• PSO

  • FREEDOM FROM DISCRIMINATION / HARASSMENT 

    District Policy DIA and FFH

    Ana "Annie" Anderson, Equal Opportunity Manager

    The Professional Standards Office (PSO) investigates alligations of employee misconduct and allegations of discrimination, harassment, and retaliation.  Dallas ISD Board Policy DIA (LOCAL) prohibits discrimination, including harassment, against any employee.  


    Reporting Employee Misconduct

    The employee may report the alleged acts of discrimination/ harassment to one of the District representatives:

    • Title IX Coordinator
    • Title VII Equal Opportunity Compliance Representative
    • Americans with Disabilities Act Representative
    • Section 504 Coordinator

    An employee who believes that he or she has experienced misconduct as defined by DIA(LOCAL) or believes that another employee has experienced misconduct should immediately report the alleged acts. The employee may report the alleged acts to his or her supervisor, to the designated District representative at District Representatives, or to one of the District's resources as outlined in DH(REGULATION)


    Initial Assessment

    Upon receipt or notice of a report, the District official shall determine whether the allegations would constitute misconduct as defined by this policy. If the allegations have DIA implications, the District official shall immediately refer to the District's investigative unit. A criminal and administrative investigation regarding the same or similar allegations may occur concurrently.


    Concluding the Investigation

    Absent extenuating circumstances, the investigation should be completed within 30 District business days from the date of the report. However, the investigator shall take additional time, if necessary, to complete a thorough investigation. The investigator will notify in writing the person making the report and the person against whom the report is filed if additional time is needed.

    The investigator shall prepare a written report of the investigation. The report shall be filed with the District official overseeing the investigation. The Professional Standards Office is the repository for closed investigative reports.


    District Action 

    The Human Capital Management Employee Relations Department is responsible for the coordination of any disciplinary or corrective actions resulting from completed investigative reports. 


    DIA (Local) defines the following:

    Discrimination against an employee is defined as conduct directed at an employee on the basis of race, color, religion, sex, gender, national origin, age, disability, sexual orientation, gender identity, gender stereotypes, gender expression, genetic information, or any other basis prohibited by law, that adversely affects the employee's employment. 

    Harassment of an employee is defined as physical, verbal, or nonverbal conduct based on an employee's race, color, religion, sex, gender, national origin, age, disability, sexual orientation, gender identity, gender expression, genetic information, or any other basis prohibited by law, when the conduct is so severe, persistent, or pervasive that the conduct 

    1. Has the purpose or effect of unreasonably interfering with the employee's work performance;
    2. Creates an intimidating, threatening, hostile, or offensive work environment; or
    3. Otherwise, it adversely affects the employee's performance, environment, or employment opportunities. 

    Harassment on the basis of sex is consistent with the definition of sexual harassment under Title IX and will be addressed through the District's Title IX process. 


    FFH (LOCAL)

    Reports of discrimination that implicate FFH (LOCAL) policy that involve discrimination against a student on the basis of race, color, ethnicity, religion, national origin, age, genetic information will be directed to the District's EOC Manager for review and assessment. 

  • Title IX Coordinator

  • Title VII Equal Opportunity Compliance Representative

  • Americans with Disabilities Act (ADA)

  • Section 504 Coordinator