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10.1.P.1 Equal Educational Opportunities


To ensure fairness and consistency, the following review procedure is to be used with regard to issues covered by state and federal equal educational opportunity laws.  This grievance procedure applies to complaints alleging discrimination or harassment carried out by employees, other students, or third parties against students based on race, color, national origin, creed, religion, sex, sexual orientation including gender expression or identity, economic status, marital status, pregnancy, previous arrest or incarceration, the presence of any sensory, mental or physical disability or the use of a trained dog guide or service animal by a student with a disability. 

Process for Resolution
Anyone with an allegation of discrimination may request an informal meeting with the compliance officer or designated employee to resolve their concerns. Such a meeting will be at the option of the complainant. If unable to resolve the issue at this meeting, or at any time, the complainant may submit a formal complaint to the compliance officer. 

Compliance  Officer
The Superintendent shall be the compliance officer.  Any person who feels unlawfully discriminated against or to have been the victim of unlawful discrimination by an agent or employee of the District or who knows of such discrimination against another person should file a complaint with the Superintendent.  If the Superintendent is the one alleged to have unlawfully discriminated, the complaint shall be filed with the President of the Board.

Complaint  Procedure
The District is committed to investigating each complaint and to taking appropriate action on all confirmed violations of policy.  The Superintendent shall investigate and document complaints filed pursuant to this procedure as soon as reasonable.  In investigating the complaint, the Superintendent will maintain confidentiality to the extent reasonably possible.  The Superintendent shall also investigate incidents of policy violation that are raised by the Governing Board, even though no complaint has been made.

If after the initial investigation the Superintendent has reason to believe that a violation of policy has occurred, the Superintendent shall determine whether or not to hold an administrative hearing and/or to recommend bringing the matter before the Board.

If the person alleged to have violated policy is a teacher or an administrator, the due process provisions of the District's Policy Section 7.46 shall apply, except that the supervising administrator may be assigned to conduct the hearing.  In cases of serious misconduct, dismissal or suspension proceedings in accordance with A.R.S. 15-539 et seq. may be initiated.

If the person alleged to have violated policy is a support staff employee, the Superintendent may follow due process and impose discipline under Policy Section 7.64 if the evidence so warrants.  The Superintendent also may recommend a suspension without pay, recommend dismissal, or impose other appropriate discipline.

If the person alleged to have violated policy is a student, the Superintendent may impose discipline in accordance with Policy Sections 10.42, 10.44 and 10.45.

If the Superintendent's investigation reveals no reasonable cause to believe policy has been violated, the Superintendent shall so inform the complaining party in writing.