Compliance Information
Health and Safety
administration of medication/asthma, anaphylaxis-epinephrine
Administration of Medication/Asthma,Anaphylaxis-Epinephrine
RISE STEAM Academy shall permit the self-administration of inhaled asthma medication by a student for treatment of asthma, the self-administration of anaphylaxis medication by a student for treatment of anaphylaxis and the self-administration of replacement pancreatic enzymes by a student for treatment of cystic fibrosis.
RISE’s policy requires:
RISE STEAM Academy shall permit the self-administration of inhaled asthma medication by a student for treatment of asthma, the self-administration of anaphylaxis medication by a student for treatment of anaphylaxis and the self-administration of replacement pancreatic enzymes by a student for treatment of cystic fibrosis.
RISE’s policy requires:
- The parent or guardian of the student may authorize, which shall be in writing, the student's self-administration of medication and, should such authorization be provided, the following shall be required:
- The parent or guardian of the student shall provide to the school a written statement from the physician treating the student that the student has asthma, anaphylaxis or cystic fibrosis and is capable of, and has been instructed in the proper method of, self-administration of medication.
- The parent or guardian of the student shall provide to the school an emergency supply of the student's medication to be administered by the school should the student, for whatever reasons, not have access to their medication. The parent or guardian shall sign an acknowledgement that the medication has been provided to the school for such use.
- The school district shall inform the parent or guardian of the student, in writing, that the school district and its employees and agents shall incur no liability as a result of any injury arising from the self-administration of medication by the student; and
- The parent or guardian of the student shall sign a statement acknowledging that the school district shall incur no liability as a result of any injury arising from the self-administration of medication by the student.
- The school district and its employees and agents shall incur no liability as a result of any injury arising pursuant to the discharge or non-discharge of the powers provided for pursuant to subparagraph a of paragraphs 1 and 2 of subsection B of this section.
- In the event a student is believed to be having an anaphylactic reaction or respiratory distress, a school employee shall contact 911 as soon as possible.
- "Medication" means a metered dose inhaler or a dry powder inhaler to alleviate asthmatic symptoms, prescribed by a physician and having an individual label, an anaphylaxis medication used to treat anaphylaxis including but not limited to Epinephrine injectors prescribed by a physician and having an individual label, or replacement pancreatic enzymes prescribed by a physician and having an individual label; and
- “School district” shall mean RISE STEAM Academy.
- "Self-administration" means a student's use of medication pursuant to prescription or written direction from a physician.
- "Respiratory distress" means the perceived or actual presence of coughing, wheezing or shortness of breath; and
- "Inhaler" means a device that delivers a bronchodilator to alleviate symptoms of respiratory distress that is manufactured in the form of a metered-dose inhaler or dry-powder inhaler and that may include a spacer or holding chamber that attaches to the inhaler to improve the delivery of the bronchodilator.
- The permission for self-administration of asthma, anaphylaxis or replacement pancreatic enzyme medication is effective for the school year for which it is granted and shall be renewed each subsequent school year upon fulfillment of the requirements of this policy.
- A student who is permitted to self-administer asthma, anaphylaxis or replacement pancreatic enzyme medication pursuant to this section shall be permitted to possess and use a prescribed inhaler, anaphylaxis medication including but not limited to an Epinephrine injector, or replacement pancreatic enzyme medication at all times.
Student bullying Discipline policy
Students are prohibited from bullying, harassing, threatening, or intimidating other students or school personnel.
Bullying means any behavior, physical acts, verbal or electronic communication directed toward a student or group of students that results in or is reasonably perceived as being done with the intent to cause negative educational or physical results for the targeted individual or group and is communicated in such a way as to disrupt or interfere with the school’s educational mission or the education of any student.
The following steps shall apply to the investigation of reported incidents of harassment, intimidation, bullying, or threatening behavior:
Definitions/Terms of this regulation:
Information from this regulation shall be posted in areas deemed appropriate by the school principal, and will be included in all student and faculty handbooks.
The district will conduct an annual training of preventing, identifying, responding and reporting incidents of bullying with their faculty and staff. The district will also provide for an educational program for students and parents in preventing, identifying, responding to and reporting incidents of bullying.
Bullying means any behavior, physical acts, verbal or electronic communication directed toward a student or group of students that results in or is reasonably perceived as being done with the intent to cause negative educational or physical results for the targeted individual or group and is communicated in such a way as to disrupt or interfere with the school’s educational mission or the education of any student.
The following steps shall apply to the investigation of reported incidents of harassment, intimidation, bullying, or threatening behavior:
- If any person is aware of, observes, or is a victim of bullying, harassing, threatening, or intimidating behavior or communications from a student, such person must report the behavior or communication to the school principal.
- The principal will gather information deemed necessary to evaluate the incident to determine the severity of the incident and the potential for future violence.
- After completing any necessary investigation, the principal shall determine if the student accused of bullying, harassing, threatening, or intimidating behavior or communications engage in prohibited conduct and, if so, shall determine the appropriate discipline.
- Parents and guardians of both victims and perpetrator of verified bullying will be notified by site administration regarding the situation and steps taken to rectify the actions of students involved.
- During the investigation, the principal may take appropriate action to ensure the safety of all students or school personnel involved.
- If warranted, the principal shall notify law enforcement of the reported incident and cooperate with any law enforcement investigation.
- If the student’s actions are determined to constitute harassing, intimidating, threatening, hazing, or bullying behavior or communications, the principal may, as a condition and part of any disciplinary action that is taken, recommend that available mental health care options be provided to the student.
- The principal may further require the student (if 18 or over) the parent or guardian of the student to allow the mental health care provider to disclose any information concerning the student who has received mental health care for conduct which indicates an explicit threat to the safety of students or school personnel as a condition of being allowed to return to school.
- The principal may also require that the student and the student’s parents or guardian meet with the administrator, a school counselor, and/or other appropriate school personnel before being allowed to return to school.
- If a student is found to have falsely accused another student of harassment, intimidation, bullying, or threatening behavior as a means of retaliation, reprisal or as a means of bullying, then they may be assigned disciplinary consequences as deemed appropriate by the principal.
Definitions/Terms of this regulation:
- “At school” means on school grounds, in school vehicles, at school-sponsored activities or at school sanctioned events.
- “Electronic communication” means the communication of any written, verbal, pictorial or video content by means of an electronic device, including, but not limited to, a telephone, or mobile or cellular telephone or other wireless telecommunication device or computing device.
- “Threatening behavior” means any pattern or behavior or isolated action, whether or not it is directed at another person that a reasonable person would believe indicates potential for future harm to students, school personnel, or school property.
- Appropriate school personnel consist of site administration (principal, assistant principals and/or administrative interns), counselors, and/or teachers.
Information from this regulation shall be posted in areas deemed appropriate by the school principal, and will be included in all student and faculty handbooks.
The district will conduct an annual training of preventing, identifying, responding and reporting incidents of bullying with their faculty and staff. The district will also provide for an educational program for students and parents in preventing, identifying, responding to and reporting incidents of bullying.
Title Ix
RISE complies with the Civil Rights Laws, including but not limited to Title IX of the Education Amendments of 1972. It is the express policy of the RISE Governance Board to encourage student victims of sexual harassment to come forward with such claims. Students who feel that they have experienced sexual harassment while on any RISE campus or at any RISE-sponsored event are encouraged to report these conditions, or have their parents report these conditions, to the Title IX coordinator. Any employee to whom such a report was made will provide notice of the report to the Title IX coordinator. No reprisals or retaliation will be allowed to occur as a result of the good faith reporting of charges of sexual harassment. Every attempt will be made to maintain confidentiality; however, absolute confidentiality cannot be guaranteed because of due process concerns that arise in sexual harassment investigations.
The District Title IX coordinator oversees compliance efforts and the investigation complaints of alleged sexual harassment against students.
District Title IX Coordinator
Carma Barlow
1020 NE 42nd Street
Oklahoma City, OK 73111
Phone: 405-568-5781
Email: [email protected]
District administrators, teachers, and counselors shall be made aware of their obligation to receive complaints and forward them to the Title IX coordinator in a timely manner.
I. Definitions
Complainant: Individual who is alleged to be the victim of conduct that could constitute sexual harassment.
Respondent: The alleged perpetrator of the conduct in the complaint. The term may be used to designate persons with responsibility for a particular action or those persons with supervisory responsibility for procedures and policies in those areas covered in the complaint.
District Title IX Coordinator: The District Title IX coordinator oversees compliance efforts and complaint investigations of alleged sexual harassment against students. The District Title IX coordinator may not be a Title IX investigator or decision maker.
Title IX Investigator: Title IX investigators investigate complaints of alleged sexual harassment against students. Title IX investigators may not be the District Title IX coordinator or decision maker.
District Title IX Decision Maker: The Title IX decision maker reviews reports compiled by Title IX investigators and makes a determination. The District Title IX decision maker may not be a Title IX investigator or coordinator.
Supportive Measures: Non-disciplinary, non-punitive individualized services offered as appropriate, reasonably available, and without fee or charge to the complainant or the respondent before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the District’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the District’s educational environment, or deter sexual harassment. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures. The District must maintain as confidential any supportive measures provided to the complainant or respondent, to the extent that maintaining such confidentiality would not impair the ability of the school to provide the supportive measures. The Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.
Formal Complaint: A document filed by a complainant and/or signed by the Title IX coordinator alleging sexual harassment against a respondent and requesting that the school investigate the allegation of sexual harassment. At the time of filing a formal complaint, a complainant must be participating in or attempting to participate in the education program or activity of the school with which the formal complaint is filed. A formal complaint may be filed with the Title IX coordinator in person, by mail, or by email, by using the contact information listed for the Title IX coordinator.
Informal Complaint: A voluntary, structured interaction between involved parties (complainant and respondent) to help them address and resolve an issue at the earliest stage possible. Informal complaints are flexible, meaning the process can proceed in many different ways. As a general rule, an informal complaint (1) will not receive a comprehensive investigation, (2) can be kept fully confidential, and (3) will not be referred for official disciplinary action if an agreement between the parties and the school is reached.
Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following: (1) An employee of the District conditioning the provision of an aid, benefit, or service of the District on an individual’s participation in unwelcome sexual conduct; (2) Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to a School’s education program or activity; or (3) “Sexual assault” as defined in 20 U.S.C. 1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34 U.S.C. 12291(a)(8), or “stalking” as defined in 34 U.S.C. 12291(a)(30).
For the purpose of this policy, examples of sexual harassment include, but are not limited to:
A. Verbal comments of a sexual nature or physical sexual advances, including subtle pressure for sexual activity; touching, pinching, patting, or brushing against (unwanted body contact); comments regarding physical or personality characteristics of a sexual nature; sexual name-calling; repeated propositions; and sexually oriented "kidding," "teasing," double meanings, and jokes.
B. Demeaning comments about a girl's ability to excel in a class historically considered a "boy's" subject, or about a boy’s ability to excel in a class historically considered a "girl’s" subject; privately talking to a student about sexual matters; and/or hugging or touching a student inappropriately.
C. Writing graffiti that names a student or otherwise identifies a student is potentially slanderous and may constitute sexual harassment. Use of email, the internet, or technology may constitute sexual harassment as much as use of in-person, postal mail, handwritten or other communication.
D. Any of the aforementioned conduct that effectively deprives a student of access to educational opportunities or benefits provided by the school.
Threshold to Meet Title IX Complaint: If the sexual harassment occurs under the following conditions it could meet the definition of a Title IX complaint: (1) The behavior is so severe (for example, a single incident of rape) or it happened so often (for example, numerous harassing insults in the classroom) that the acts would deprive a student of equal access to education, or to an educational activity like being on a team or in the band, AND (2) RISE has authority over the person or people committing the harassing behavior or violence, AND (3) RISE has authority over the environment where the behavior is happening, including where the environment is an event involving RISE students and/or staff occurring at a non-RISE campus location, i.e., a sporting event at the opposition’s location or a neutral location.
Good Cause Delay: A temporary delay of the grievance process or a limited extension of time frames for good cause with written notice to the complainant and the respondent of the delay or extension and the reasons for the action. Good cause may include considerations such as the absence of a party, a party’s advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or accommodation of disabilities.
Presumption of No Responsibility: There shall be a presumption that the respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process. In addition, the District shall not require, allow, rely upon, or otherwise use questions or evidence that constitutes information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege. The District shall not require or seek disclosure of information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege.
II. Reporting Allegations of Sexual Harassment
Reports of sexual harassment may be submitted to any District employee, who then shall immediately notify the Title IX coordinator. Upon receiving a report of sexual harassment from an employee that a student or parent/guardian has reported possible sexual harassment, the Title IX coordinator will promptly contact the complainant to explain the grievance procedure, discuss the availability of supportive measures, and consider the student's wishes with regard to supportive measures.
Formal Complaint Procedure: The following shall be the procedural steps:
A. Formal Complaint: If a complainant desires to proceed with a formal complaint, then, within thirty (30) school days of an alleged violation, the complainant shall submit a written and signed formal complaint to the Title IX coordinator.
B. Supportive Measures: Upon receiving the complaint, the Title IX coordinator shall determine whether supportive measures should be taken pending the initiation and outcome of the investigation. Such interim measures may include, but are not limited to, separating the complainant from the respondent, suspending the implementation of a policy, practice, or procedure, and, in cases involving potential criminal conduct, determining whether law enforcement officials should be notified.
C. Notice of Allegations: Within five (5) school days of receiving the complaint, the Title IX coordinator shall notify the respondent of the formal complaint. If, in the course of an investigation, the District obtains additional information about the respondent or complainant that was not included in the original written notice, notice of the additional allegations must be provided in writing to both parties. The Notice shall include:
E. Investigation: Upon receipt of the respondent’s response, RISE will designate an investigator to conduct a thorough investigation of allegations. The investigator’s contact information will be provided to both the complainant and the respondent.
G. Determination of Responsibility: A decision maker, who is not the Title IX coordinator nor the investigator, will apply a preponderance of the evidence standard to determine responsibility.
Any employee found to have engaged in sexual harassment of students shall be subject to discipline, including, but not limited to: warning, suspension, administrative leave, or termination subject to applicable procedural and due process requirements.
Any student found to have engaged in sexual harassment of other students, either on school premises or off school premises at school-sponsored activities, shall be subject to discipline, including, but not limited to: warning, suspension, or other appropriate punishment subject to applicable procedural and due process requirements. The school's normal disciplinary procedures will be followed in determining the appropriate consequence for the sexual harassment. In the event the administration recommends suspension as a result of the conduct, due process will be afforded to the student in accordance with the District's suspension procedures.
The decision maker will issue a written determination of responsibility that:
Records will document in each instance that the District's response was not indifferent and that measures were taken to restore or preserve equal access to educational programs or activities. If the school does not offer supportive measures in response to a report, the records should document why the response was not clearly unreasonable under the known circumstance.
I. Recordkeeping: The District will keep records related to reports of alleged sexual harassment for a minimum of seven (7) years. Records maintained will include investigation records, disciplinary sanctions, remedies, appeals, and records of any action taken including supportive measures.
III. Retaliation
The RISE Governance Board prohibits retaliation by the District or any employees of the District against any person for the purpose of interfering with Title IX rights or because the person has participated or refused to participate in any manner in a proceeding under Title IX regulations. Complaints of retaliation will be addressed under the District's complaint process. Charging a person with a discipline violation or code of conduct violation based on a person's knowingly making a materially false statement in bad faith in an investigation is not retaliation.
The District Title IX coordinator oversees compliance efforts and the investigation complaints of alleged sexual harassment against students.
District Title IX Coordinator
Carma Barlow
1020 NE 42nd Street
Oklahoma City, OK 73111
Phone: 405-568-5781
Email: [email protected]
District administrators, teachers, and counselors shall be made aware of their obligation to receive complaints and forward them to the Title IX coordinator in a timely manner.
I. Definitions
Complainant: Individual who is alleged to be the victim of conduct that could constitute sexual harassment.
Respondent: The alleged perpetrator of the conduct in the complaint. The term may be used to designate persons with responsibility for a particular action or those persons with supervisory responsibility for procedures and policies in those areas covered in the complaint.
District Title IX Coordinator: The District Title IX coordinator oversees compliance efforts and complaint investigations of alleged sexual harassment against students. The District Title IX coordinator may not be a Title IX investigator or decision maker.
Title IX Investigator: Title IX investigators investigate complaints of alleged sexual harassment against students. Title IX investigators may not be the District Title IX coordinator or decision maker.
District Title IX Decision Maker: The Title IX decision maker reviews reports compiled by Title IX investigators and makes a determination. The District Title IX decision maker may not be a Title IX investigator or coordinator.
Supportive Measures: Non-disciplinary, non-punitive individualized services offered as appropriate, reasonably available, and without fee or charge to the complainant or the respondent before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the District’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the District’s educational environment, or deter sexual harassment. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modifications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures. The District must maintain as confidential any supportive measures provided to the complainant or respondent, to the extent that maintaining such confidentiality would not impair the ability of the school to provide the supportive measures. The Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.
Formal Complaint: A document filed by a complainant and/or signed by the Title IX coordinator alleging sexual harassment against a respondent and requesting that the school investigate the allegation of sexual harassment. At the time of filing a formal complaint, a complainant must be participating in or attempting to participate in the education program or activity of the school with which the formal complaint is filed. A formal complaint may be filed with the Title IX coordinator in person, by mail, or by email, by using the contact information listed for the Title IX coordinator.
Informal Complaint: A voluntary, structured interaction between involved parties (complainant and respondent) to help them address and resolve an issue at the earliest stage possible. Informal complaints are flexible, meaning the process can proceed in many different ways. As a general rule, an informal complaint (1) will not receive a comprehensive investigation, (2) can be kept fully confidential, and (3) will not be referred for official disciplinary action if an agreement between the parties and the school is reached.
Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following: (1) An employee of the District conditioning the provision of an aid, benefit, or service of the District on an individual’s participation in unwelcome sexual conduct; (2) Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to a School’s education program or activity; or (3) “Sexual assault” as defined in 20 U.S.C. 1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34 U.S.C. 12291(a)(8), or “stalking” as defined in 34 U.S.C. 12291(a)(30).
For the purpose of this policy, examples of sexual harassment include, but are not limited to:
A. Verbal comments of a sexual nature or physical sexual advances, including subtle pressure for sexual activity; touching, pinching, patting, or brushing against (unwanted body contact); comments regarding physical or personality characteristics of a sexual nature; sexual name-calling; repeated propositions; and sexually oriented "kidding," "teasing," double meanings, and jokes.
B. Demeaning comments about a girl's ability to excel in a class historically considered a "boy's" subject, or about a boy’s ability to excel in a class historically considered a "girl’s" subject; privately talking to a student about sexual matters; and/or hugging or touching a student inappropriately.
C. Writing graffiti that names a student or otherwise identifies a student is potentially slanderous and may constitute sexual harassment. Use of email, the internet, or technology may constitute sexual harassment as much as use of in-person, postal mail, handwritten or other communication.
D. Any of the aforementioned conduct that effectively deprives a student of access to educational opportunities or benefits provided by the school.
Threshold to Meet Title IX Complaint: If the sexual harassment occurs under the following conditions it could meet the definition of a Title IX complaint: (1) The behavior is so severe (for example, a single incident of rape) or it happened so often (for example, numerous harassing insults in the classroom) that the acts would deprive a student of equal access to education, or to an educational activity like being on a team or in the band, AND (2) RISE has authority over the person or people committing the harassing behavior or violence, AND (3) RISE has authority over the environment where the behavior is happening, including where the environment is an event involving RISE students and/or staff occurring at a non-RISE campus location, i.e., a sporting event at the opposition’s location or a neutral location.
Good Cause Delay: A temporary delay of the grievance process or a limited extension of time frames for good cause with written notice to the complainant and the respondent of the delay or extension and the reasons for the action. Good cause may include considerations such as the absence of a party, a party’s advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or accommodation of disabilities.
Presumption of No Responsibility: There shall be a presumption that the respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process. In addition, the District shall not require, allow, rely upon, or otherwise use questions or evidence that constitutes information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege. The District shall not require or seek disclosure of information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege.
II. Reporting Allegations of Sexual Harassment
Reports of sexual harassment may be submitted to any District employee, who then shall immediately notify the Title IX coordinator. Upon receiving a report of sexual harassment from an employee that a student or parent/guardian has reported possible sexual harassment, the Title IX coordinator will promptly contact the complainant to explain the grievance procedure, discuss the availability of supportive measures, and consider the student's wishes with regard to supportive measures.
Formal Complaint Procedure: The following shall be the procedural steps:
A. Formal Complaint: If a complainant desires to proceed with a formal complaint, then, within thirty (30) school days of an alleged violation, the complainant shall submit a written and signed formal complaint to the Title IX coordinator.
B. Supportive Measures: Upon receiving the complaint, the Title IX coordinator shall determine whether supportive measures should be taken pending the initiation and outcome of the investigation. Such interim measures may include, but are not limited to, separating the complainant from the respondent, suspending the implementation of a policy, practice, or procedure, and, in cases involving potential criminal conduct, determining whether law enforcement officials should be notified.
C. Notice of Allegations: Within five (5) school days of receiving the complaint, the Title IX coordinator shall notify the respondent of the formal complaint. If, in the course of an investigation, the District obtains additional information about the respondent or complainant that was not included in the original written notice, notice of the additional allegations must be provided in writing to both parties. The Notice shall include:
- Notice of the formal complaint process;
- Notice of the allegations, including sufficient details to allow the respondent to prepare a response;
- A statement that the respondent is presumed not responsible for the conduct and that responsibility will be determined at the conclusion of the formal complaint process;
- Notice of the parties' right to have an advisor and to inspect and review evidence. The advisor may be, but is not required to be, an attorney. If the advisor is not an attorney, then the parent/guardian shall provide written authorization for the advisor’s participation if the respondent is under the age of 18 years; if the respondent is over the age of 18 years, then the respondent shall provide such authorization.
- Notice of any provision in the student discipline code that prohibits knowingly making false statements or providing false information in the grievance process.
E. Investigation: Upon receipt of the respondent’s response, RISE will designate an investigator to conduct a thorough investigation of allegations. The investigator’s contact information will be provided to both the complainant and the respondent.
- The burden of proof and gathering evidence remains on the District.
- An equal opportunity will be provided to both parties to present witnesses and evidence during the investigation.
- Neither complainant nor respondent will be prohibited from discussing the allegations with the investigator or gathering and presenting evidence to the investigator.
- Both parties will have the opportunity to have others present during interviews or related proceedings. This may include an advisor who may but is not required to be an attorney, provided the required authorization has been submitted to RISE.
- Written notice of the date, time, participants, purpose and location of any investigative interview, hearing, or other meeting shall be provided to the parties and any party who is invited or expected to attend.
- Both parties and their advisors, if any, will be provided an opportunity to review all evidence that is directly related to the allegations in the formal complaint. This would include any evidence on which the District does not intend to rely and any exculpatory or inculpatory evidence from any source. Such evidence must be provided to the parties at least ten (10) school days prior to the completion of the final investigation report in time to give the parties the opportunity to submit a written response to such evidence, which the investigator must consider prior to completing the investigation report.
- A written investigation report will be provided to Title IX decision maker that summarizes the relevant evidence. This report will be provided to the parties and their advisors, if any, for their review and written response at least ten (10) school days before a hearing or determination of responsibility.
G. Determination of Responsibility: A decision maker, who is not the Title IX coordinator nor the investigator, will apply a preponderance of the evidence standard to determine responsibility.
Any employee found to have engaged in sexual harassment of students shall be subject to discipline, including, but not limited to: warning, suspension, administrative leave, or termination subject to applicable procedural and due process requirements.
Any student found to have engaged in sexual harassment of other students, either on school premises or off school premises at school-sponsored activities, shall be subject to discipline, including, but not limited to: warning, suspension, or other appropriate punishment subject to applicable procedural and due process requirements. The school's normal disciplinary procedures will be followed in determining the appropriate consequence for the sexual harassment. In the event the administration recommends suspension as a result of the conduct, due process will be afforded to the student in accordance with the District's suspension procedures.
The decision maker will issue a written determination of responsibility that:
- Identifies the allegations that potentially constitute sexual harassment;
- Describes the District's procedural steps taken from the receipt of the complaint to the determination;
- Includes findings of fact to support the determination;
- Includes conclusions regarding application of the discipline code to the facts;
- Includes a statement of, and rationale for, the result as to each allegation, including a determination of responsibility, any disciplinary sanctions, and any remedies necessary to restore or preserve equal access to the school's educational programs or activities; and
- Includes the procedures and permissible basis for appeals.
- A procedural error that affected the outcome;
- New evidence that was not reasonably available at the time of the determination and could affect the outcome;
- Conflicts of interest on the part of the Title IX coordinator, investigator or decision maker that affected the outcome.
Records will document in each instance that the District's response was not indifferent and that measures were taken to restore or preserve equal access to educational programs or activities. If the school does not offer supportive measures in response to a report, the records should document why the response was not clearly unreasonable under the known circumstance.
I. Recordkeeping: The District will keep records related to reports of alleged sexual harassment for a minimum of seven (7) years. Records maintained will include investigation records, disciplinary sanctions, remedies, appeals, and records of any action taken including supportive measures.
III. Retaliation
The RISE Governance Board prohibits retaliation by the District or any employees of the District against any person for the purpose of interfering with Title IX rights or because the person has participated or refused to participate in any manner in a proceeding under Title IX regulations. Complaints of retaliation will be addressed under the District's complaint process. Charging a person with a discipline violation or code of conduct violation based on a person's knowingly making a materially false statement in bad faith in an investigation is not retaliation.
Mandatory reporting policy
I. Purpose
The purpose of this policy is to ensure that all school district employees understand their legal and ethical obligations to report suspected child abuse or neglect. The district is committed to protecting the safety and well-being of all students and complying with state and federal laws regarding mandated reporting, including the annual teacher attestation requirement as outlined in Oklahoma Statute 70 O.S. § 1210.163 and 10A O.S. § 1-2-101.
II. Definitions
A. Attestation Form
A standardized document that must be signed annually by employees of the school district affirming their awareness and understanding of applicable laws, policies, and professional responsibilities.
B. Mandated Reporter:
Any person with legal obligations to report child abuse or neglect.
III. Policy Statement
It is the policy of RISE STEAM Academy that all employees of the district are required, in accordance with Oklahoma state law, to immediately report any suspected incidents of child abuse or neglect to the appropriate authorities. All certified instructional staff shall sign an annual attestation form at the beginning of each academic year acknowledging their legal responsibility to report suspected child abuse or neglect, as well as their obligation to comply with other applicable state and district mandates.
IV. Reporting Procedures
A. Immediate Action:
Suspected abuse or neglect must be reported immediately to the Oklahoma Department of Human Services (DHS) via the statewide hotline: 1-800-522-3511.
B. Personal Responsibility:
Reports must be made directly by the individual who has knowledge of or suspects
abuse. Reporting to a supervisor does not fulfill the legal obligation.
C. Timeliness:
Reports must be made as soon as possible, ideally within 24 hours of suspicion.
V. Annual Attestation Requirement
A. Teacher Attestations:
All certified educators must sign an attestation form at the beginning of each school year confirming:
1. Their understanding of mandated reporting laws and regulations
2. Their obligation to report directly to DHS
3. Their awareness of the consequences for failure to report
B. Record keeping:
Signed attestations shall be maintained in personnel files and reviewed during
audits or investigations.
C. Attestation: Attachment A
VI. Confidentiality and Protection
A. Confidentiality:
Reports and reporter identities are protected under Oklahoma law.
B. Immunity:
Reporters acting in good faith are immune from civil or criminal liability.
C. No Retaliation:
Retaliation against reporters is prohibited and subject to disciplinary action.
VII. Training
A. Annual Training:
All staff shall receive training on recognizing and reporting abuse and neglect.
B. New Hire Orientation:
Mandated reporting responsibilities shall be included in onboarding.
VIII. Prohibited Actions
A. No Internal Investigations:
School personnel must not investigate suspected abuse or neglect. Doing so may interfere with DHS or law enforcement investigations.
B. No Interference:
Administrators may not prevent or delay any employee from making a report.
IX. Failure to Report
Any failure to report may result in disciplinary action, termination, and legal consequences.
X. Legal Authority
[Approved by the Governance Board on 4/23/2025]
Attachment A
Oklahoma Mandated Reporter Acknowledgment Form
EMPLOYEE ACKNOWLEDGMENT OF DUTY TO REPORT CHILD ABUSE AND NEGLECT(Pursuant to 70 O.S. § 1210.163 and 10A O.S. § 1-2-101)Employee Name:
Position/Title:
School District / Agency:
In accordance with Oklahoma Statutes 70 O.S. § 1210.163 and 10A O.S. § 1-2-101, I understand and acknowledge the following:
1. I am a mandated reporter of suspected child abuse and neglect as defined by Oklahoma law.
2. If I have reason to believe that a child under the age of 18 is a victim of abuse or neglect, I am required by law to immediately report it to the Oklahoma Department of Human Services (DHS) via the statewide abuse hotline: 1-800-522-3511
3. If I have reason to believe that a child the age of 18 or over is a victim of abuse or neglect, I am required by law to immediately report it to local law enforcement.
4. I understand that this reporting requirement is individual and non-delegable. I may not rely on another person or administrator to make the report on my behalf.
5. I am aware that failure to report suspected child abuse or neglect is a misdemeanor and may result in criminal charges.
6. I understand that as a mandated reporter, I am protected from civil and criminal liability if I report in good faith.
7. I have been provided with information regarding the indicators of child abuse and neglect and the procedures for reporting.
8. I acknowledge that this signed statement will be retained in my personnel file for the duration of my employment.
Employee Signature: ______ Date:
Administrator/Witness Signature: Date:
Extracurricular medical emergencies
Any medical emergency that may occur on school property will be dealt with in the most sensitive manner and with the welfare of the individual in mind. Outside emergency treatment will be summoned if necessary, and parents will be notified using the emergency numbers they have provided. Parents are highly encouraged to provide three (3) emergency telephone numbers in case a student becomes ill or has an accident or injury at school or at school events and/or activities, regardless of location. The designated person will provide first aid and attempt to notify a parent as soon as possible. If the school cannot reach a parent in an extreme medical emergency, emergency medical services shall be called. Expenses for the emergency care will be the responsibility of the parent. The district strongly urges all parents to immediately update notification numbers when a change occurs. Parents shall provide, in writing, a list of individuals to contact if they are not available and who are permitted to make medical decisions on behalf of their child.
Parents shall provide the school with all necessary information about their child, including but not limited to notification of any allergy conditions, food or otherwise.
Parents shall provide the school with the proper and legal HIPAA release of medical information documents permitting school personnel to discuss their child’s medical/health issues with necessary parties, including those persons the parent includes on the above-referenced list.
Parents shall provide the school with all necessary information about their child, including but not limited to notification of any allergy conditions, food or otherwise.
Parents shall provide the school with the proper and legal HIPAA release of medical information documents permitting school personnel to discuss their child’s medical/health issues with necessary parties, including those persons the parent includes on the above-referenced list.