An Administrator's Guide to California Private School Law Compendium

C HAPTER 7 – R ECOGNIZING A ND P REVENTING H ARASSMENT , D ISCRIMINATION A ND R ETALIATION D OCUMENT 7.A S UPERVISOR ’ S C HECKLIST - W HAT T O D O W HEN Y OU R ECEIVE A R EPORT O F H ARASSMENT  Tell complainant you are ready to listen. Turn off cell phone, shut your door, and focus full attention on the topic. Make no judgments as to whether the conduct reported is minor or severe; simply assure the complainant that you will follow up promptly according to the school’s policy.  Take notes; read back notes to the complainant to confirm your comprehension of what the complainant said as well as the accuracy of your notes.  Inform complainant his or her complaint cannot be held in complete confidence, but will only be shared with those who need to know so the school can conduct a thorough investigation, and take any corrective action, , if appropriate.  Inform complainant in writing to acknowledge receipt of complaint, that school is initiating an investigation, and inform complainant of the school’s no retaliation policy.  Re-read your school’s policy to ensure you are following all steps as they are laid out in the policy.  Notify Human Resources or appropriate administrator.  Document date and time of report to Human Resources or appropriate administrators.  When a school determines that witnesses need protection, evidence is in danger of being destroyed, testimony is in danger of being fabricated, or there is a need to prevent a cover up, it can direct all individuals interviewed that they should not discuss with other individuals: - The fact that they are being interviewed; - The existence of an investigation; or - The questions asked or answers provided during the interview process.  Schools that ask for confidentiality during an investigation of employee misconduct should be prepared to establish that confidentiality is necessary to protect a witness, prevent the destruction of evidence, preserve testimony, prevent a cover-up, or further another legitimate business interest.  Monitor work environment and determine if any interim remedies are appropriate or necessary.

An Administrator’s Guide to California Private School Law - Compendium ©2019 Liebert Cassidy Whitmore 87