School District Website Posting Requirements
1. Annual schedule of regular school board meetings (5 ILCS 120/2.02)
2. Public notice of all board meetings (5 ILCS 120/2.02)
3. Agenda of each open meeting (5 ILCS 120/2.02)
4. Official open meeting minutes within 10 days after approval (5 ILCS120/2.06)
5. Final approved budget (105 ILCS 5/17-1.2)
6. Listing of all contracts over $25,000 and all contracts with an exclusive bargaining representative (105 ILCS 5/10-20.44)
7. District report cards by October 31st. (105 ILCS 5/10-17a)
8. Administrative compensation report – on or before Oct. 1 (105 ILCS 5/10-20.47)*
9. Teacher salary and benefits report (105 ILCS 5/10-20.47)*
10. Collective bargaining agreements (105 ILCS 5/10-20.44)
11. IMRF employees making in excess of $75,000 total compensation package (5 ILCS 120/7.3)
12. Board members who have completed leadership training (105 ILCS 5/10-16a)
13. District must post if they have school buses with automated traffic law enforcement system (625 ILCS 5/11-208.9). The district has some buses equipped with a stop arm violation system.
14. Requires posting information regarding the use of fines from #13 (625 ILCS 5/11-208.9) Fines are not assessed by the District at this time, but violations are handed over to the local police.
15. Bullying prevention policy (105 ILCS 5/27-23.7)
16. FOIA – Each school district shall prominently display:
a. A brief description of itself
b. A brief description of the methods whereby the public may request information and public records, a directory designating the Freedom of Information officer or officers, the address where request for public records should be directed, and any fees allowable under Section 6 of this Act (5 ILCS 140/4)
18. Shared Services Report – Requires posting the Shared Services Report that accompanies the Annual Financial Report (105 ILCS 5/17-1.1). (page 42 of the Annual Financial Report)
19. Anti-Bias Education Policies – Requires posting any Anti-bias education policies adopted by the district (105 ILCS 5/27-23.6). Board Policy Manual (section 6:10 Educational Philosophy and Objectives, page 258; section 6:60 Curriculum Content, page 267; section 6:210 Instructional Materials, page 290)
20. Requires posting an age-appropriate policy on sexual harassment. (105 ILCS 5/10-20.69).
The School District shall provide equal employment opportunities to all persons regardless of their race, color, creed, religion, national origin, sex, sexual orientation, age, ancestry, marital status, arrest record, military status, order of protection status, unfavorable military discharge, citizenship status provided the individual is authorized to work in the United States, work authorization status; use of lawful products while not at work; being a victim of domestic violence, sexual violence, gender violence, or any other crime of violence; genetic information; physical or mental handicap or disability, if otherwise able to perform the essential functions of the job with reasonable accommodation; pregnancy, childbirth, or related medical conditions; credit history, unless a satisfactory credit history is an established bona fide occupational requirement of a particular position; conviction record, unless authorized by law; or other legally protected categories. No one will be penalized solely for his or her status as a registered qualifying patient or a registered designated caregiver for purposes of the Compassionate Use of Medical Cannabis Program Act, 410 ILCS 130/.
Persons who believe they have not received equal employment opportunities should report their claims to the Nondiscrimination Coordinator and/or a Complaint Manager for the Uniform Grievance Procedure. These individuals are listed below. No employee or applicant will be discriminated or retaliated against because he or she: (1) requested, attempted to request, used, or attempted to use a reasonable accommodation as allowed by the Illinois Human Rights Act, or (2) initiated a complaint, was a witness, supplied information, or otherwise participated in an investigation or proceeding involving an alleged violation of this policy or State or federal laws, rules or regulations, provided the employee or applicant did not make a knowingly false accusation nor provide knowingly false information.
Administrative Implementation
The Superintendent shall appoint a Nondiscrimination Coordinator for personnel who shall be responsible for coordinating the District's nondiscrimination efforts. The Nondiscrimination Coordinator may be the Superintendent or a Complaint Manager for the Uniform Grievance Procedure. The Nondiscrimination Coordinator also serves as the District’s Title IX Coordinator.
The Superintendent shall insert into this policy the names, office addresses, email addresses, and telephone numbers of the District's current Nondiscrimination Coordinator and Complaint Managers.
Nondiscrimination Coordinator and Title IX Coordinator:
Heather Greer, High School Principal
2000 Championship Dr., Pleasant Plains, IL 62677
217-626-1044
Title IX training completed via Global Compliance Network
Complaint Managers:
Luke Brooks, Superintendent
315 W. Church
Pleasant Plains, IL 62677
217-626-1041
Jamie Yates, Elementary Principal
2473 N. Farmingdale Road
Pleasant Plaints, IL 62677
217-626-1221
Andy West, Middle School Principal
2473 N. Farmingdale Road
Pleasant Plaints, IL 62677
217-626-1221
The Superintendent shall also use reasonable measures to inform staff members and applicants that the District is an equal opportunity employer, such as, by posting required notices and including this policy in the appropriate handbooks.
Minority Recruitment
The District will attempt to recruit and hire minority employees. The implementation of this policy may include advertising openings in minority publications, participating in minority job fairs, and recruiting at colleges and universities with significant minority enrollments. This policy, however, does not require or permit the District to give preferential treatment or special rights based on a protected status without evidence of past discrimination.
The School District expects the workplace environment to be productive, respectful, and free of unlawful discrimination, including harassment. District employees shall not engage in harassment or abusive conduct on the basis of an individual’s actual or perceived race, color, religion, national origin, ancestry, sex, sexual orientation, age, citizenship status, work authorization status, disability, pregnancy, marital status, order of protection status, military status, or unfavorable discharge from military service, nor shall they engage in harassment or abusive conduct on the basis of an individual’s other protected status identified in Board policy 5:10, Equal Employment Opportunity and Minority Recruitment. Harassment of students, including, but not limited to, sexual harassment, is prohibited by Board policies 2:260, Uniform Grievance Procedure; 2:265, Title IX Sexual Harassment Grievance Procedure; 7:20, Harassment of Students Prohibited; 7:180, Prevention of and Response to Bullying, Intimidation, and Harassment; and 7:185, Teen Dating Violence Prohibited.
The District will take remedial and corrective action to address unlawful workplace harassment, including sexual harassment.
Sexual Harassment Prohibited
The District shall provide a workplace environment free of verbal, physical, or other conduct or communications constituting harassment on the basis of sex as defined and otherwise prohibited by State and federal law. The District provides annual sexual harassment prevention training in accordance with State law.
District employees shall not make unwelcome sexual advances or request sexual favors or engage in any unwelcome conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment prohibited by this policy includes, but is not limited to, verbal, physical, or other conduct. The terms intimidating, hostile, or offensive include, but are not limited to, conduct that has the effect of humiliation, embarrassment, or discomfort. Sexual harassment will be evaluated in light of all the circumstances.
Making a Report or Complaint
Employees and nonemployees (persons who are not otherwise employees and are directly performing services for the District pursuant to a contract with the District, including contractors and consultants) are encouraged to promptly report information regarding violations of this policy. Individuals may choose to report to a person of the individual’s same gender. Every effort should be made to file such reports or complaints as soon as possible, while facts are known and potential witnesses are available.
Aggrieved individuals, if they feel comfortable doing so, should directly inform the person engaging in the harassing conduct or communication that such conduct or communication is offensive and must stop.
Whom to Contact with a Report or Complaint
An employee should report claims of harassment, including making a confidential report, to any of the following: his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager. Employees may also report claims using Board policy 2:260, Uniform Grievance Procedure. If a claim is reported using Board policy 2:260, then the Complaint Manager shall process and review the claim according to that policy, in addition to any response required by this policy.
The Superintendent shall insert into this policy the names, office addresses, email addresses, and telephone numbers of the District’s current Nondiscrimination Coordinator and Complaint Managers. The Nondiscrimination Coordinator also serves as the District’s Title IX Coordinator.
Nondiscrimination Coordinator and Title IX Coordinator:
Heather Greer, High School Principal
2000 Championship Dr., Pleasant Plains, IL 62677
217-626-1044
Title IX training completed via Global Compliance Network
Complaint Managers:
Luke Brooks, Superintendent
315 W. Church
Pleasant Plains, IL 62677
217-626-1041
Jamie Yates, Elementary Principal
2473 N. Farmingdale Road
Pleasant Plaints, IL 62677
217-626-1221
Andy West, Middle School Principal
2473 N. Farmingdale Road
Pleasant Plaints, IL 62677
217-626-1221
Investigation Process
Any District employee who receives a report or complaint of harassment must promptly forward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. Any employee who fails to promptly forward a report or complaint may be disciplined, up to and including discharge.
Reports and complaints of harassment will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain a workplace environment that is productive, respectful, and free of unlawful discrimination, including harassment.
For any report or complaint alleging sexual harassment that, if true, would implicate Title IX of the Education Amendments of 1972 (20 U.S.C. §1681 et seq.), the Nondiscrimination Coordinator or designee shall consider whether action under policy 2:265, Title IX Sexual Harassment Grievance Procedure, should be initiated.
For any other alleged workplace harassment that does not require action under policy 2:265, Title IX Sexual Harassment Grievance Procedure, the Nondiscrimination Coordinator or a Complaint Manager or designee shall consider whether an investigation under policy 2:260, Uniform Grievance Procedure, and/or 5:120, Employee Ethics; Conduct, and Conflict of Interest, should be initiated, regardless of whether a written report or complaint is filed.
Reports That Involve Alleged Incidents of Sexual Abuse of a Child by School Personnel
An alleged incident of sexual abuse is an incident of sexual abuse of a child, as defined in 720 ILCS 5/11-9.1A(b), that is alleged to have been perpetrated by school personnel, including a school vendor or volunteer, that occurred: on school grounds during a school activity; or outside of school grounds or not during a school activity.
Any complaint alleging an incident of sexual abuse shall be processed and reviewed according to policy 5:90, Abused and Neglected Child Reporting. In addition to reporting the suspected abuse, the complaint shall also be processed under policy 2:265, Title IX Sexual Harassment Grievance Procedure, or policy 2:260, Uniform Grievance Procedure.
Enforcement
A violation of this policy by an employee may result in discipline, up to and including discharge. A violation of this policy by a third party will be addressed in accordance with the authority of the Board in the context of the relationship of the third party to the District, e.g., vendor, parent, invitee, etc. Any person making a knowingly false accusation regarding harassment will likewise be subject to disciplinary action, which for an employee may be up to and including discharge.
Retaliation Prohibited
An employee’s employment, compensation, or work assignment shall not be adversely affected by complaining or providing information about harassment. Retaliation against employees for bringing complaints or providing information about harassment is prohibited (see Board policy 2:260, Uniform Grievance Procedure), and depending upon the law governing the complaint, whistleblower protection may be available under the State Officials and Employees Ethics Act (5 ILCS 430/), the Whistleblower Act (740 ILCS 174/), and the Ill. Human Rights Act (775 ILCS 5/).
An employee should report allegations of retaliation to his/her immediate supervisor, the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager.
Employees who retaliate against others for reporting or complaining of violations of this policy or for participating in the reporting or complaint process will be subject to disciplinary action, up to and including discharge.
Recourse to State and Federal Fair Employment Practice Agencies
The District encourages all employees who have information regarding violations of this policy to report the information pursuant to this policy. The following government agencies are available to assist employees: the Ill. Dept. of Human Rights and the U. S. Equal Employment Opportunity Commission.
The Superintendent shall also use reasonable measures to inform staff members, applicants, and nonemployees of this policy, which shall include posting on the District website and/or making this policy available in the District’s administrative office, and including this policy in the appropriate handbooks.
CTE Courses available
Intro to Agriculture, Agricultural Science, Veterinary Technology, Agricultural Leadership and Communication, Plant & Greenhouse/Horticulture, Computer Science Principles, Web Design, Computer Maintenance, Intro to Industrial Technology, Building Maintenance, Construction Trades, Small Engines, Welding I, Principles of Engineering, Personal Law, Accounting 1, Accounting 2, Business Management & Entrepreneurship, Sports Media and Marketing, Nutrition and Culinary Arts I, Nutrition and Culinary Arts II, Child Development I, Child Development II, Apparel & Textile Design I, Apparel & Textile Design II, Interior Design
21. Requires posting a notice that students with disabilities who do not qualify for an individualized education program as required by the Disabilities Education Act may qualify for services under Section 504 of the Rehabilitation Act of 1973 if the child (i) has a physical or mental impairment that substantially limits one or more major life activities, (ii) has a record of a physical or mental impairment, or (iii) is regarded as having a physical or mental impairment. (105 ILCS 5/14-6.01). Board Policy Manual (section 6:120 Education of Children with Disabilities, page 227)
22. A school or district must post its absenteeism and truancy policy on its internet website, if any, and incorporate the policy into its student handbook. (23 ILLINOIS ADMINISTRATIVE CODE 207.20) Board Policy Manual (section 7:70 Attendance and Truancy, page 330), Farmingdale Elementary School Student Handbook, Pleasant Plains Middle School Student Handbook, Pleasant Plains High School Student Handbook