CODE OF CONDUCT, BULLYING, HARASSMENT, DISCIPLINE of... · bullying/harassment policy and in-service training as needed. The Archdiocese of San Antonio (Policy *3302) defines bullying

St. Matthew Catholic School, San Antonio, Texas

2016-2017 Student- Parent Handbook

CODE OF CONDUCT, BULLYING, HARASSMENT,

DISCIPLINE

CODE OF CONDUCT, BULLYING, HARASSMENT Harassment-free environment for students

Student Code of Conduct

Parent rights and responsibilities

Teacher rights and responsibilities

Chart/sample areas of potential harassment St. Matthew Catholic School - a rubric for possible consequences of

bullying behaviors o Electronic behavior

Discipline Referral Form

Report form: BULLYING, HARASSMENT OR INTIMIDATION FORM

SPECIFIC STEPS TO BE TAKEN after the filing of a BULLYING,

HARASSMENT OR INTIMIDATION FORM.

Grievance Policy



CODE OF CONDUCT

Harassment-Free Environment for Students

St Matthew Catholic School does not condone harassment of any kind including bullying in any

of its forms. All students are to be treated with dignity and respect. Harassment in any form is

prohibited and will be immediately addressed. This prohibition against all acts of harassment

applies to all people engaged in all school related activities: all students; all school administrators

and teachers, regular or temporary, part-time or full-time employees; volunteers, itinerant

instructors, and consultants. All staff members will receive an annual review of the

bullying/harassment policy and in-service training as needed.

The Archdiocese of San Antonio (Policy *3302) defines bullying and harassment as follows:

Bullying means engaging in written or verbal expression, expression through electronic

means, or physical conduct that occurs within or outside of school property, at a school-

sponsored or school-related activity, or in a vehicle operated by the school or the

Archdiocese of San Antonio and that:

1. Has the effect or will have the effect of physically harming a student, damaging a student’s

property, or placing a student in reasonable fear of harm to the student’s property; or

2. Is sufficiently severe, persistent, and pervasive enough that the action or threat creates an

intimidating, threatening, or abusive educational environment for a student.

This conduct is considered bullying if it:

1. Exploits an imbalance of power between the student perpetrator and the student victim

through written or verbal expression or physical conduct; and

2. Interferes with a student’s education and substantially disrupts the operation of a school.

Harassment is defined as physical, verbal, or nonverbal conduct based on the student’s race,

color, religion, gender, national origin, disability, or any other basis prohibited by law that is

so severe, persistent, or pervasive that the conduct:

1. Affects a student’s ability to participate in or benefit from an educational program or

activity, or creates an intimidating, threatening, hostile, or offensive educational

environment;

2. Has the purpose or effect of substantially or unreasonably interfering with the student’s

academic performance; or

3. Otherwise adversely affects the student’s educational opportunities.



Student Code of Conduct



PARENT RIGHTS AND RESPONSIBILITIES

Parents Rights

To be given a copy of the Harassment Policy.

To contact teachers or administration with questions regarding the policy.

To expect that their child will be taught in a safe and respectful classroom.

To be contacted when their child is receiving discipline under this policy

Parents Responsibilities

Review St Matthew’s “Cardinal” Rules and Student Code of Conduct with their child on

a regular basis

Inform administration of events that affect their child’s wellbeing

Teach child socially acceptable standards of behavior

Teach child to be responsible for their actions.

Teach child to express their concerns that affect their well-being to appropriate school

personnel

To support the school in sustaining a welcoming, caring and safe environment.

TEACHER RIGHTS AND RESPONSIBILITIES

Teacher Rights

To be treated with respect by parents and students

To be able to teach without disruption from students

Teacher Responsibilities

Communicate classroom expectations/consequences to parents and students

Demonstrate respect and care for students

Contact parents when students fail to meet expectations with regards to any school policy

Follow the St Matthew Catholic School harassment discipline policy

Examples

Harassment can be experienced in many forms.

The chart on the following pages is intended as a sample of areas of potential harassment

and is not all inclusive)



Type Direct Indirect

Physical

Hitting, slapping

Kicking

Pushing

Spitting, biting

Pinching, scratching

Throwing things at people

Inappropriate touching

Getting another person to harm

someone

Verbal Mean and hurtful name calling

Hurtful teasing

Demanding money or

possessions

Obscene language

Spreading nasty rumors

Trying to get other students to

dislike another student

Social intimidation Threatening gestures

Obscene gestures

Racist or sexist remarks

Deliberate exclusion from a

group or activity

Removing, hiding and/or

damaging another’s property

Cyber (email, texting, phone,

internet messaging, electronic media

and other internet mediums)

i.e. You Tube, Facebook,

Snapchat, Instagram

Mean, belittling and hurtful

name calling

Threatening and/or obscene

language

Offensive images

Repeated unwanted messages

Spreading nasty rumors

Trying to get other students to

dislike another student

Using another student’s

password or phone to

communicate obscene language

Consequences for Bullying or other acts of Harassment

St. Matthew Catholic School staff and administrators shall implement the school’s Discipline

Policy when administering disciplinary action for reported bullying and harassment behavior or

actions. The following factors will be taken into consideration when determining appropriate

consequences: age, development, degree of harm, surrounding circumstances, nature and severity

of the behavior, incidences of past or continuing patterns of behavior, relationship between

involved parties, and the context in which the alleged incident has occurred.

ST. MATTHEW CATHOLIC SCHOOL

A RUBRIC FOR POSSIBLE CONSEQUENCES OF BULLYING BEHAVIORS

The administration retains absolute discretion to punish students on a case-by-case basis in

conformity with the nature and degree of particularized conduct

B BULLY

BEHAVIOR

CODE

BEHAVIOR BEHAVIOR FIRST

INCIDENT BEHAVIOR

SECOND INCIDENT BEHAVIOR

THIRD INCIDENT

A

RIDICULE

Called names, made fun

of, spread rumors about,

told lies or teased about

looks or clothes

-Conference with Student

-Bullying Contract

discussion

-Loss of Privileges

- Parent contact

- Conference with counselor

- DN (Disciplinary Notice)

sent home

- LD (Lunch detention

detention)/ASD (After

school detention)


-Bullying Contract Issued

-Parent/Guardian Contacted

- Multiple LD/ASD

- Conference with Counselor

-Student/Parent Conference

-Multiple ASDs

- ISS/OSS (In School

Suspension/ Out of School

Suspension)

-Behavior Contract Issued *

-Counselor meetings

required

- Meeting with a member

St. Matthew clergy

B

EXCLUSION

Shunning, gave dirty

looks , spread rumors

about a student

-Conference with student

-Bullying Contract

discussion

-Loss of privileges

- Parent contact


- DN sent home

- LD or ASD





- Multiple LDs/ASDs



-Multiple ASDs

- ISS/OSS

-Behavior Contract Issued*

-Counselor meetings

required

-Meeting with a member

St. Matthew clergy

C

PHYSICAL

CONTACT

Offensive Physical

Contact (Hit, kicked,

pushed, shoved around,

spit at)


-Bullying Contract

discussion

-Loss of privileges

-Conference with Counselor

-Parent contact

- Multiple LDs or ASDs

- ISS/OSS





- Multiple LDs/ASDs

- ISS and /or OSS


-Multiple ASDs

- ISS/ OSS


-Counselor meetings

required

- Meeting with a member

St. Matthew clergy

D

OFFENSES

AGAINST

PROPERTY

Stole another student’s

money, damaged or

destroyed personal

property


-Bullying Contract

discussion

-Loss of privileges


-Parent contact

-Restitution for the loss

- LD or ASD

- ISS/OSS



-Parent/Guardian contacted


-Restitution for the loss

- Multiple LDs/ASDs

- ISS and /or OSS


-Multiple ASDs

- ISS/OSS


-Counselor meetings

required

-Restitution for loss


St. Matthew clergy

E

THREATS

Forced another student

to do something he/she

did not want to do or

threatening the person to

maintain silence


-Bullying Contract

discussion

-Loss of privileges


-Parent contact

- LD or ASD

- ISS/OSS





-Detention

- ISS and /or OSS


-Multiple ASDs

- ISS/OSS


-Counselor meetings

required


of St. Matthew clergy

F

DISCRIMINATION/

BIAS

Called names, harassed

or made comments about

(or actions) toward

another student because

of their race, religion,

ethnicity, disability,

sexual orientation or

family


-Bullying Contract

discussion

-Loss of privileges


-Parent contact

- LD and/or ASD

- ISS and/or OSS





-Detention

- ISS and /or OSS


-Multiple ASDs

- ISS/OSS


-Counselor meetings

required

-Restitution for loss


of St. Matthew clergy

G

HUMILIATION

Humiliated publically

through words or

actions, Internet, cell

phone or electronic

communication, or

posting slander in public

places


-Bullying Contract

discussion

-Loss of privileges


-Parent contact

- LD and/or ASD

- ISS and/or OSS





-Detention

-ISS and /or OSS


-Multiple ASDs

- ISS/OSS


-Counselor meetings

required

-Meeting with a member of

St. Matthew clergy

DN - Disciplinary Notice ISS – In-school suspension

LD - Lunch detention OSS – Out-of-school suspension

ASD – After school detention

*Behavior contracts may include specific mandates such as required outside

counseling and monitoring through the school counselor and/or administration.



EXPULSION

EXPULSION CAN/WILL OCCUR BASED ON THE SEVERITY OF THE ACT OR

BEHAVIOR AND IS NOT LIMITED TO ANY NUMBERED INCIDENT OR

INFRACTION.

RETALIATION

RETALIATION AGAINST SOMEONE WHO REPORTS A BULLYING/HARASSMENT

INCIDENT IS CONSIDERED A SERIOUS OFFENSE AND WILL BE DEALT WITH IN

THE SAME FASHION AS A BULLYING/HARASSMENT INCIDENT.

ELECTRONIC BEHAVIOR: Any of the behaviors listed above that are communicated

through and/or distributed electronically are subject to the same consequences as described

above.

BYSTANDER: Since bystander support of harassment or bullying can support bullying

behaviors, St Matthew Catholic School prohibits both active and passive support for acts of

harassment or bullying.

The staff will encourage students to support students who walk away from these acts when they

see them, constructively attempt to stop them, or report them to the designated authority.

DISCIPLINE REFERRAL FORM

The following form will be used to document all reported incidents of student on student

bullying. The Administration will assist students in the lower grades by filling out the report.





SPECIFIC STEPS TO BE TAKEN

If reported by student being harassed

1. School employee is to prevent the continuation of alleged harassment by separating both

parties while not discriminating against either party.

2. School employee receiving notification of alleged harassment is to note time, location,

potential witnesses, offending party and provide information to Principal or his/her

designee as soon as possible after the alleged harassment occurred. Principal or his/her

designee is to complete the harassment complaint form (and begin the investigation.

3. Upon completion of the investigation, the Principal or his/her designee will implement

appropriate disciplinary action which could consist of a warning to the offending student,

suspension, or ultimately expulsion.

4. The principal will be responsible for notifying the parents of both parties when

appropriate.

5. The Principal or his/her designee will follow up with the affected student to reassure

them that harassment will not be tolerated, let them know that disciplinary action was

taken when appropriate (will not share specific disciplinary action), and let them know

that they will be following up to make sure that the harassment has stopped.

6. The Principal or his/her designee will follow up with the affected student no longer than

2 weeks from the incident to ensure that there has not been a reoccurrence of the

harassment.

7. The Principal or his/her designee will be responsible for documenting all communication

and disciplinary actions in the students record within RenWeb.

If reported by Parent, faculty member, employee, or other witness to the alleged

harassment.

1. The individual reporting the event will be provided a short form to be filled out which

will detail the alleged harassment, witnesses, time and location of the event.

2. The Principal or his/her designee will review the report and log it as received.

3. The Principal or his/her designee will be responsible for conducting the investigation and

will utilize both internal and external resources where appropriate.

4. The principal will bear sole responsibility for determining punishment which could

include a verbal warning, suspension, or expulsion if a repeat offender or if the offense is

warranted to be of a serious enough nature.

5. The Principal or his/her designee will be responsible for notifying parents of the

investigation and disciplinary action taken (specific punishment information will not be

provided to individuals without a legal right to know).



6. Upon completion of setting punishment the principal or his/her designee will notify the

person who filled out the original complaint that the issue has been closed. Due to

confidentiality rules, the principal can not release the actual punishment information.

7. The issue will be recorded in the student’s conduct record within RenWeb

GRIEVANCE PROCEDURES

All disciplinary actions/decisions that do not result in student expulsion will be resolved at

the local school level. Neither the local grievance council nor the Archdiocesan

Council of Conciliation will hear these matters.

St. Matthew Catholic School provides an opportunity for individuals to be heard in redress of a

policy, regulation or decision that is perceived to inflict hardship on an individual or group.

Student complaints will be presented by the students in the presence of their parents/guardians.

The primary aim of the St. Matthew Catholic School complaint procedure is to establish and

publish the procedure to be followed and to provide fair notice and hearing of the matter.

Complaints may be heard from individuals, parents and parent organizations.

Complaint Resolution Process for Non-Disciplinary Issues

In conjunction with the local grievance policies, this complaint process is for non-

disciplinary issues. No complaint is to be acted upon until the following process has been

exhausted:

1. Any complaint about a teacher, employee or student must be addressed to the School

Administration first.

2. After hearing such complaint, the School Administrator will contact the party to whom

the complaint is lodged.

3. The School Administrator will schedule appropriate time to listen to the person to whom

the complaint is directed against.

4. Parents have the right and obligation to be present if their son/daughter is part of the

complaint.

5. Once both parties have had a chance to share their particular points of view, on the issue

at hand, both parties will be brought together by the School Administrator who will share,

with those involved, what was heard, discovered and judged to be the major issue or

concern which brought the initial complaint.

6. The School Administrator offers a proposed solution to the complaint.

7. The hope is this process finds a resolution on common ground.

8. If the solution is acceptable to the parties involved, implementation is to take place.



9. Written copies of the solution are to be given to all parties, including the Pastor or his

delegate.

10. This is to be done within 14 days of complaint being addressed.

If the proposed solution is not acceptable:

1. A committee of three members from the School Council will be appointed by the

President of the School Council to review the situation and complaint.

2. This is to be done within a 7-day period.

3. If the proposed solution seems appropriate, the School Council committee will re-affirm

such.

4. If needed, the School Council committee can also offer an alternative solution to the

issue.

If a solution is still not found:

1. The complaint will come before the Pastor, or his delegate, who will decide upon the

complaint and what solutions are to be implemented.

2. This is to be accomplished within a 10-day period.

Thus, if the process comes to the Pastor, the resolution will take place within a month’s time

from the initial date of complaint.

Complaint against the Principal

The following procedures must be followed for filing and investigating a harassment claim:

1. The person may first choose to tell the individual causing the harassment that the conduct

is offensive and must stop. If the objectionable behavior does not cease immediately, the

person must report the harassment to the Principal. In the case of sexual harassment

allegations, the person is free to raise the issue with another administrator if he/she

prefers to do so.

2. As soon as the verbal report has been given, the pastor or authorized agent must report

the incident to the parent (if applicable) and superintendent.

3. The person alleging harassment must file a formal, written complaint. The claim against

the principal will be investigated thoroughly by the pastor or authorized agent involving

only the necessary parties. Confidentiality will be maintained as much as possible.

4. The investigation will include a meeting with the principal, sharing with him/her the

nature of the allegations as well as the name of the person bringing the allegation.

5. Once the facts of the case have been gathered, the pastor or authorized agent, in

consultation with the superintendent, will decide what, if any, disciplinary action is

warranted. The disciplinary action will relate to the nature, context and seriousness of the

harassment and can include all disciplinary actions up to and including immediate

termination.



Complaint against Anyone Other Than the Principal

The following procedures must be followed for filing and investigating a harassment claim:

1. The person may first choose to tell the individual causing the harassment that the conduct

is offensive and must stop. If the objectionable behavior does not cease immediately, the

person must report the harassment to the principal. In the case of sexual harassment

allegations, the person is free to raise the issue with another administrator if he/she

prefers to do so.

2. As soon as the verbal report has been given, the principal must report the incident to the

parent (if applicable) and superintendent;

3. The person alleging harassment must file a formal, written complaint. The claim will be

investigated thoroughly by the principal, involving only the necessary parties.

Confidentiality will be maintained as much as possible.

4. The investigation will include a meeting with the principal and the person alleged to have

harassed, sharing with that person the nature of the allegations as well as the name of the

person bringing the allegation.

5. Once the facts of the case have been gathered, the principal, in consultation with the

pastor and superintendent, will decide what, if any, disciplinary actions are warranted.

The disciplinary action will relate to the nature, context and seriousness of the harassment

and can include all disciplinary actions up to and including expulsion.

6. If the complaint is against a non-employee such as a parent, parishioner, volunteer or

vendor, the school will take steps, within its power, to investigate and eliminate the

problem.

Formal Grievance Procedures

Prior to the initiation of a formal grievance parents who seek redress for their expelled child must

first confer directly with the principal (“conference”) for resolution of the situation.

If there is not a satisfactory resolution of the complaint, the following are steps in the formal

grievance procedure:

1. A written statement of the complaint, including a brief summary of the initial conference,

must be prepared and filed with the school council secretary within (3) school days of the

conference, or decision resulting there from, whichever is later. The date and time of

filing will be recorded on the original of the complaint.

2. The school council secretary will, within 24 hours of filing, inform and forward the

grievance to the Local Grievance Council ("LGC"), who will review the grievance

proceedings. If it deems necessary, the LGC may hear further statements, evidence or



arguments within (7) school days of its receipt of the grievance. The LGC will render a

decision within (10) school days of its receipt of the grievance.

3. If the aggrieved party is still not satisfied with the decision of the Grievance Council, an

appeal may be made to the pastor within three (3) school days of the decision of the

Grievance Council. The pastor/authorized agent will review all documentation of the

grievance procedure and set a date for hearing the grievance with all parties of the initial

grievance in attendance. This meeting will take place within seven (7) school days of the

pastor’s receipt of such an appeal. The pastor will then render his decision within five (5)

school days.

4. If the aggrieved party remains unsatisfied with the decision of the pastor, the avenue of

further appeal would be the Archdiocesan Council of Conciliation. Such an appeal must

be sent in writing within five (5) school days of the pastor’s decision.

Pending outcome of the formal grievance, only the principal or pastor/authorized agent may,

with or without condition, abate the expulsion or the termination.

Local Grievance Council – Composition

1. The local Grievance Council shall be composed of three members appointed by the local

School Council.

2. Individuals appointed to this Council should be people of integrity with some expertise in

education, human relations and conflict management, if possible.

3. One member may be a present or former School Council member. The other two

members should have no direct relationship to the school.

4. The appointment to the local Grievance Council is for one year and is renewable.

Local Grievance Council - Duties and Process

1. Both parties to the grievance will prepare a complete written statement of the nature of

the grievance and the remedies sought. The Council will review these statements and the

procedures followed and decide if additional steps need to be taken or if it will uphold the

decision of the principal.

2. If the decision of the council is to uphold the principal’s decision, then the process moves

to No. 8.

3. If the decision of the council is such that it feels that additional discussion of the situation

needs to take place, it will call a meeting of both parties to the grievance.



4. Each party to the grievance may be accompanied by one other individual who is not an

attorney and who will act as observer/advisor. This individual is not to directly address

the Grievance Council.

5. Both parties will appear before the Grievance Council together and make an oral

presentation of the written statements presented to the council. The aggrieved party will

make the first presentation. At no time is there to be cross-examination or direct

discussion between parties to the grievance.

6. After both presentations have been completed, the Council will enter into closed session

to consider the oral and written presentations.

7. The Council may recall, together, both parties to the grievance for clarification of points

that may have been raised in either of the written or oral statements.

8. The Grievance Council will render its decision in writing according to the prescribed

grievance procedure.

Documents

CODE OF CONDUCT, BULLYING, HARASSMENT, DISCIPLINE of... · bullying/harassment policy and in-service training as needed. The Archdiocese of San Antonio (Policy *3302) defines bullying