Lewisburg Area School District Policies	Printable version
906 Public Complaints 906. PUBLIC COMPLAINTS The Board recognizes that any resident or community group of the Lewisburg Area School District has the right to present a request, suggestion or complaint concerning District personnel, the program or the operations of the District. However, at the same time, the Board has a duty to protect its staff from unwarranted, spiteful or negative criticism and complaints. It is the intent of this policy to provide a fair and impartial manner for making such requests, suggestions and/or complaints. Any misunderstandings between the public and the District shall be resolved by direct discussions of the informal type among/between the interested parties. It is only when such informal meetings fail to resolve the differences that more formal procedures, as outlined below, will be employed. In the event that a problem or complaint remains unresolved the Board shall make the final determination. All personnel issues shall be addressed in executive session. Any staff member that receives a complaint regarding another staff member shall direct the complainant to the procedures outlined in this policy. The following procedure should be followed when seeking a resolution to a problem or in addressing a complaint. Each situation will be reviewed and handled accordingly by the involved administrators and resolved in the most appropriate and fair manner possible. Matters Regarding a Teaching Staff Member First Level (Informal) A matter specifically directed toward a teaching staff member should be addressed, initially, to the concerned staff member who shall discuss it with the complainant and make every effort to provide a reasoned explanation or take appropriate action within his/her authority. As appropriate, the staff member shall report the matter and whatever action may have been taken to the building principal. If the complainant is unwilling or unable to address the matter directly with the staff member concerned, then the grievance will move to the second level. Second Level If the matter cannot be satisfactorily resolved at the first level: 1. The complainant shall discuss it with the building principal/immediate supervisor who shall seek additional information before facilitating resolution of the complaint. 2. When appropriate, the respondent shall be promptly notified of the complaint. 3. The Principal has the discretion to bring parties together to attempt to settle the dispute. Third Level If the complainant is not satisfied with the solution at the second level, the Superintendent shall, at the request of the complainant, schedule a conference with the parties concerned. The Superintendent may assign a designee to act on his/her behalf. Prior to that conference, the principal shall furnish to the Superintendent a report which shall include: 1. The specific nature of the complaint and a brief statement of the facts giving rise to it and the adverse effects of it. 2. The action that the complainant wishes taken and the reason why the complainant believes such action is warranted. The complainant shall be advised in writing of the Superintendent’s decision within ten (10) working days. The Superintendent’s decision may be appealed to the Board in writing within fifteen (15) working days of the complainant’s receipt of the Superintendent’s decision. Fourth Level Should the Superintendent still not resolve the matter to the satisfaction of the complainant, or if it is beyond the Superintendent’s authority and requires Board action, the Superintendent shall furnish the Board with a complete report. The Board, after reviewing all information relating to the case, may at its discretion grant a hearing before the Board. Any hearing regarding personnel shall be held in executive session. Within thirty (30) days of the Board’s receipt of the complaint from the Superintendent, the Board will notify the complainant in writing if a hearing will be granted. In the event a hearing is held, the complainant shall be advised, in writing, of the Board’s decision, no more than ten (10) working days following a hearing. The decision of the Board is final. Matters Regarding an Administrative Staff Member Except the Superintendent In the case of a complaint directed toward an administrative staff member, the general procedure specified in Matters Regarding a Teaching Staff Member shall be followed. The complaint shall be discussed, initially, with the person toward whom it is directed and if a satisfactory resolution is not achieved at this level, the matter shall be brought, as required, to higher levels in accordance with the organization chart of the District, terminating with the School Board. Matters Regarding the Superintendent If the Board receives a complaint about the Superintendent, the Board President and/or solicitor shall present it to the Board in executive session if an initial informal meeting does not resolve the issue. The complainant may address the complaint to the Superintendent in executive session and resolution of the complaint or problem will be sought in a mutually acceptable manner. With the advice of the solicitor and after an investigation, if it is warranted, the Board in writing to the complainant shall provide a resolution to the complaint or problem within fourteen (14) working days. Matters Regarding a Non-instructional Staff Member (including coaches and advisors) In the case of a complaint directed toward a non-instructional staff member the same general procedure in Matters Regarding a Teaching Staff Member is to be followed. If the staff member and immediate supervisor are unable to resolve the issue, the matter is then brought, as required, to higher levels in accordance with the organizational chart of the District in the manner prescribed in Matters Regarding a Teaching Staff Member. Matters Regarding a Program, Operation or Instructional Materials A request, suggestion, or complaint, relating to a matter of District or School Board policy, procedure, program, operation or instructional materials, should be addressed, initially, to the building principal, then brought, in turn, to higher levels of authority in the manner prescribed in Matters Regarding a Teaching Staff Member. Matters Regarding Pupil Progress and Well-Being In the case of a complaint directed toward this area, the general procedures specified in Matters Regarding a Teaching Staff Member shall be followed.