discuss their feelings of loss and their memories of the victim , both good and bad without penalty .
7 . All school personnel shall be especially alert to signs of contemplated suicide among the victim ’ s peers .
8 . Teaching staff members , under the direction of the Principal , shall attempt to prevent social contagion by : a . Preventing glorification or romanticization of the suicide b . Helping pupils recognize the suicide is irreversible and permanent and does not truly resolve problems . c . Encouraging pupils to ask probing questions when a fellow pupil suggests suicide and to report such suggestions to a teaching staff member , and d . Discussing ways of handling depression and anxiety without resort to self-destruction .
9 . Pupils who were close to the victim , and their parent ( s ) or legal guardian ( s ), shall be offered special counseling services and notified of available community mental health services .
Policy R 5350 Issued : March 14 , 2012 Revised : December 11 , 2013
INVESTIGATIONS , GENERALLY Upon receiving a report , the school principal or assistant principal will confer with the student who has allegedly been harassed as soon as is reasonably possible , but in no event more than two ( 2 ) school days from receiving the report , in order to obtain a clear understanding of the basis of the complaint and to discuss what action the student is seeking . In certain situations , the District may request that District counsel or an outside consultant participate in the investigation .
At the initial meeting with the student , the school principal , assistant principal , or other assigned investigator , will explain the avenues for informal and formal action and provide a description of the grievance procedure . The investigator will also explain that whether or not the student files a formal grievance or otherwise requests action , the district will take steps to terminate the harassment and to prevent recurring harassment or retaliation against anyone who makes a harassment report or participates in an investigation . The investigator will also explain to the student that any request for confidentiality will be honored to the extent reasonably possible , so long as doing so does not preclude the school from responding effectively to the harassment and preventing future harassment . A complaint of harassment may involve matters that are distressing or personal and which the student may find difficult to discuss in detail . The investigator will therefore conduct the meeting ( s ) with the utmost sensitivity . A written record of the meeting ( s ) will be made , which may be presented as evidence at any subsequent disciplinary hearing .
Following the initial meeting with the student and any other persons with relevant information , the investigator will meet with the alleged harasser in order to obtain a response to the allegation . The investigator will complete the investigation within ten ( 10 ) school days of the initial meeting with the student , unless such time is extended by the Superintendent / designee . Within five ( 5 ) school days of completing the investigation , the investigator will determine whether the matter should proceed formally or informally . On the basis of the administrative investigation , and if the student requests that the matter be resolved in an informal manner and the investigator agrees that the matter is suitable for such resolution , the building administration may attempt to resolve the matter informally through conciliation .
If the person requests a formal grievance process , the investigator will transfer the record to the Affirmative Action Officer for formal resolution within seven ( 7 ) school days of completing the investigation , and notify the parties .
After reviewing the record made by the investigator , the Affirmative Action Officer and / or the Superintendent ’ s designee may consider additional information / evidence necessary to determine the need for consequences and other action to resolve the case . Within ten ( 10 ) school days of receiving the record , the grievance officer will determine any sanctions or other actions deemed appropriate , including recommendations to the Board for disciplinary or other action .
Whether or not a formal grievance was filed , the district will take all steps necessary to end the harassment , to prevent harassment from recurring , and to prevent retaliation against anyone who reports harassment or participates in a harassment investigation .
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