4118.11/4218.11 NON-DISCRIMINATION

Protected Class Discrimination Prohibited: 

The Newtown Board of Education (the “Board”) will not make employment decisions  (including decisions related to hiring, assignment, compensation, promotion, demotion,  disciplinary action and termination) on the basis of race, color, religion, age, sex,  marital status, sexual orientation, national origin, alienage, ancestry, disability,  pregnancy, genetic information, veteran status, gender identity or expression, status as  a victim of domestic violence, or any other basis prohibited by state or federal law  (“Protected Class”), except in the case of a bona fide occupational qualification. 

It is the policy of the Board that any form of discrimination or harassment on the basis  of an individual’s actual or perceived membership in a Protected Class, whether by  students, Board employees, Board members or third parties subject to the control of the  Board, is prohibited in the Newtown Public Schools (the “District”). The Board’s  prohibition of discrimination or harassment in its educational programs or activities  expressly extends to academic, nonacademic and extracurricular activities, including athletics. 

Discrimination on the Basis of Erased Criminal History Prohibited: 

The Board will not discriminate against any employee or applicant for employment  solely on the basis of the individual’s erased criminal history record information, as  defined in Conn. Gen. Stat. § 46a-80a. 

Retaliation Prohibited: 

The Board prohibits reprisal or retaliation against any individual who reports incidents in  good faith that may be a violation of this policy, or who participates in the investigation  of such reports. 

Discrimination on the Basis of Protected Class Association Prohibited: 

Discrimination and/or harassment against any individual on the basis of that  individual’s association with someone in a Protected Class may also be considered a  form of Protected Class discrimination and/or harassment, and is therefore prohibited  by this policy. 

Scope and Applicability:

 Students, Board employees, Board members and community members (e.g., other  individuals affiliated with the District, accessing or seeking access to District facilities)  are expected to adhere to a standard of conduct that is respectful of the rights of all  members of the school community. 

Definitions:  

The following definitions apply for purposes of this policy: 

A. Discrimination 

It is illegal for employers to treat employees differently in relation to hiring,  discharging, compensating, or providing the terms, conditions, and privileges of  employment because of such employee’s actual or perceived membership in a Protected  Class. 

B. Harassment 

Harassment is a form of Protected Class discrimination that is prohibited by law  and by this policy. Harassment is unwelcome conduct that is based on an employee’s  actual or perceived membership in a Protected Class. Harassment constitutes unlawful  discrimination when 1) enduring the offensive conduct becomes a condition of  continued employment, or 2) the conduct is severe or pervasive enough to create a  work environment that a reasonable person would consider intimidating, hostile, or  abusive. 

The following non-exhaustive list provides examples of the types of prohibited  conduct that may be considered Protected Class harassment that can lead to an  intimidating, hostile, or abusive environment, and are therefore prohibited by this  policy: 

• objectively offensive racial, ethnic, or religious epithets (or epithets commonly  associated with any Protected Class membership, including but not limited to  epithets relating to sex, sexual orientation, and/or gender identity or  expression); 
• other words or phrases commonly considered demeaning or degrading on the  basis of Protected Class membership; 
• display of images or symbols commonly associated with discrimination against  individuals on the basis of their membership in a Protected Class; 
• graphic, written or electronic communications that are harmful or humiliating  based on Protected Class membership; 
• bigoted conduct or communications; or 
• physical, written, electronic or verbal threats based on Protected Class  membership. 

Harassment does not have to involve intent to harm, be directed toward a specific  person, or involve repeated incidents. 

Sexual harassment is a form of harassment that is prohibited by law and Board Policy  4118.112/4218.112, Policy Regarding Prohibition of Sex Discrimination, Including Sex Based Harassment. For more information regarding harassment based on sex, sexual  orientation, pregnancy, or gender identity or expression, contact the District’s Title IX  Coordinator at: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

C. Genetic information

The information about genes, gene products, or inherited characteristics that may derive  from an individual or a family member. “Genetic information” may also include an  individual’s family medical history, the results of an individual’s or family member’s  genetic tests, the fact that an individual or an individual’s family member sought or  received genetic services, and genetic information of a fetus carried by an individual or  an individual’s family member or an embryo lawfully held by an individual or family  member receiving assistive reproductive services. 

D. Veteran 

A veteran is any person honorably discharged from, released under honorable  conditions from or released with an other than honorable discharge based on a  qualifying condition from active service in the United States Army, Navy, Marine  Corps, Coast Guard, Air Force, and Space Force and any reserve component thereof,  including the Connecticut National Guard. “Qualifying condition” means (i) a  diagnosis of post-traumatic stress disorder or traumatic brain injury made by an  individual licensed to provide health care services at a United States Department of  Veterans Affairs facility, (ii) an experience of military sexual trauma disclosed to an  individual licensed to provide health care services at a United States Department of  Veterans Affairs facility, or (iii) a determination that sexual orientation, gender  identity, or gender expression was more likely than not the primary reason for an other  than honorable discharge, as determined in accordance with Conn. Gen. Stat. §§ 27- 103(c),(d). 

E. Gender identity or expression 

Gender identity or expression refers to a person's gender-related identity,  appearance or behavior, whether or not that gender-related identity, appearance or  behavior is different from that traditionally associated with the person's physiology or  assigned sex at birth, which gender-related identity can be shown by providing evidence  including, but not limited to, medical history, care or treatment of the gender-related  identity, consistent and uniform assertion of the gender-related identity or any other evidence that the gender-related identity is sincerely held, part of a person's core  identity or not being asserted for an improper purpose.

F. Sexual orientation 

Sexual orientation refers to a person’s identity in relation to the gender or  genders to which they are romantically, emotionally or sexually attracted, inclusive of  any identity that a person (i) may have previously expressed, or (ii) is perceived by  another person to hold. 

G. Race 

The term race is inclusive of ethnic traits historically associated with race,  including but not limited to, hair texture and protective hairstyles. “Protective  hairstyles” includes, but is not limited to, wigs, headwraps and hairstyles such as  individual braids, cornrows, locs, twists, Bantu knots, afros and afro puffs. 

H. Domestic violence 

The term domestic violence means (1) a continuous threat of present physical  pain or physical injury against a family or household member, as defined in Conn. Gen.  Stat. § 46b-38a; (2) stalking, including but not limited to, stalking as described in  Conn. Gen. Stat. § 53a-181d, of such family or household member; (3) a pattern of  threatening, including but not limited to, a pattern of threatening as described in Conn.  Gen. Stat. § 53a-62, of such family or household member or a third party that  intimidates such family or household member; or (4) coercive control of such family or  household member, which is a pattern of behavior that in purpose or effect  unreasonably interferes with a person's free will and personal liberty. “Coercive  control” includes, but is not limited to, unreasonably engaging in any of the following:  (a) isolating the family or household member from friends, relatives or other sources of  support; (b) depriving the family or household member of basic necessities; (c)  controlling, regulating or monitoring the family or household member's movements,  communications, daily behavior, finances, economic resources or access to services; (d)  compelling the family or household member by force, threat or intimidation, including,  but not limited to, threats based on actual or suspected immigration status, to (i) engage  in conduct from which such family or household member has a right to abstain, or (ii)  abstain from conduct that such family or household member has a right to pursue; (e)  committing or threatening to commit cruelty to animals that intimidates the family or  household member; or (f) forced sex acts, or threats of a sexual nature, including, but  not limited to, threatened acts of sexual conduct, threats based on a person's sexuality  or threats to release sexual images. 

Reporting to District Officials: 

It is the policy of the Board to provide for the prompt and equitable resolution  of complaints alleging Protected Class discrimination or harassment. The District will  investigate both formal and informal complaints of discrimination, harassment or  retaliation.

Any employee who believes they or another employee has experienced Protected  Class discrimination or harassment or an act of retaliation or reprisal in violation of this  policy should report such concern in writing to the Director of Pupil Services in  accordance with the Board’s complaint procedures included in the Board’s  Administrative Regulations Regarding Non-Discrimination/Personnel, which  accompany this policy and are available online at www.newtown.k12.ct.us under Board  of Education, Board Policies, or upon request from the main office of any District  school. 

Employees are encouraged to report incidents of alleged Protected Class  discrimination, harassment, or retaliation immediately. 

If a complaint involves allegations of discrimination or harassment based on sex,  sexual orientation, pregnancy, or gender identity or expression, such complaints will be  handled in accordance with the procedures set forth in Board Policy  4118.112/4218.112, Policy Regarding Prohibition of Sex Discrimination, Including  Sex-Based Harassment. 

If a complaint involves allegations of discrimination or harassment based on  disability, such complaints will be addressed in accordance with the procedures set  forth in Board Policy 4118.14/4218/14, Policy and Administrative Regulations  Regarding Employees and Section 504 of the Rehabilitation Act of 1973 and Title II of  the Americans with Disability Act of 1990. 

In the event conduct reported as Protected Class discrimination and/or  harassment allegedly violates more than one policy, the Board will coordinate any  investigation in compliance with the applicable policies. 

Mandatory Staff Reporting for Student Incidents:  

Board employees are required to report incidents of alleged student-to-student  and employee-to-student discrimination, harassment or retaliation that may be based on  a Protected Class when Board employees witness such incidents or when Board  employees receive reports or information about such incidents, whether such incidents  are verbal or physical or amount to discrimination, harassment or retaliation in other  forms. Reports should be made to any District administrator or to:

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Remedial Action:

If the District makes a finding of discrimination, harassment or retaliation, the  District will take remedial action designed to: 

A. eliminate the discriminatory/harassing/retaliatory conduct, 

B. prevent its recurrence, and 

C. address its effects on the complainant and any other affected individuals. 

Examples of appropriate action may include, but are not limited to: 

A. In the case of a student respondent, interventions for the individual who engaged  in the discrimination/harassment may include, but are not limited to, discipline  (including but not limited to suspension and/or expulsion), educational  interventions, exclusion from extra-curricular activities and/or sports programs,  and/or referral to appropriate state or local agencies; 

B. In the case of an employee respondent, interventions for the individual who  engaged in the discrimination/harassment may include, but are not limited to,  supervisor notification, discipline (including possible termination of  employment), training, and/or referral to appropriate state or local agencies; 

C. In the case of respondent who is otherwise associated with the school  community, interventions for the individual who engaged in the 

discrimination/harassment may include, but are not limited to, exclusion from  school property and/or activities and/or referral to appropriate state or local  agencies; 

D. Follow-up inquiries with the complainant and witnesses to ensure that the  discriminatory/harassing conduct has stopped and that they have not experienced  any retaliation; 

E. Supports for the complainant; and 

F. Training or other interventions for the larger school community designed to  ensure that students, staff, parents, Board members and other individuals within  the school community understand the types of behavior that constitute  discrimination/harassment, that the District does not tolerate it, and how to  report it. 

Reporting to State and Federal Agencies:  

In addition to reporting to the Board, any employee also may file a complaint  with the following agencies: 

Office for Civil Rights, U.S. Department of Education (“OCR”): 

Office for Civil Rights, Boston Office 

U.S. Department of Education 

8th Floor 

5 Post Office Square 

Boston, MA 02109- 3921 

(617-289-0111) 

http://www2.ed.gov/about/offices/list/ocr/docs/howto.html

Equal Employment Opportunity Commission: 

Equal Employment Opportunity Commission, Boston Area Office John F. Kennedy Federal Building 

475 Government Center 

Boston, MA 02203 

(800-669-4000) 

Connecticut Commission on Human Rights and Opportunities: 

Connecticut Commission on Human Rights and Opportunities 

450 Columbus Blvd. 

Hartford, CT 06103-1835 

(860-541-3400 or Connecticut Toll Free Number 1-800-477-5737)

Questions/Requests for Accommodation:  

Any employee who: 

1. has questions or concerns about this policy or its accompanying regulations;

2. wishes to request or discuss accommodations based on religion; OR 

3. would like a copy the Board’s complaint procedures or complaint forms  related to claims of discrimination or harassment should contact the following District official: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Any employee who has questions or concerns about the Board’s policies regarding  discrimination on the basis of gender/sex/sexual orientation/pregnancy/gender identity  or expression applicable to employees should contact the

District’s Title IX  Coordinator: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Any employee who:

1. has specific questions or concerns about the Board’s policies regarding  discrimination on the basis of disability applicable to employees; OR

2. wishes to request an accommodation on the basis of disability 

should contact the District’s Section 504/ADA Coordinator: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Legal References: 



Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d et seq. Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq. Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681 et seq. Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq. Americans with Disabilities Act, 42 U.S.C. § 12101 

Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794 

Title II of the Genetic Information Nondiscrimination Act of 2008,  Pub.L.110-233, 42 U.S.C. § 2000ff; 29 CFR 1635.1 et seq. 

Connecticut General Statutes § 1-1n, “Gender Identity or Expression”  defined 

Connecticut General Statutes § 10-153, Discrimination on the basis of  sex, gender or expression or marital status prohibited 

Connecticut General Statutes § 27-103 

Connecticut General Statutes § 31-51i 

Connecticut General Statutes § 46a-51, Definitions 

Connecticut General Statutes § 46a-58, Deprivation of rights 

Connecticut Fair Employment Practices Act, Connecticut General  Statutes § 46a-60 

Connecticut General Statutes § 46a-80a 

Connecticut General Statutes § 46a-81c, Sexual orientation 

discrimination: Employment 

Connecticut General Statutes § 46b-1, Family relations matters and  domestic violence defined 

Public Act No. 23-145, “An Act Revising the State’s Antidiscrimination  Statutes” 

Adopted: November 19, 2024 NEWTOWN PUBLIC SCHOOLS  Newtown, Connecticut

Series 4000 4118.11 R Personnel 4218.11 R 

ADMINISTRATIVE REGULATIONS REGARDING DISCRIMINATION  COMPLAINTS (PERSONNEL) 

Protected Class Discrimination Prohibited: 

The Newtown Board of Education (the “Board”) will not make employment decisions  (including decisions related to hiring, assignment, compensation, promotion, demotion,  disciplinary action and termination) on the basis of race, color, religion, age, sex,  marital status, sexual orientation, national origin, alienage, ancestry, disability,  pregnancy, genetic information, veteran status, gender identity or expression, status as  a victim of domestic violence, or any other basis prohibited by state or federal law  (“Protected Class”), except in the case of a bona fide occupational qualification.

It is the policy of the Board that any form of discrimination or harassment on the basis  of an individual’s actual or perceived membership in a Protected Class, whether by  students, Board employees, Board members or third parties subject to the control of the  Board, is prohibited in the Newtown Public Schools (the “District”). Students, Board  employees, Board members and third parties are expected to adhere to a standard of  conduct that is respectful of the rights of all members of the school community. 

Discrimination on the Basis of Erased Criminal History Prohibited: 

The Board will not discriminate against any employee or applicant for employment  solely on the basis of the individual’s erased criminal history record information, as  defined in Conn. Gen. Stat. § 46a-80a. 

Retaliation Prohibited: 

The Board prohibits reprisal or retaliation against any individual who reports incidents in  good faith that may be a violation of this policy, or who participates in the investigation  of such reports. 

The District will not tolerate any reprisals or retaliation that occur as a result of the  good faith reporting of charges of Protected Class discrimination or harassment. Any  such reprisals or retaliation may result in disciplinary action against the retaliator, and  other corrective actions as appropriate. 

Discrimination on the Basis of Protected Class Association Prohibited: 

Discrimination and/or harassment against any individual on the basis of that  individual’s association with someone in a Protected Class may also be considered a  form of Protected Class discrimination and/or harassment. 

Scope and Applicability:

Students, Board employees, Board members and community members (e.g., other  individuals affiliated with the District, accessing or seeking access to District facilities)  are expected to adhere to a standard of conduct that is respectful of the rights of all  members of the school community. 

The following non-exhaustive list provides examples of the types of prohibited conduct  that may be considered Protected Class harassment that can lead to a hostile  environment, and are therefore prohibited: 

• objectively offensive racial, ethnic, or religious epithets (or epithets commonly  associated with any Protected Class membership, including but not limited to  epithets relating to sex, sexual orientation, and/or gender identity or  expression); 
• other words or phrases commonly considered demeaning or degrading on the  basis of Protected Class membership; 
• display of images or symbols commonly associated with discrimination against  individuals on the basis of their membership in a Protected Class; 
• graphic, written or electronic communications that are harmful or humiliating  based on Protected Class membership; 
• bigoted conduct or communications; OR 
• physical, written, electronic or verbal threats based on Protected Class  membership. 

Harassment does not have to involve intent to harm, be directed toward a specific  person, or involve repeated incidents. 

Reporting to District Officials: 

It is the policy of the Board to provide for the prompt and equitable resolution of  complaints alleging Protected Class discrimination or harassment. The District will  investigate both formal and informal complaints of discrimination, harassment or  retaliation. 

Employees are encouraged to report incidents of alleged Protected Class discrimination,  harassment, or retaliation immediately. 

Any employee who believes they or another employee has experienced Protected Class  discrimination or harassment or an act of retaliation or reprisal in violation of Board  policy should report such concern in writing to the Director of Pupil Services in  accordance with the Board’s complaint procedures included in these Administrative  Regulations Regarding Non-Discrimination/Personnel. 

If a complaint involves allegations of discrimination or harassment based on sex, sexual  orientation, pregnancy, or gender identity or expression, such complaints will be  handled in accordance with the procedures set forth in Board Policy 4118.112/4218.112, Policy Regarding Prohibition of Sex Discrimination, Including  Sex-Based Harassment. 

If a complaint involves allegations of discrimination or harassment based on disability,  such complaints will be addressed in accordance with the procedures set forth in Board  Policy 4118.14/4218.14, Policy and Administrative Regulations Regarding Employees  and Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with 

Disabilities Act of 1990. 

In the event conduct reported as Protected Class discrimination and/or harassment  allegedly violates more than one policy, the Board will coordinate any investigation in  compliance with the applicable policies. 

Mandatory Staff Reporting for Student Incidents:  

Board employees are required to report incidents of alleged student-to-student and  employee-to-student discrimination, harassment or retaliation that may be based on a  Protected Class when Board employees witness such incidents or when Board  employees receive reports or information about such incidents, whether such incidents  are verbal or physical or amount to discrimination, harassment or retaliation in other  forms. Reports should be made to any District administrator or to: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Complaint Procedure: 

Preferably, complaints should be filed within thirty (30) calendar days of the alleged  occurrence. Timely reporting of complaints facilitates the investigation and resolution  of such complaints. The District will investigate such complaints promptly and  equitably, and will take corrective action when allegations are verified. 

As soon as an individual feels that they, or another employee has been subjected to  Protected Class discrimination or harassment, the individual should make a written  complaint to the Superintendent or designee. 

The individual who is alleged to have experienced Protected Class  discrimination/harassment (the “complainant”) and any individual accused of Protected  Class discrimination/harassment (the “respondent”) (if applicable) will be provided a  copy of the Board’s policy and regulation and made aware of the individual’s rights  under this policy and regulation. In the event the Superintendent or designee receives a  complaint alleging discrimination or harassment based on sex, sexual orientation,  pregnancy, or gender identity or expression, the Superintendent or designee shall  follow the procedures identified in Board Policy 4118.112/4218.112, Policy Regarding  Prohibition of Sex Discrimination, Including Sex-Based Harassment. In the event the  Superintendent or designee receives a complaint alleging discrimination or harassment  based on disability, the Superintendent or designee shall follow the procedures Page 11 of 18 

identified in Board Policy 4118.14/4218.14, Policy and Administrative Regulations  Regarding Employees and Section 504 of the Rehabilitation Act of 1973 and Title II of  the Americans with Disabilities Act of 1990.

The complaint should state the: 

A. Name of the complainant, 

B. Date of the complaint, 

C. Date(s) of the alleged harassment/discrimination, 

D. Name(s) of the harasser(s) or discriminator(s), 

E. Location where such harassment/discrimination occurred, 

F. Names of any witness(es) to the harassment/discrimination, 

G. Detailed statement of the circumstances constituting the alleged  harassment/discrimination; and 

H. Proposed remedy. 

Any individual who makes an oral complaint of discrimination or harassment of an  employee will be provided a copy of this regulation and will be requested to make a  written complaint pursuant to the above procedure. If an individual is unable to make a  written complaint, the employee receiving the oral complaint will either reduce the  complaint to writing, assist the individual with completing the written complaint form  or request that a District administrator assist the individual. 

All complaints received by employees are to be forwarded immediately to the  Superintendent or designee. Upon receipt of a complaint alleging discrimination or  harassment of an employee under this complaint procedure, the Superintendent shall  promptly investigate the complaint, or designate a District administrator or other  trained individual to do so. 

During the course of the investigation, the investigator shall interview or consult with  all individuals reasonably believed to have relevant information, including the  complainant, the reporter (if different from the complainant), the respondent, and any  witnesses to the conduct. Complaints will be investigated promptly within the  timeframes identified below. Timeframes may be extended as needed given the  complexity of the investigation, availability of individuals with relevant information  and/or other extenuating circumstances. Confidentiality will be maintained by all  persons involved in the investigation to the extent possible, to the extent consistent with  due process, as determined by the investigator. 

Upon receipt of a written complaint of discrimination or harassment of an employee,  the investigator should:

1. Offer to meet with the complainant and respondent (if applicable) within ten  (10) business days (provided that such timeframe may be reasonably extended  based on the availability of necessary witnesses and/or participants, the  complexity of the investigation, and/or other extenuating circumstances) to  discuss the nature of the complaint, discuss the availability of interim  measures, identify individuals the complainant or respondent believes has  relevant information, and obtain any relevant documents the complainant or  respondent may have; 

2. Provide the complainant and respondent (if applicable) with a copy of the  Board’s non-discrimination policy and accompanying regulations; 

3. Conduct an investigation that is adequate, reliable, and impartial. Investigate  the factual basis of the complaint, including, as applicable, conducting  interviews with the parties to the complaint and any relevant witnesses or  other individuals deemed relevant to the complaint; 

4. Review any records, notes, statements, or other documents relevant to the  complaint; 

5. Maintain confidentiality to the extent practicable throughout the investigative  process, in accordance with state and federal law; 

6. Complete a final investigation report that includes: (i) a findings of fact based  on the evidence gathered; (ii) for each allegation, the conclusion(s) and  reasoning(s) as to whether the discrimination or harassment occurred; and (iii)  for any individual(s) found to have engaged in discrimination or harassment, a  broad statement of consequences imposed (to the extent permitted by state and  federal confidentiality requirements) (e.g., “Consequences were imposed.”). 

7. Communicate the outcome of the investigation in writing to the complainant  and respondent (if any) (to the extent permitted by state and federal  confidentiality requirements), within thirty (30) business days (provided that  such timeframe may be reasonably extended based on the availability of  necessary witnesses and/or participants, the complexity of the investigation,  and/or other extenuating circumstances) from the date the complaint was  received by the Superintendent’s office. The complainant and respondent (if  any) shall be notified of such extension. The written notice shall include a  finding whether the complaint was substantiated and if so, shall identify, to  the extent possible, how the District will remedy the discrimination or  harassment, adhering to the requirements of state and federal law; 

8. If a complaint is made during summer recess, the complaint will be reviewed  and addressed as quickly as possible given the availability of employees  and/or other individuals who may have information relevant to the complaint.  If fixed timeframes cannot be met, the complainant and respondent (if any)  will receive notice and interim measures may be implemented as necessary;

9. Whenever allegations are verified, ensure that appropriate corrective action is  taken (including, but not limited to, disciplinary action) aimed at preventing  the recurrence of the discrimination or harassment. Corrective action should  include steps designed to avoid continuing discrimination or harassment; 

10. After receiving the written notice of the outcome, parties shall have ten (10)  school days to submit a formal written statement of appeal, if they so choose,  to the Superintendent challenging the outcome of the investigation and  explaining the basis for appeal. Upon receipt of an appeal, the Superintendent  shall appoint a decisionmaker(s) for the appeal, who may be the 

Superintendent or designee. The decisionmaker(s) for the appeal will provide  the appealing party’s written statement to the non-appealing party. The non appealing party will then have ten (10) school days to submit to the decision maker(s) for the appeal a written statement in support of, or challenging, the  outcome of the investigation. The decisionmaker(s) for the appeal shall  review the evidence and the information presented by the parties and  determine if further action and/or investigation is warranted. Such action may  include consultation with the investigator(s) and the parties, a meeting with  appropriate individuals to attempt to resolve the complaint, or a decision  affirming or overruling the written outcome. Generally, a party’s disagreement with the outcome of the investigation, alone, will not be basis  for further action. The decisionmaker(s) for the appeal will attempt to issue  written notice of the outcome of the appeal to the parties within thirty (30)  school days of receipt of all written statements from the parties. 

Complaint Procedure for Superintendent/Board Members Complaints: 

Any District administrator or Board member who receives a complaint of  discrimination, harassment or retaliation of any employee by a Board Member or by the  Superintendent shall forward the complaint promptly to the Director of Pupil Services.  Complaints pertaining to the Superintendent or Board of Education members will be  forwarded to the Chair of the Board of Education. Complaints pertaining to the Board  Chair will be forwarded to the Board Vice Chair. In all cases, the individual receiving  the complaint shall take appropriate steps to cause the matter to be investigated in a  manner consistent with the procedures described above. 

If a complainant or a respondent is not satisfied with the findings and conclusions of an  investigation in which the Superintendent or a member of the Board is the respondent,  within (30) calendar days of receiving the findings such party may present the  complaint and written outcome to the Board Chair (or, if initially presented by the  Board Chair, the Board Vice Chair), who will take appropriate steps to cause the matter  to be reviewed in a manner consistent with the Board’s non-discrimination policy and  regulation. Such steps may include retention of an investigator different from the  investigator who investigated the complaint. 

Remedial Action: 

If the District makes a finding of discrimination, harassment or retaliation of an  employee, the District will take remedial action designed to: 

A. eliminate the discriminatory/harassing/retaliatory conduct, 

B. prevent its recurrence, and 

C. address its effects on the complainant and any other affected individuals. 

Examples of appropriate action may include, but are not limited to: 

A. In the case of a student respondent, interventions for the individual who engaged  in the discrimination/harassment may include, but are not limited to, discipline  (including but not limited to suspension and/or expulsion), educational  interventions, exclusion from extra-curricular activities and/or sports programs,  and/or referral to appropriate state or local agencies; 

B. In the case of an employee respondent, interventions for the individual who  engaged in the discrimination/harassment may include, but are not limited to,  supervisor notification, discipline (including possible termination of  employment), training, and/or referral to appropriate state or local agencies; 

C. In the case of respondent who is otherwise associated with the school  community, interventions for the individual who engaged in the 

discrimination/harassment may include, but are not limited to, exclusion from  school property and/or activities and/or referral to appropriate state or local  agencies; 

D. Follow-up inquiries with the complainant and witnesses to ensure that the  discriminatory/harassing conduct has stopped and that they have not experienced  any retaliation; 

E. Supports for the complainant; and 

F. Training or other interventions for the larger school community designed to  ensure that students, staff, parents, Board members and other individuals within  the school community understand the types of behavior that constitute  discrimination/harassment, that the District does not tolerate it, and how to  report it. 

Staff Development: 

The District will periodically provide staff development for District administrators and  periodically distribute the Board’s Non-Discrimination policies and the implementing  administrative regulations to staff and students in an effort to maintain an environment  free of discrimination and harassment. 

Reporting to State and Federal Agencies:  

In addition to reporting to the Board, any employee also may file a complaint with the  following agencies: 

Office for Civil Rights, U.S. Department of Education (“OCR”): 

Office for Civil Rights, Boston Office 

U.S. Department of Education 

8th Floor 

5 Post Office Square

Boston, MA 02109- 3921 

(617-289-0111) 

http://www2.ed.gov/about/offices/list/ocr/docs/howto.html

Equal Employment Opportunity Commission: 

Equal Employment Opportunity Commission, Boston Area Office John F. Kennedy Federal Building 

475 Government Center 

Boston, MA 02203 

(800-669-4000) 

Connecticut Commission on Human Rights and Opportunities: 

Connecticut Commission on Human Rights and Opportunities 

450 Columbus Blvd. 

Hartford, CT 06103-1835 

(860-541-3400 or Connecticut Toll Free Number 1-800-477-5737)

Questions/Requests for Accommodation:  

Any employee who: 

1. has questions or concerns about this policy or its accompanying regulations;

2. wishes to request or discuss accommodations based on religion; OR 

3. would like a copy the Board’s complaint procedures or complaint forms  related to claims of discrimination or harassment should contact the following District official: 

Deborah Mailloux-Petersen

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us

Any employee who has questions or concerns about the Board’s policies regarding  discrimination on the basis of gender/sex/sexual orientation/pregnancy/gender identity  or expression applicable to employees should contact the

District’s Title IX  Coordinator: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628

e-mail: petersend@newtown.k12.ct.us

Any employee who: 

1. has specific questions or concerns about the Board’s policies regarding  discrimination on the basis of disability applicable to employees; OR 2. wishes to request an accommodation on the basis of disability  should contact the

District’s Section 504/ADA Coordinator: 

Deborah Mailloux-Petersen 

Director of Pupil Services 

Newtown Public Schools 

3 Primrose Street 

Newtown, CT 06470 

Phone: (203) 426 7628 

e-mail: petersend@newtown.k12.ct.us 

Administrative Regulations Adopted: November 19, 2024

***SEE PDF FOR FORM