SkillsUSA Massachusetts, Inc. Harrassment, Sexual Harassment, Bullying, Intimidation and Humiliation Policy 2024–2025 SkillsUSA Massachusetts Advisors’ Handbook Chapter 2: SkillsUSA Massachusetts Administration • 34 Directors will determine if the informal complaint process is appropriate and who will handle resolution of the informal complaint. The person assigned to address the informal complaint shall attempt, within his/her authority, to work with the complainant to resolve the issue fairly and expeditiously within ten (10) working days of receiving the complaint. If the complainant is not satisfied with the resolution from the informal process, or if he/she does not choose informal resolution, then he/she can begin the formal complaint procedure described below. 2. Formal Resolution of Discrimination and Harassment Concerns: A student, volunteer, parent, or employee who is not satis- fied with the informal resolution process or who chooses not to participate in the informal resolution process may initiate the formal complaint procedure at any time by putting the complaint in writing to the Executive Director. An employee, at the request of the student, may put the complaint in writing for the student. a. What the comPLaint shouLD incLuDe: The student/volunteer/parent/employee’s complaint should include: the name of the individual making the complaint, the name of the individual aggrieved, the name of the individual(s) accused of committing the harassing or discriminatory practice, the location where the alleged discriminatory practice occurred, the basis for the complaint, witnesses (if any) and the corrective action the complainant is seeking. If the written complaint does not contain this informa- tion, the Executive Director will ask the complainant for this information. 1 Informal resolution may not be appropriate in all cases, including but not limited to more severe or egregious alle- gations of discrimination or harassment. b. When to fiLe a comPLaint Efforts should be made to file such complaint within twenty (20) calendar days after the alleged discrimina- tory practice occurred for an expeditious investigation to be conducted, unless extenuating circumstances exist. However, SKILLSUSA will investigate any complaint no matter when it is filed. c. What WiLL haPPen after the comPLaint is fiLeD Promptly after receiving the complaint, the Executive Director will conduct the necessary investigation, including making good faith efforts to gather all relevant evidence for consideration. In the course of his/her investigation, the Executive Director shall contact those individuals that have been referred to as having pertinent informa- tion related to the complaint. This process shall include, at a minimum, contacting the complainant; and the person against whom the complaint was filed and/or the appropriate authority involved; interviewing witnesses; and considering relevant documentation. During this process, complainants will have the opportunity to present witnesses and other relevant evidence to the Executive Director conducting the investigation. The Executive Director or designee should use appropriate interim measures during the investigation of a complaint to ensure that the complainant is free from discrimina- tion and/or harassment during the pending investigation. Barring extenuating circumstances, the Executive Director will complete the investigation within twenty (20) working days. When more than twenty (20) working days is required for the investigation, the Executive Director shall inform the complainant that the investigation is still ongoing. After completing the formal investigation of the complaint, the Executive Director shall make a decision on the complaint within ten (10) working days and shall inform the complainant and the person(s) against whom the complaint was made, of the results of the investigation in writing. If the Executive Director finds that there is reasonable cause for believing that a discriminatory or harassing practice has occurred, the Executive Director will refer the matter to the Board of Directors for appro- priate action, up to and including discipline for either the employee, volunteer or the student(s) who engaged in the harassing or discriminatory conduct. D. What you can Do if you are not satisfieD With the outcome of the formaL comPLaint ProceDure If the complainant is not satisfied with the Executive Director’s decision, he/she can appeal the finding to the Board of Directors within ten (10) business days. The Board of Directors will review the information considered by the Executive Director, collect any addi- tional information they believe is necessary to make an informed decision and shall issue a written decision to the complainant and the person against whom the complaint was made. Again, strict timelines cannot be set for conducting the investigation because each set of circumstances is different. However, the Executive Director will make sure that the complaint is handled as quickly as feasible and will strive to complete the investigation within ten (10) working days.
.png?v=1694020562592)
