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Feedback and Complaints

Any student or employee who believes that s/he has been subject to harassment or discrimination by any other student, employee or third party shall report such complaint as soon as possible after the alleged incident occurs to allow the District to effectively and promptly investigate and resolve the complaint, as appropriate. The District prohibits harassment and discrimination on the basis of race, sex, gender, national origin, sexual orientation, age and disability. In order to assist with the investigation, complainant, witnesses and/or others with knowledge and information should document the harassment promptly, providing as much information or detail as possible, including (but not limited to):

  1. Name, address and phone number of complainant.
  2. Name and/or description of alleged offender(s) (if name is unknown)
  3. The specific nature of the alleged harassment, including complainant’s explanation of why s/he believes such conduct constitutes harassment.
  4. A detailed account of any actions and/or dialogue which may have occurred, including information related to frequency of conduct, date(s), time(s), location(s) and the complainant’s actions and responses during the incident(s).
  5. Names of witnesses or persons who may have knowledge of the incident, including anyone with whom the complainant may have discussed the incident (and if reported, to whom, when and how).
  6. Any written material, documents, or other evidence related to the incident.
  7. Identify the remedy being sought, or request for actions to be taken.

An investigation will begin no later than three business days following the receipt of the complaint. If the complaint is made against the District’s designated compliance officer or investigator, an alternate investigator shall be appointed. To the extent possible, complaints and all related discussions and investigation will be disclosed only on a “need to know” basis in order to effectively investigate the complaint and/or as required by law or court order. A written record of the investigation and action(s) taken will be maintained, subject to confidentiality and privacy laws. All individuals involved in the investigation (including complainant, witnesses and alleged harasser) will be directed to refrain from discussing the investigation. The investigation will proceed promptly, and shall be completed within a 30 business days, though some complex investigations may require case-by-case exceptions to this timeline.  In the event of an investigation which takes longer than 30 business days, the compliance officer or investigator shall issue an investigation update on or by 30 business days, which shall include an estimated date of completion of the investigation. In the course of the investigation, there shall be an equal opportunity to present witnesses and evidence.

Retaliation for filing, conducting, or participating in the investigation of a harassment complaint is expressly prohibited. Any retaliatory action(s) should be immediately reported, so that appropriate measures may be taken, as necessary, including discipline. At the conclusion of the investigation, a report of findings and recommended actions will be shared with the Superintendent, and other appropriate administrators (as necessary). In the event that harassment or discrimination is found, the District shall take all reasonable steps to prevent further harassment or discrimination, and to correct the correct its discriminatory effects on the complainant and others, if appropriate. The complainant (and the alleged harasser) will be advised of the findings reached by the investigator, as well as their appeal rights. An appeal of the decision of the investigator may be made within 30 days’ of the issuance of the findings to the Superintendent of Schools.  The Superintendent of Schools shall issue a written determination on the appeal within 15 business days. Records related to an investigation of harassment will be maintained in confidentiality, and retained consistent with legal retention requirements.

Equal Employment Opportunity and Non-Discrimination in Education and Employment Policy

The Fort Plain CSD does not discriminate on the basis of sex, race, color, national origin, disability, or age in employment or in providing student access to educational program, courses and activities.  The District provides equal access to the Boy Scouts of America and other designated youth groups.

This policy in compliance with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and the Age Discrimination Act of 1975.

Any alleged grievances should be reported to the appropriate compliance officer:

  • Superintendent – David W. Ziskin
    25 High Street
    Fort Plain, NY 13339
    518-993-4000 ext. #1000
  • Title IX coordinator – Katrina Canallatos
    Katrina.canallatos@fortplain.org
    25 High Street
    Fort Plain, NY 13339
    518-993-4000 ext. #1000

Inquiries may be referred to the Office for Civil Rights, 32 Old Slip, 26th Floor, New York, NY 10005, 646-428-3800, ocr.newyork@ed.gov.