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Administrative Procedures

Administrative Procedure 452

Alleged Sexual Abuse of a Student by a Board Employee

Background

Preamble:

 

Wild Rose School Division requires all employees to conduct themselves in a manner which promotes the best interest, protection and well-being of students.

 

An employee who inappropriately exposes or subjects a student to sexual contact, activity, or behavior may be subject to disciplinary action.

 

The Division recognizes that where an employee is accused of sexual abuse of a student that employee is entitled to:  presumption of innocence; the right to have representation; and confidentiality, insofar as it is within the control of the Board.

Procedures

Procedures to be followed when sexual abuse of a student by a staff member is suspected:

 

1.      Upon receipt of an initial concern of alleged sexual abuse, the Associate Superintendent—Central Services shall consult with R.C.M.P. and/or Alberta Child and Family Services Authority to determine an appropriate course of action.

 

2.      If after each consultation with prescribed authorities, no further action is deemed necessary, the Associate Superintendent—Central Services will advise the person who made the report that no further action will be taken.

 

3.      If it is determined that further action is to be taken, the Associate Superintendent--Central Services shall inform the Superintendent who will immediately inform the Board that an allegation of sexual abuse of a student by an employee  has been received and that the procedures outlined in this regulation are being followed.

 

4.      The Associate Superintendent—Central Services shall ensure that the utmost care is taken with respect to the collection of evidence and confidentiality.

 

5.      In the event that the R.C.M.P. file charges of sexual abuse, the criminal investigation shall become the responsibility of the Police Department.

 

6.      Notwithstanding the outcome of a police investigation or charge, Associate Superintendent—Central Services may decide that further internal investigation is necessary and may appoint an investigator.

 

7.      If it is decided that an internal investigation is necessary, the Associate Superintendent—Central Services shall:

 

         a.      Advise the employee(s), in writing, of the nature of the allegations and inform the employee(s) of their rights.

 

         b.      Advise the employee(s) of the investigation.

 

8.      The Associate Superintendent—Central Services shall initiate and supervise the activities of the investigator.

 

9.      The Associate Superintendent—Central Services may apprise the superordinate of relevant information or information that may bear upon the individual’s ability to fulfill his/her responsibilities and in such case the superordinate must be advised of the final disposition of the case.

 

10.     The Associate Superintendent—Central Services shall assure that appropriate support services are set in place for the employee where the allegations of abuse are unfounded.

 

12.     The Associate Superintendent—Central Services shall assure that appropriate support services are set in place for the alleged or real victim and other individuals or groups as each situation warrants.

 

 

Created:                  November 9, 2010

Reviewed:               August, 2011

Next Review By:      August, 2016

References

Legislative References:

 

         School Act Section 44(3)(d), 45(8), 60, 61

 

Board Policy:

 

         Policy 11 Delegation

 

Cross-references:

 

         AP 310 Safe Working Environment

         AP 451 Harassment