NON-DISCRIMINATION & EQUAL
EMPLOYMENT OPPORTUNITY
FOR
TITLE VI OF THE CIVIL RIGHTS ACT OF 1964
TITLE IX OF THE EDUCATION AMENDMENT ACT OF 1972
TITLE II OF THE AMERICANS WITH DISABILITIES ACT OF 1990
SECTION 504 OF THE REHABILITATION ACT OF 1973
AGE DISCRIMINATION ACT OF 1975
It is the policy of the Delta Schoolcraft Intermediate School District not to discriminate basis of race, color,
national origin, gender, (including sexual orientation or transgender identity), disability, age, religion, height,
weight, marital or family status, military status, ancestry, genetic information, or any other legally protected
category, (collectively, "Protected Classes"), in its programs and activities, including employment opportunities.
Inquiries regarding this nondiscrimination policy should be directed to:
Superintendent of Schools
Delta Schoolcraft Intermediate School District
2525 3rd Avenue South
Escanaba, Michigan 49829
(906) 786-9300
● DSISD Compliance Officers:
Name: Trent Bellingar
Title: CTE Director
Phone: 906-786-9300 ext. 345 |
Title VI of the Civil Rights Act of 1964
Title IX of the Education Amendments of 1972
Title II of the Americans with Disabilities Act of 1990
Section 504 of the Rehabilitation Act of 1973
Age Discrimination Act of 1975
Nondiscrimination of the Basis of Being Disabled |
Name: Lindsey Pepin
Title: Business Assistant
Phone: 906-786-9300 ext. 104 |
Deputy Compliance Officer |
● Grievance Procedures:
Title VI of the Civil Rights Act of 1964
Title IX of the Education Amendment Act of 1972
Title II of the Americans with Disability Act of 1990
Section 504 of the Rehabilitation Act of 1973
Age Discrimination Act of 1975
Section I
Any person believing that the Delta Schoolcraft Intermediate School District or any part of the school
organization has inadequately applied the Administrations and/or regulations of (1) Title VI of the Civil Rights Act
of 1964, (2) Title IX of the Education Amendment Act of 1972, (3) Title II of the Americans with Disabilities Act of
1990, (4) Section 504 of the Rehabilitation Act of 1973, and (5) the Age Discrimination Act of 1975 may bring
forward a complaint, which shall be referred to as a grievance, to the local coordinator:
Trent Bellingar
Age Act, Title IX, Title VI, Title II, Section 504 Coordinator
Delta Schoolcraft DSISD
2525 3rd Avenue South
Escanaba, MI 49829
(906) 786-9300 ext. 345
[email protected] |
Lindsey Pepin
Deputy Compliance Officer
Delta Schoolcraft DSISD
2525 3rd Avenue South
Escanaba, MI 49829
(906) 786-9300 ext. 104
[email protected] |
Section II
Informal Complaints
A Complainant who alleges unlawful discrimination/retaliation may make an informal complaint, either orally or
in writing: 1) to a building administrator; 2) directly to one of the COs; and/or 3) to the Superintendent or other
District-level employee.
1. All informal complaints must be reported to one of the COs who will either facilitate an informal
resolution as described below, or appoint another individual to facilitate an informal resolution.
The School District's informal complaint procedure is designed to provide the Complainant with a range of
options aimed at bringing about a prompt resolution of their concerns. Depending upon the nature of the
complaint and the wishes of the Complainant, informal resolution may involve, but not be limited to, one or more of the following:
A. Advising the Complainant about how to communicate concerns to the Respondent.
B. Distributing a copy of Policy 1422 – Non-Discrimination and Equal Employment Opportunity to the
individuals in the school building or office where the Respondent works.
C. If both parties agree, the CO may arrange and facilitate a meeting or mediation between the
Complainant and the Respondent to work out a mutual resolution.
While there are no set time limits within which an informal complaint must be resolved, the CO or designee is
directed to attempt to resolve all informal complaints within fifteen (15) business days of receiving the informal
complaint. If the Complainant is dissatisfied with the informal complaint process, the Complainant may proceed
to file a formal complaint and, as stated above, either party may request that the informal process be terminated
at any time to move to the formal complaint process.
Formal Complaint Procedure
If a complaint is not resolved through the informal complaint process, if one of the parties requested that the
informal complaint process be terminated to move to the formal complaint process, or if the Complainant, from
the outset, elects to file a formal complaint, or the Compliance Officer(s) determines the allegations are not
appropriate for resolution through the informal process, the formal complaint process shall be implemented.
1. A Complainant may file a formal complaint, either orally or in writing, with a principal, the CO,
Superintendent, or other District official. Due to the sensitivity surrounding complaints of unlawful
discrimination and retaliation, timelines are flexible for initiating the complaint process; however,
individuals should make every effort to file a formal complaint within thirty (30) days after the conduct occurs. If a Complainant informs a principal, Superintendent, or other District official, either orally or in
writing, about any complaint of discrimination/retaliation, that employee must report such information
to the CO/designee within two (2) business days.
2. All formal complaints must include the following information to the extent known: the identity of the
Respondent; a detailed description of the facts upon which the complaint is based (i.e., when, where,
and what occurred); a list of potential witnesses; and the resolution sought by the Complainant.
3. Within two (2) business days of receiving the complaint, the CO or designee will initiate a formal
investigation to determine whether the Complainant has been subjected to unlawful
discrimination/retaliation.
4. Simultaneously, the CO will inform the Respondent that a formal complaint has been received. The
Respondent will be informed about the nature of the allegations and provided with a copy of any
relevant policies and/or administrative guidelines, including Policy 1422 - Non- Discrimination and Equal
Employment Opportunity. The Respondent must also be informed of the opportunity to submit a written
response to the formal complaint within five (5) business days.
5. Although certain cases may require additional time, the CO or a designee will attempt to complete an
investigation into the allegations of discrimination/retaliation within fifteen (15) business days of
receiving the formal complaint. The investigation will include
A. interviews with the Complainant;
B. interviews with the Respondent;
C. interviews with any other witnesses who may reasonably be expected to have any information
relevant to the allegations;
D. consideration of any documentation or other information presented by the Complainant,
Respondent, or any other witness that is reasonably believed to be relevant to the allegations.
6. At the conclusion of the investigation, the CO/designee shall prepare and deliver a written report to the
Superintendent that summarizes the evidence gathered during the investigation and provides
recommendations based on the evidence and the definition of unlawful discrimination/retaliation as
provided in Board policy and State and Federal law as to whether the Respondent has engaged in
unlawful harassment/retaliation of the Complainant. The CO's recommendations must be based upon
the totality of the circumstances. In determining if discrimination or retaliation occurred, a
preponderance of evidence standard will be used. The CO may consult with the Board’s legal counsel
before finalizing the report to the Superintendent.
7. Absent extenuating circumstances, within five (5) business days of receiving the report of the CO or the
designee, the Superintendent must either issue a written decision regarding whether the charges have
been substantiated or request further investigation. A copy of the Superintendent's final decision will be
delivered to both the Complainant and the Respondent.
8. A Complainant or Respondent who is dissatisfied with the final decision of the Superintendent may
appeal through a signed written statement to the Board within five (5) business days of the party's
receipt of the Superintendent's decision.
9. In an attempt to resolve the complaint, the Board shall meet with the concerned parties and their
representatives within twenty (20) business days of the receipt of such an appeal. A copy of the Board's
disposition of the appeal shall be sent to each concerned party within ten (10) business days of this
meeting. The decision of the Board will be final.
10. The Board reserves the right to investigate and resolve a complaint or report of unlawful
discrimination/retaliation regardless of whether the employee alleging the unlawful
discrimination/retaliation pursues the complaint. The Board also reserves the right to have the formal
complaint investigation conducted by an external person in accordance with this policy or in such other
manner as deemed appropriate by the Board or its designee.
11. The parties may be represented, at their own cost, at any of the above-described meetings/hearings.
12. The right of a person to a prompt and equitable resolution of the complaint shall not be impaired by the
person’s pursuit of other remedies such as the filing of a complaint with the Office for Civil Rights, the
filing of charges with local law enforcement, or the filing of a civil action in court. Use of this internal
complaint process is not a prerequisite to the pursuit of other remedies.
Privacy/Confidentiality
The District will employ all reasonable efforts to protect the rights of the Complainant, the Respondent(s), and
the witnesses as much as possible, consistent with the Board’s legal obligations to investigate, to take
appropriate action, and to conform with any discovery or disclosure obligations. All records generated under the
terms of this policy shall be maintained as confidential to the extent permitted by law. Confidentiality, however,
cannot be guaranteed. Additionally, the Respondent must be provided the Complainant's identity.
During the course of a formal investigation, the CO or designee will instruct each person who is interviewed
about the importance of maintaining confidentiality. Any individual who is interviewed as part of an investigation
is expected not to disclose to third parties any information that is learned or provided during the course of the investigation.