Like the district's anti-harassment policies, the complaint procedure should apply to complaints alleging harassment by employees, agents, other students, or third parties. Make sure that information about complaint procedures is effectively communicated to persons with disabilities. This may include providing information in alternative formats, such as Braille and large print. It can be helpful for a district to review the frequency and manner in which its grievance procedures have been used in the past. This review is key to determine whether the grievance procedures have functioned successfully to address claims of harassment and, if not, why not.
Checklists are available for evaluating district grievance procedures.
As explained in this Guide, to ensure that discrimination has not occurred, districts should investigate all complaints and reports of harassment, whether or not the complaint is in writing. Districts may require a written complaint to initiate the formal grievance procedure. Even if an official complaint is not filed, the district may choose to use the specific investigatory procedure set forth by its formal grievance procedures. Use of these procedures will ensure that all relevant evidence is obtained and all critical elements addressed. Experts recommend that complainants be allowed to file complaints in more than one location to protect confidentiality and impartiality.