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Students Using Wheelchairs’) • OT/PT Staff Will Assist with Loading of Wheelchair Students Onto Vans Parked in Front of Building Orientation Policy Highlights September 2018 Dress Code Professional dress is expected of all faculty during the school day. Those engaged in such activity as physical education, art, or industrial arts obviously may modify their dress appropriately to more fully or safely conduct specific classes. Examples of attire NOT acceptable: • Jeans (except on Jeans Days or Summer Session) • Tank tops • Shorts (except during the summer session) • Flip flops or other beach shoes • Sweat pants • Bare midriffs • T-shirts with suggestive or inappropriate messages It is important to remember that each of us, regardless of our role, serves as a role model for our students. Additionally, dress code restrictions are in place for both your safety and the safety of our students. Staff who fail to meet dress code standards may be asked to change their attire. Anti-Harassment Policy Cotting School is committed to providing a workplace and educational environment that is free of sexual harassment as well as harassment based on factors such as race, color, age, sex, sexual orientation, national origin, religion, marital status, disability, pregnancy, veteran status or any other characteristic protected by applicable law. The School strongly disapproves of and will not tolerate harassment of employees by any other employee, including managers, supervisors or co-workers. The School will also attempt to protect employees from harassment by non-employees in the workplace. Discriminatory harassment, including sexual harassment, will not be tolerated by Cotting School. This policy applies to all harassment occurring in the work environment, whether on Cotting’s campus or in any Cotting School-related setting, and applies regardless of the gender of the individuals involved. Prohibited Behavior Harassment includes any unwelcome, verbal, physical or visual conduct that (1) creates an intimidating, offensive, or hostile work environment; (2) unreasonably interferes with the education of any student or an individual’s work performance; or (3) otherwise adversely affects an individual’s Cotting School Orientation Policy Highlights September 2018 1 employment opportunities. Harassing conduct includes, but is not limited to, the following: slurs, negative stereotyping, ethnic jokes, written or graphic material displaying offensive objects, or threatening, intimidating or hostile acts that denigrate or show hostility or aversion toward any individual or group because of race, color, age sex, sexual orientation, national origin, religion, marital status, disability, pregnancy, veteran status or medical condition. Sexual harassment includes unwelcome sexual conduct that creates a hostile, offensive or intimidating work or educational environment. Accordingly, no one, whether a supervisor or not, may engage in or use offensive flirtation, advances, propositions, gestures, unwanted touching, offensive sounds, verbal abuse, “kidding” or degrading words of a sexual nature to describe an individual or display or distribute sexually suggestive objects or pictures in the workplace. Threats or demands to submit to sexual requests as a condition of continued employment or to avoid the loss of benefit or offer of employment benefits in return for sexual favors are likewise not permitted. An employee who engages in harassing behavior is subject to disciplinary action, up to and including termination of employment. Retaliation It is also unlawful to retaliate against an employee for making or filing a complaint of sexual harassment or for cooperating in an investigation of a complaint of sexual harassment. Any such retaliation will also result in disciplinary action, up to and including termination of employment. Procedures for Reporting, Investigation and Resolution If an employee or student believes that he/she has been subjected to sexual harassment, whether by a supervisor, coworker, teacher, student or any other person with whom the employee or student comes in contact in connection with the Cotting School, the individual should report the incident to management personnel with whom he/she feels comfortable so that appropriate action can be taken, including the Executive Director at his administrative office in Krebs Hall (ext. 120), the Chief Operating Officer in her administrative office in Krebs Hall (ext.126), the Chief Academic Officer in the Student Services Office (ext. 168), the Special Education Coordinator in the Special Education Office (ext. 142) or the Chief Financial Officer in his administrative office in Krebs Hall. (ext. 122) Confidentiality will be respected to the extent practical. Some disclosure may be necessary in the conduct of any adequate investigation. Any necessary investigation will be conducted sensitively and carefully as such inquiry implicates the rights of the individual against whom the sexual harassment charge is directed, as well as the rights of the complainant. Process for Investigation and Resolution If the School receives a complaint or becomes aware of a sexual harassment situation in the workplace, procedures to be followed include: 1. Investigate the matter promptly and thoroughly. 2. Take action to end any unlawful harassment. 3. Take steps to prevent the misconduct from recurring. 4. Take appropriate disciplinary action. It is recognized that peoples’ perspectives of situations differ and that a single incident or isolated instances do not create a hostile environment. However, the School desires that all its employees Cotting School Orientation Policy Highlights September 2018 2 treat each other with respect at all times and believes that as we do this, unwelcome and/or unacceptable behavior can be avoided. An employee who believes that he or she has been subject to sexual harassment may also contact the United States Equal Employment Opportunity Commission at One Congress Street, 10th floor, Room 1001, Boston, MA 02114 or the Massachusetts Commission Against Discrimination at One Ashburton Place, Boston, MA 02108. Harassing Behavior Involving Students It is also extremely important that all employees exercise utmost caution in their treatment and activities involving students. Any sexual involvement with students is prohibited. Being alone with students in informal situations, careless and inappropriate actions including touching, improper dress and objectionable conversation should be avoided. Generally a staff member should not be alone with a student, allow full body or other unnecessary physical contact with a student, engage in out-of- school contact with a student, or use any suggestive, profane or vulgar language at any time. This is an important and sensitive matter and everyone’s full cooperation is required. Runaway Each incident involving a runaway may be unique. Common sense, therefore, may be a large factor in determining the most immediate circumstances. Cotting School generally defines a runaway student as one who leaves the building or grounds without permission and is unable to be located. If a student leaves the building without authorization but his/her whereabouts are known, a staff member will remain in “visual contact” and the student is encouraged to return to the school. If a student leaves the school building without permission or if the student refuses to return to the school, the following steps will be taken, as applicable: • the CAO or her designee will be immediately notified by the staff involved, of the student’s absence; • an immediate search of the building, grounds and nearby streets will be conducted; • the CAO/designee will designate staff to conduct the search; • staff conducting the search will bring with them, a cell phone or walkie talkie; • within ten (10) minutes the Lexington Police will be notified of the runaway. The police will be given a complete description of the student, as well as any other information pertinent to the search; • immediately following the notification to the police, the student’s parents/guardian will be contacted; • The DESE/school district will be notified immediately using the designated Form 2, followed by a written report within twenty four (24) hours; • Immediately upon return of the student, the parents/guardian, police and DESE/school district will be advised; • An Incident Report and Form 2 will be written and copies forwarded to DESE/school district and the parents/guardian; Cotting School Orientation Policy Highlights September 2018 3 Cotting School staff may, depending on the severity of the circumstances, request an emergency Team meeting to determine if Cotting School continues to be an appropriate placement for the student. All direct care staff receives training pertaining to the Student Runaway Policy and student specific protocol. Reporting Requirements for Suspected Child Abuse/Neglect Purpose To ensure that all interactions with individuals and treatments provided occur with respect, dignity and free of all harm, mistreatment, neglect and/or abuse. The following policy applies to all staff at Cotting School, including consultants, volunteers and interns. All staff members are mandated by law to report any suspected incidents of child abuse or neglect. This includes alleged abuse or neglect of a student by a non-staff member third party, as well as any alleged abuse or neglect by a staff member, consultant, volunteer or intern. Abuse, mistreatment and/or neglect of individuals receiving service are strictly prohibited. All staff and persons in any way employed or providing care or service are expected to refrain from such behavior
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