DGAD-AP: Inter-Employee Complaints

Processing Complaints

In all situations, an attempt to resolve a complaint through informal means, for example, a verbal discussion between employees, is required. When this does not provide a satisfactory outcome, the complaint process may be utilized.

If an employee submits a written complaint to their supervisor, the supervisor shall make a reasonable attempt to resolve the issue. If the complaint is about the direct supervisor, the employee should proceed to the next level of supervision.

If the complaint is not satisfactorily resolved by the employee’s direct supervisor, the employee may file one appeal, to the next applicable level of supervision. Should the complaint reach the superintendent, there is no additional appeal process.

Levels of supervision are as follows:

• Direct Supervisor
• Building Administrator/Department Director
• Appropriate Superintendent and district-level administrator
• The school board president - only if the complaint is about the superintendent.

Deadlines

A complaint about personnel must be filed within 90 days of the alleged occurrence to be considered for investigation, except as provided by other district policy.

The process for investigating and appeal shall be completed within 60 days of receipt of the initial written complaint. This may be extended due to extenuating circumstances, such as school breaks, the extensive number of witnesses, etc. However, the reason for the extension must be clearly outlined.

Complaints Covered by Specific Procedures

Complaints related to bullying, harassment, discrimination, or other issues for which specific resolution procedures exist shall be processed under those established channels.

Anonymous Complaints

Anonymous complaints provide no avenue for response or redress. No disciplinary action will be initiated based solely on an anonymous complaint; however, the administration will investigate all credible anonymous complaints, and such an investigation may result in disciplinary action if warranted.

Prohibited Retaliation and Providing False Information

The district prohibits retaliation because of an individual's participation in an investigation and/or initiation of a report under this policy, including instances when an allegation is not substantiated. The district also prohibits knowingly filing a false report and/or knowingly making false statements during an investigation.  Educators and learners who violate these prohibitions are subject to appropriate disciplinary action.

Confidentiality and Records

Employee complaints may be subject to applicable open record laws. The district will take appropriate measures, in accordance with state and federal law, to ensure that the identity of employees involved is protected to the extent possible.

Adopted: 01/27/26

Reviewed:

Revised: