Prescott Unified School District is an Equal Opportunity employer and educational institution.  The District does not discriminate on the basis of race, color, religion/religious beliefs, gender, sex, age, national origin, sexual orientation, creed, citizenship status, marital status, political beliefs/affiliation, disability, home language, family, social or cultural background in its programs or activities. 

AVISO ANUAL SOBRE DISCRIMINACIÓN
El Distrito Escolar Unificado Amphitheater es una institución educativa y un empleador que ofrece igualdad de oportunidades en sus prácticas de contratación y empleo. En sus programas o actividades el Distrito no discrimina en base a raza, color, nacionalidad, orientación sexual, edad, religión/creencias religiosas, género, credo, estatus de ciudadanía, situación conyugal, creencias/afiliación política, lenguaje del hogar, discapacidad, familia, antecedentes sociales o culturales. 

Please utilize the Uniform Complaint process according to Prescott Unified School District’s Board Policy 1312.3 and accompanying Administrative Regulation for all discrimination complaints, including Title IX concerns.

How to file a complaint:

Utilize the Uniform Complaint Form
Send or deliver to the office of Mardi Read, Title IX Coordinator, (928) 445-5400 or 
mardi.read@prescottschools.com

Reports should be filed within a reasonable time frame of when the incident occurred.  

Prescott Unified School District will not be deliberately indifferent to report of sexual harassment. 

Mandatory obligations include offering supportive measures to complainant that must be 

• Non-punitive 
• Non-disciplinary 
• Not unreasonably burdensome on either party 

GOAL: Provide both parties with equal access to their education, protect safety, and defer sexual harassment.

No action can be considered "disciplinary" against a respondent at this stage. 

Investigation of Complaint

Within 10 business days after the compliance officer receives the complaint, the compliance officer shall begin an investigation into the complaint.

Within one business day of initiating the investigation, the investigating officer shall provide the complainant and/or his/her representative with the opportunity to present the information contained in the complaint to the compliance officer and shall notify the complainant and/or his/her representative of the opportunity to present the investigating officer with any evidence, or information leading to evidence, to support the allegations in the complaint. Such evidence or information may be presented at any time during the investigation.

In conducting the investigation, the investigating officer shall collect all available documents and review all available records, notes, or statements related to the complaint, including any additional evidence or information received from the parties during the course of the investigation. She shall individually interview all available witnesses with information pertinent to the complaint, and may visit any reasonably accessible location where the relevant actions are alleged to have taken place. To investigate a complaint alleging retaliation or unlawful discrimination (such as discriminatory harassment, intimidation, or bullying), the investigating officer shall interview the alleged victim(s), any alleged offenders, and other relevant witnesses privately, separately, and in a confidential manner. As necessary, additional staff or legal counsel may conduct or support the investigation.

A complainant's refusal to provide the district's investigator with documents or other evidence related to the allegations in the complaint, failure or refusal to cooperate in the investigation, or engagement in any other obstruction of the investigation may result in the dismissal of the complaint because of a lack of evidence to support the allegation.
(5 CCR 4631)

In accordance with law, the district shall provide the investigator with access to records and other information related to the allegation in the complaint and shall not in any way obstruct the investigation. Failure or refusal of the district to cooperate in the investigation may result in a finding based on evidence collected that a violation has occurred and in the imposition of a remedy in favor of the complainant. (5 CCR 4631)

The investigating officer shall apply a "preponderance of the evidence" standard in determining the veracity of the factual allegations in a complaint. This standard is met if the allegation is more likely to be true than not.

An appeal process for dismissal of a formal complaint or a finding of policy violation must be in place. 

Policy must allow for appeal if: 

• Procedural irregularity that affected the outcome of the matter. 
• Newly discovered evidence that could affect the outcome. 
• Title IX personnel had a conflict of interest or bias that affected the outcome. 

• Fair,  equitable, without basis or conflict of interest and not reliant upon stereotypes 
• Advisors for the parties are permitted 
• Separate decision-makers in process (i.e., investigator, seperate from the ultimate decision maker) 
• Standard of evidence- preponderance of evidence or clear and convincing 
• Burden on the school to gather evidence 
• Share all information with parties 
• Hearings for adjudication of policy violations are required 
• Final report issued and parties advised of outcomes 
• Appeal allowed for both parties 

https://tinyurl.com/FormJB-E (students) 

https://tinyurl.com/FormGBA-E (employees) 

https://tinyurl.com/FormAC-E (community)