Lincoln Public Schools

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INFORMATION RELATED TO WORKING WITH STUDENTS

Child Abuse

Gifted mentors must report suspected cases of child abuse or neglect to the principal or his/her gifted facilitator. Document the person to whom you have reported it. It is vital that the report be made as accurately and as soon as possible.

According to Nebraska State Law, abuse or neglect means knowingly, intentionally, or negligently causing or permitting a minor child to be:

• Placed in a situation that endangers his/her life or physical or mental health
• Cruelly confined or cruelly punished
• Deprived of necessary food, clothing, shelter, or care
• Left unattended in a motor vehicle if such minor child is six years of age or younger
• Sexually abused
• Sexually exploited by allowing, encouraging or forcing such person to solicit for or engage in prostitution, debauchery, public indecency, or obscene or pornographic photography, films, or depictions.

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Student Rights

Students should be treated fairly and given the same treatment without consideration of race, color, religion, gender or disability. Students who need special accommodations should be given those accommodations as needed for them to participate in school and school activities. Further, students have the right to have their school records kept confidential. Such information should be shared only with other school staff with a need to know the information to perform their duties. Student records and student personally identifiable information are confidential.

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Student Discipline

Discipline is everyone’s responsibility. The gifted mentor is responsible for articulating his/her expectations at the beginning of the mentor assignment in cooperation with the expectations for student behavior at the building and implementing the expectations on a consistent basis.

• DO NOT USE CORPORAL PUNISHMENT WITH STUDENTS. This includes hitting, pushing, grabbing, pinching, forcing a student to stand for long periods of time or making a student do push-ups as punishment, or using any physical force. DO NOT TOUCH STUDENTS WHEN YOU ARE IN “DISCIPLINE MODE” AND WANT THEM TO OBEY OR BE COMPLIANT.
• Gifted mentors and administrators can use force for safety of self or others if it is necessary to protect self, student(s), others or property and if it is used in a manner not designed to cause or create a risk of death or serious bodily harm, pain, distress or gross degradation.
• Student conduct may be regulated if it is distractive or disruptive, creates health problems, involves safety factors, lewd or indecent, invades the rights of others, or involves substantial disorder.
• Gifted mentors shall be responsible for using reasonable measures necessary to maintain control in the classroom, in the school building and on school grounds.
• Contact the office administration immediately for assistance when a situation exists which could cause injury to students or others. Examples include:
  • Student fight
  • Student health problem (fainting, high temperature, difficulty breathing, etc.); if the office can not be immediately located, call 911 if the problem appears to be of immediate and serious concern
  • A report or a suspicion that a student has a weapon or other dangerous item or drugs, alcohol, or other illegal substances
  • Presence of an intruder (a non-student or staff member who refuses to go to the office)

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HARASSMENT

Do not tolerate any form of harassment: sexual, racial, verbal, ability, etc.

• Don’t ignore student to student conversation. Report to the principal or gifted facilitator. Document the person to whom you have reported the incident.
• Don’t joke about these issues.
• Do not use the classroom as a forum for gaining support for own belief system/life style.
• Remember that harassment may be student to student, student to staff, staff to staff, staff to student. None is acceptable.

If you receive a report of behavior that may be sexual harassment, or witness sexual harassment, remember to:

• Treat the information as confidential, tell only those who need to know
• Notify your supervisor immediately
• Notify your principal of the incident and your actions
• Accept the information as it is presented
• Document the information, do not add value words or labels
• Determine the steps to take in the future so no further incidents of sexual harassment occur
• Contact the Title IX Officer, Dr. Nancy Biggs, if you have further questions or concerns

Sexual harassment is not tolerated in Lincoln Public Schools. Supervisors are charged with the responsibility of providing a work environment free from hostile activity. Employees of the district are charged with the responsibility of reporting such activity that creates a hostile and intimidating work environment.

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EDUCATIONAL EQUITY

The Policy

Lincoln Public Schools is committed to the concept of educational equity for students, staff and patrons of Lincoln Public Schools. In all programs conducted by the school district, the dignity and worth of all human beings will be recognized. Such recognition shall be extended regardless of a person's economic status, race, ethnic background, culture, religion, sex, age, or mental, physical or linguistic ability.

In addition it is the policy of Lincoln Public Schools to assure that all students have equal opportunity to take part in all school programs. The material used with students is to represent all types of people, both male and female, in a variety of jobs, skills and leadership. Lincoln Public Schools is committed to providing an environment free of harassment based on sex, race, religion, national origin or ability/disability.

Complaints

If you feel you or someone you know has not been treated fairly, you have three options:
1) get more information to try to resolve it with a staff member who knows about the situation; 2) talk to your principal or a central office administrator who can advise you;
3) write to Lincoln Public Schools Equity Administrator, Box 82889, Lincoln, NE 68501.

If you send in the complaint form, a school district official will gather as many details as possible. That information will then be forwarded to the school district's Educational Equity Monitoring Task Force, a group of citizens and school staff members. The task force will assign a team to thoroughly investigate your complaint and will make recommendations for changes if your complaint is justified. Your name will not be used unless you authorize it. Complaints regarding sexual harassment will not be handled by the task force, but by a district administrator.

Important Contacts

If you would like more information about the policy as it relates to curriculum, classrooms, practices, student activities or any part of school life, you may call any of the following people:

• For assistance or to express concern, call Becky Wild, Equity Administrator - 436-1650.
• For assistance specific to race relations and multicultural issues, call Thomas Christie, Multicultural Administrator - 436-1604
• In matters related to instructions, call Marilyn Moore, Associate Superintendent for Instruction - 436-1625
• For assistance from the ADA coordinator, call Human Resources - 436-1575
• For student or Section 504 assistance and concerns, call Becky Wild, Director of Student Services - 436-1650
• In matters related to curriculum, call Barb Jacobson, Director of Curriculum - 436-1634
• For assistance concerning special education, call Linda Douglas, Director of Special Education - 436-1932
• In matters related to affirmative action, call Thomas Christie, Multicultural Administrator - 436-1604
• In matters related to federal Title IX legislation or sexual harassment, call Nancy Biggs, Title IX Officer and Associate Superintendent for Human Resources - 436-1575

What Everyone Needs to Know About Handling Sexual Harassment

• Take the report seriously.
• Listen, sympathize, but don't judge.
• Don't delay.
• Respond to concerns.
• Document. Inform parents of all students involved.
• Follow up on the complaint.
• Avoid using "Dangerous Words".

Types of Sexual Harassment

Sexual harassment may fall into several categories - verbal, physical and visual.

Verbal harassment may include:

• sexual innuendos and comments and sexual remarks about your clothing, body, or sexual activities;
• whistling in a suggestive manner;
• suggestive or insulting sounds;
• humor and jokes about sex;
• sexual propositions, invitations, or other pressures for sex;
• implied or overt threats.

Physical harassment may include:

• patting, pinching, and any other inappropriate touching or feeling;
• unwelcome interference with touching;
• brushing against the body;
• attempted or actual kissing or fondling;
• coerced sexual intercourse;
• assault/rape.

Visual harassment may include:

• Derogatory cartoons, drawings or posters
• Making of obscene gestures
• Leering or ogling

The action (harassment) must be unwanted, or undesirable or offensive to the harassed employee or student and not solicited or incited by the employee or student.

Dangerous Words

When responding to a complaint, be careful that these words don't come out of your mouth.

• It's just teasing - no big deal.
• The people in our school would never do...
• I know he/she didn't mean anything like that.
• It's your fault for dressing so provocatively.
• You need to learn to handle these things.
• Just ignore it.
• He/she puts his arms around everyone.
• Why can't you learn to accept a compliment?
• You must have wanted it, otherwise you would have told him/her no.
• That's how they do things where he/she comes from.
• It's just a joke. Lighten up.
• We've never had a complaint, so we don't have a problem.
• This kind of behavior is all part of growing up.
• It's a matter of hormones, we can't control that.
• If we had to discipline every student who used bad language we'd never get anything else done.
• It's just a prank that got out of hand.
• Oh well, kids will be kids.

Sexual Harassment	Flirting
feels "bad"	feels "good"
is one sided	is reciprocal
makes you feel unattractive	makes you feel attractive
is degrading	is a compliment
makes you feel powerless	makes you feel in control
is power-based	is based on equality
may include negative touching	may include positive touching
is unwanted	is wanted
is illegal	is legal
is invading	is open
is demeaning	is flattering
makes you feel sad/angry	makes you feel happy
produces negative self-esteem	produces positive self-esteem

Supervisory Techniques for Preventing Sexual Harassment

• Be a role model. You set the tone as to what behavior will be tolerated.
• Do not allow sexist, stereotyped or sexual remarks. Say, "That's not appropriate" or "The rules have changed; we don't do that anymore."
• Periodically remind employees and students of the policy and the institution's commitment to preventing and stopping sexual harassment.
• Let persistent harassers know that their job or student status is on the line. Give them a copy of the policy.
• Control social interaction when:
  • it occupies too much work time and interferes with productivity;
  • people perform their tasks less effectively because of it; or
  • it results in inappropriate behavior.

Sexual Assault 3rd Degree

Intentionally touching the intimate or sexual parts of another person's body, or the clothing immediately covering these parts of the body, for the purpose of sexual arousement or sexual gratification. The breast, genitals, buttocks and the inside of the thighs are considered intimate or sexual parts of the body.

What's the Big Deal?

Assault "goes further" than harassment but both HURT PEOPLE! Both sexual assault and harassment are ways that people:

• FORCE sexual attention on someone who doesn't want it.
• DOMINATE others by UNFAIRLY taking advantage of a situation.
• INTIMIDATE others to FORCE their consent.
• TAKE PLEASURE from someone else's PAIN or discomfort.
• ABUSE POWER that they have over people.
• VIOLATE someone's rights.

BE INFORMED

Sexual Harassment Is:

1. NOT the victim's fault.
2. NOT harmless flirting.
3. NOT harmless fun.
4. NOT accidental.
5. NOT something made up to spoil a good time.
6. NOT asked for by being physically attractive.

Sexual Harassment :

1. DOES NOT go away if it's ignored.
2. DOES happen over & over.
3. DOES escalate & intensify if it is not stopped.
4. IS AGAINST Lincoln Public School Policy.
5. IS AGAINST THE LAW!

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Supervision of Students

Proper supervision of students is an important responsibility for gifted mentors and other adults responsible for students. Gifted mentors are expected to meet the four "P's" for student supervision and safety.

1. Proper supervision
   • Report to all duty assignments on time.
   • Be vigilant. Never leave your classroom unattended. If an emergency requires that you leave your classroom, request another nearby staff member to cover your class or notify the office so someone can provide assistance.
   • Be careful with your language. You should not use any profanity or abusive language. Be a good role model for students. If a student uses such language, you should correct the student and take such disciplinary action as is appropriate, which may include making a report to the administration.
   • Be careful about touching students. Click here for the "Discipline" section.
2. Proper instruction
   • Proper instructions are important to reduce the risk of injury when students undertake an activity, especially an activity that has an increased risk of harm to students.
   • Repeat the instructions on how to complete a task that has a heightened risk of danger as often as needed. Do not assume because students heard the directions once that they will be remembered.
3. Proper Maintenance of Buildings, Grounds, and Equipment
   • If equipment is broken and presents a risk of injury, immediately take it out of service (if it can't be move, tape a "Do Not Use" sign) and notify the office so those repairs may be undertaken.
4. Proper Warnings
   • If you have knowledge of a hazard that can likely cause injury, take steps to warn other staff and students. Tell the office so additional warnings may be given.

All discipline cases, which cannot be handled in the room in an appropriate manner, should be referred to the principal or his/her gifted facilitator. If a situation does occur, make sure that all documentation papers have been completed and given to the proper person before leaving the building. Under no circumstances should a gifted mentor administer corporal punishment.

You are legally responsible for pupils, equipment and materials assigned to your care.

Student Supervision - Area of Direct Supervision
Responsible for safety and well being of your student during the entire on-site mentoring session.

• Expect constant visual/auditory connection and accounting of your student.
• Expect appropriate classroom management and monitoring of your student.
• Held accountable for behavior of your student in your area of supervision, within reason.
• It is not reasonable for gifted mentor to anticipate and stop spur-of-the-moment violent act; but it is reasonable for gifted mentor to anticipate if a student displays a weapon or talks about violent acts or displays an angry manner.
• When your student is allowed time to engage in free play, or non-teacher directed activities, it is reasonable to expect he/she may engage in inappropriate activities if not closely monitored.
• If gifted mentor is on notice as to behavior issues with a particular student, even closer supervision of that student is warranted.
• Report to the office any student that does not belong in the classroom area or might be missing from your classroom.

Student Supervision - Out of Area of Direct Supervision
(examples: trips to restroom, office, media center)

• Allowed in order to teach responsibility, confidence and independence.
• Must use professional judgement about which students may engage in school-authorized tasks that take them out of the teacher's area of direct supervision. There are some students who cannot do any of these activities without supervision.
• If a student is permitted out of area of direct supervision for activity, the gifted mentor remains accountable for behavior of student.
• Even though the mentor cannot maintain constant visual connection or accounting, he/she must remain responsible for follow-up if student is gone too long for specific task; the amount of time may vary in terms of how long is "too long, " depending on the student.
• The mentor will NOT be held accountable for the behavior of a child outside of direct supervision IF:
  • student is sent on authorized task appropriate for that student.
  • sufficient/appropriate measures are taken in follow-up.
  • student behavior is not forseeable.
• The mentor WILL be held accountable for behavior of a student out of area of direct supervision IF:
  • student is out of area of direct supervision for unauthorized activity.
  • gifted mentor fails to follow up in appropriate manner on student out of area of direct supervision.