with citizens of the community. The public will be kept informed of the progress and problems of the school district, and citizens will be urged to bring their aspirations and feelings about their public schools to the attention of this body, which they have chosen to represent them in the management of public education. 2. Establish policies and make decisions on the basis of declared educational philosophy and goals. All decisions made by this Committee will be made with priority given to the purposes set forth, most crucial of which is the optimal learning of the children enrolled in our schools. 3. Act as a truly representative body for members of the community in matters involving public education. The Committee recognizes that ultimate responsibility for public education rests with the state, but individual School Committees have been assigned specific authority through state law. The Committee will not relinquish any of this authority since it believes that decision-making control over the children's learning should be in the hands of local citizens as much as possible. SOURCE: MASC Adopted for LSSC Policy Manual, 11/23/21 No person shall be excluded from, harassed, or discriminated against in admission to the Lincoln-Sudbury Regional School District, for admittance to state and federally funded grant programs, or in obtaining the advantages, privileges, and courses of study presented in this school, on account of race, color, gender, gender identity, disability, sexual orientation, religion, or national origin. This Non-Discrimination Policy applies to all persons, whether or not the individual is a member of a conventionally defined “minority group.” The system promotes a positive learning environment in which individual differences are valued and where harassment, in any form, is not tolerated. revised 12/14/16 Adopted for LSSC Policy Manual, 11/23/21 SOURCE: Lincoln-Sudbury Public schools have the responsibility to overcome, insofar as possible, any barriers that prevent children from achieving their potential. The public school district will do its part. This commitment to the community is affirmed by the following statements that the School Committee intends to: 1. Promote the rights and responsibilities of all individuals as set forth in the State and Federal Constitutions, pertinent legislation, and applicable judicial interpretations. 2. Encourage positive experiences in human values for children, youth and adults, all of whom have differing personal and family characteristics and who come from various socioeconomic, racial and ethnic groups. 3. Work toward a more integrated society and to enlist the support of individuals as well as groups and agencies, both private and governmental, in such an effort. 4. Use all appropriate communication and action techniques to air and reduce the grievances of individuals and groups. 5. Carefully consider, in all the decisions made within the school district, the potential benefits or adverse consequences that those decisions might have on the human relations aspects of all segments of society. 6. Initiate a process of reviewing policies and practices of the school district in order to achieve to the greatest extent possible the objectives of this statement. The Committee's policy of nondiscrimination will extend to students, staff, the general public, and individuals with whom it does business; No person shall be excluded from or discriminated against in admission to a public school of any town or in obtaining the advantages, privileges, and courses of study of such public school on account of race, color, sex, gender identity, religion, national origin, sexual orientation, disability, pregnancy or pregnancy related condition. If someone has a complaint or feels that they have been discriminated against because of their race, color, sex, gender identity, religion, national origin, sexual orientation, disability, pregnancy or pregnancy related condition., their complaint should be registered with the Title IX compliance officer. SOURCE: MASC LEGAL REFS.: Title VI, Civil Rights Act of 1964 Title VII, Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972 Executive Order 11246, as amended by E.O. 11375 Equal Pay Act, as amended by the Education Amendments of 1972 Title IX, Education Amendments of 1972 Rehabilitation Act of 1973 Education for All Handicapped Children Act of 1975 M.G.L. 71B:1 et seq. (Chapter 766 of the Acts of 1972) M.G.L. 76:5; Amended 2011 M.G.L.76:16 BESE regulations 603CMR 26.00 Amended 2012 BESE regulations 603CMR 28.00 CROSS REFS.: ACA- ACE, Subcategories for Nondiscrimination GBA, Equal Employment Opportunity JB, Equal Educational Opportunities UPDATED: March 2018 Adopted for LSSC Policy Manual 11/23/21 All Lincoln-Sudbury Regional High School operations and procedures comply with applicable state and federal legislation. All programs, activities and employment opportunities are offered without regard to race, color, sex, homelessness, religion, national origin, sexual orientation and disability. Summaries of relevant statutes are provided below. Any questions about the legislation, school policies and practices referenced in this section and/or other legislation or school policies and practices may be directed to the Coordinators indicated or to the Superintendent/Principal at ext. 2373. Individual concerns may be directed to one of the Associate Principals. The school’s main numbers are: ▇▇▇-▇▇▇-▇▇▇▇ and ▇▇▇-▇▇▇-▇▇▇▇. 1. Section 504 of the Rehabilitation Act of 1973 (Federal) “No otherwise qualified, handicapped individual… shall, solely by reason of his/her handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 2. Chapter 282 of the Acts of 1993, General Laws Chapter 76 (Section 5 amends the Chapter 622 discrimination prohibition in the public schools of the Commonwealth of Massachusetts). No person shall be excluded from or discriminated against in admission to a public school of any town, or in obtaining the advantages, privileges, and courses of study of such public school on account of race, color, sex, gender identity, religion, national origin or sexual orientation. [Coordinator: ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, x2337] 3. Title I of Improving Academic Achievement of Disadvantaged Prohibits discrimination, exclusion from participation, and denial of benefits on the basis of disability in the area of employment. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 4. Title II of the Americans with Disabilities Act of 1990 Prohibits discrimination, exclusion from participation, and denial of benefits on the basis of disability in the areas of educational programming and activities. [Coordinator: ▇▇▇▇ ▇▇▇▇▇, x2385] 5. Title VI of the Civil Rights Act of 1964 Prohibits discrimination, exclusion from participation, and denial of benefits based on race, color and national origin. [Coordinator: ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, x2382] 6. Title IX of the Educational Amendments of 1972 (Prohibition of discrimination on basis of sex). No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance. [Co-Coordinators: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, x3100 and ▇▇▇▇ ▇▇▇▇▇, x2385] revised 12/14/16 Adopted for LSSC Policy Manual, 12/21/21 SOURCE: Lincoln-Sudbury The School Committee, in accordance with Title IX of the Education Amendments of 1972, declares that the school district does not and will not discriminate on the basis of sex in the educational programs and activities of the public schools. This policy will extend not only to students with regard to educational opportunities, but also to employees with regard to employment opportunities. The School Committee will continue to ensure fair and equitable educational and employment opportunities, without regard to sex, to all of its students and employees. The Committee will designate an individual to act as the school district's Title IX compliance officer. All students and employees will be notified of the name and office address and telephone number of the compliance officer. SOURCE: MASC UPDATED: June 2012 Adopted for LSSC Policy Manual, 11/23/21 LEGAL REFS.: Title IX of the Education Amendments of 1972 45 CFR, Part 86, (Federal Register, 6/4/75) M.G.L. 76:5; 76:16 (Chapter 622 of the Acts of 1971) BESE 603 CMR 26:00 CROSS REF.: AC, Nondiscrimination I. Introduction Lincoln-Sudbury Regional High School is committed to the goal of promoting and maintaining a work environment free of sexual harassment, and providing a formal mechanism by which individuals can bring concerns or complaints about discrimination or harassment directly to the School District's attention. Sexual Harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this organization. In addition, Lincoln-Sudbury will not accept or tolerate any discrimination against, or differential treatment of, any employee based on age, gender, disability, race, color, nationality, religion, or sexual orientation. II. Definition Of Sexual Harassment In Massachusetts, the legal definition for sexual harassment is this: "sexual harassment" means sexual advances, requests for sexual favors or verbal or physical conduct of a sexual nature when: a. submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions. or b. such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment. The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, Offensive, intimidating or humiliating to male or female workers may also constitute sexual harassment. While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct which if unwelcome, may constitute sexual harassment depending upon circumstances, including the severity of the conduct and its pervasiveness. Unwelcome sexual advances - whether they involve physical touching or not; Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies or prowess; Displaying sexually suggestive objects, pictures, cartoons; Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments; Inquiries into one's sexual experiences; and Discussion of one's sexual activities. All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment, and retaliation against individuals for cooperating with an investigation of asexual harassment complaint is unlawful and will not be tolerated by this organization. III. Complaints of Sexual Harassment If any of our employees believe that he or she has been subject to sexual harassment, the employee has the right to file, and will be supported in filing, a complaint with our organization. This may be done in writing or orally. If you would like to file a complaint you may do so by contacting any one of the following people: ▇▇▇▇▇▇▇ ▇▇▇▇▇, Housemaster, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, Assistant to the Principal, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Director of Student Services, ▇▇▇▇▇▇ ▇▇▇▇, Housemaster, ▇▇▇▇▇ ▇'▇▇▇▇, Athletic/Activities Director, ▇▇▇▇▇▇▇ ▇▇▇▇▇, Director of Finance/Treasurer, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Metco Director, ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, Housemaster, ▇▇▇▇ ▇▇▇▇▇, Housemaster and ▇▇▇▇ ▇▇▇▇▇▇▇, Superintendent/Principal or any person appointed to any one of these positions. These individuals are all at Lincoln-Sudbury Regional High School District, ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ (▇▇▇978) ▇▇▇443-▇▇▇▇9961. All complaints will be investigated by two administrators (male & female). These individuals are available to discuss any concerns you may have and to provide information to you about our policy on sexual harassment and our complaint process. IV. Sexual Harassment Investigation When we receive the complaint, we will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Our investigation will include a private interview with the person filing the complaint and with witnesses. We will also interview the person alleged to have committed sexual harassment When we have completed our investigation, we will, to the extent appropriate inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. If it is determined that inappropriate conduct has occurred, we will act promptly to eliminate the offending conduct; and where it is appropriate we will also impose disciplinary action.