The Kansas City Public Schools (the “district”) is committed to maintaining a workplace and
educational environment that is free from discrimination and harassment in admission or access to,
or treatment or employment in, its programs, services, activities and facilities. The district prohibits
discrimination and harassment against employees, students or others on the basis of sex, race,
religion, color, national origin, ancestry, age, disability, sexual orientation, gender identity, genetic
information, or any other factor prohibited by law or based upon a belief that such a factor exists.
The district is an equal opportunity employer.
The district also prohibits:
1. Retaliatory actions including, but not limited to, acts of intimidation, threats, coercion, or
discrimination against those who:
a. Make complaints of prohibited discrimination or harassment.
b. Report prohibited discrimination or harassment.
c. Participate in an investigation, formal proceeding or informal resolution, whether
conducted internally or outside the district, concerning prohibited discrimination or
2. Aiding, abetting, inciting, compelling or coercing discrimination, harassment or retaliatory
3. Discrimination, harassment or retaliation against any person because of such person’s
association with a person protected from discrimination or harassment in accordance with
All employees, students and visitors must immediately report to the district for investigation any
incident or behavior that could constitute discrimination, harassment or retaliation in accordance
with this policy. If a student alleges sexual misconduct on the part of any district employee to any
person employed by the district, that person will immediately report the allegation to the Children's
Division (CD) of the Department of Social Services in accordance with state law. In accordance
with this policy and as allowed by law, the district will investigate and address discrimination,
harassment and retaliation that negatively impact the school environment, including instances that
occur off district property or are unrelated to the district’s activities.
The following person has been designated to handle inquiries from students, parents and members
of the public regarding the nondiscrimination policies:
Anti-Discrimination and Harassment Coordinator
Chief Legal Counsel
2901 Troost Ave., 2nd Floor
Kansas City, Missouri 6409
The following person has been designated to handle inquiries from employees regarding the
Employee/Labor Relations Coordinator
Human Capital Management
2901 Troost Ave., 2nd Floor
Kansas City, Missouri 64109
If either of the above contacts is unavailable, students, parents, members of the public and/or
employees may direct any inquiries regarding discrimination policies to any attorney in the Legal
Services Department at:
Legal Services Department
2901 Troost Ave., 2nd Floor
Kansas City, Missouri 64109
Discrimination – Conferring benefits upon, refusing or denying benefits to, or providing differential
treatment to a person or class of persons in violation of law based on sex, race, religion, color,
national origin, ancestry, age, disability, sexual orientation, gender identity, genetic information, or
any other factor protected by law or based on a belief that such a factor exists.
Harassment – A form of discrimination that occurs when the school or work environment becomes
permeated with intimidation, ridicule or insult that is sufficiently severe or pervasive that it
unreasonably alters the employment or educational environment.
Behaviors that could constitute illegal harassment include, but are not limited to, the following acts
if based on sex, race, religion, color, national origin, ancestry, age, disability, sexual orientation,
gender identity, genetic information or any other characteristic protected by law or based on a belief
that such a characteristic exists:
2. Displays of written material, slogans, visual displays, cartoons, posters, pictures or electronic
3. Name calling, teasing or taunting.
4. Insults, derogatory remarks or names, or slurs.
5. Jokes, innuendos or other negative or derogatory remarks.
7. Threatening, intimidating or hostile acts.
8. Intentional or persistent refusal to respect a student’s or employee’s gender identity (for
example, intentionally referring to a student or employee by a name or pronoun that does not
correspond to the student’s or employee’s gender identity).
9. Physical acts or implied or threatened acts of aggression, assault or violence.
11. Damage to property.
Retaliation – An adverse action against a person who has made a complaint of prohibited
discrimination or harassment, reported prohibited discrimination or harassment, or participated in
an investigation of prohibited discrimination or harassment, as described above. Irrespective of
whether there is merit to the initial complaint of harassment or discrimination, retaliation is viewed
as a major offense and will result in discipline up to and including termination in the case of
Behaviors that could constitute retaliation include, but are not limited to:
3. Loss of pay including, but not limited to, withholding pay increases.
4. Disciplinary action.
5. Poor evaluation.
6. Onerous work assignments, demotion, discipline or dismissal.
Sexual Harassment – A form of discrimination, as defined above, on the basis of sex. Sexual
harassment is unwelcome conduct that occurs when: a) benefits or decisions are implicitly or
explicitly conditioned upon submission to, or punishment is applied for refusing to comply with,
unwelcome sexual advances, requests for sexual favors or conduct of a sexual nature; or b) the
school or work environment becomes permeated with intimidation, ridicule or insult that is based
on sex or is sexual in nature and that is sufficiently severe or pervasive enough to alter the conditions
of participation in the district’s programs and activities or the conditions of employment. Sexual
harassment may occur between members of the same or opposite sex. The district presumes a
student cannot consent to behavior of a sexual nature with an adult, regardless of the circumstances.
Behaviors that could constitute sexual harassment include, but are not limited to:
1. Sexual advances or pressure of any kind for sexual favors, activities or contact.
2. Conditioning grades, promotions, rewards or privileges on submission to sexual favors,
activities or contact.
3. Punishing or reprimanding persons who refuse to comply with sexual requests, activities or
4. Graffiti, name calling, slurs, jokes, gestures or communications of a sexual nature or based
5. Physical contact or touching of a sexual nature, including touching of intimate parts and
sexually motivated or inappropriate patting, pinching or rubbing.
6. Unwanted comments about an individual’s body, gender identity, gender expression, sexual
activity or sexual attractiveness.
7. Physical sexual acts of aggression, assault or violence, including criminal offenses (such as
rape, sexual assault or battery, and sexually motivated stalking) against a person’s will or
when a person is not capable of giving consent due to the person’s age, intellectual disability,
or use of drugs or alcohol.
8. Gender-based harassment and acts of verbal, nonverbal, written, graphic or physical conduct
based on gender, gender expression, sex or sex stereotyping, but not involving conduct of a
Gender Identity – A person’s deeply held sense or psychological knowledge of his or her own
gender, regardless of the gender he or she was assigned at birth.
Gender Expression – The way a person expresses gender, such as clothing, hairstyles, activities or
The district strives to provide all of its students, employees and members of the public with an
environment that is free of prohibited discrimination, harassment or retaliation. Accordingly, it is
district policy to prohibit discrimination, harassment or retaliation against any student, employee or
applicant for employment on the basis of sex, race, religion, color, national origin, ancestry, age,
disability, sexual orientation, gender identity, or any other factor prohibited by law. In addition, the
district will not tolerate any form of discrimination, harassment or retaliation on any such basis by
employees or any other persons who interact in the workplace, school environment or district-sponsored activities. Students are also prohibited from engaging in discrimination, harassment or
retaliation as defined in the Student Code of Conduct. Discrimination, harassment or retaliation on
these bases is strictly prohibited on property, in district transportation, in all academic programs and
extracurricular activities and at district-sponsored events and activities, regardless of whether the
event takes place on district property.
The district takes these matters very seriously. Employees engaging in such acts will be subject to
discipline up to and including termination of employment. Students will be subject to discipline as
outlined in the Student Code of Conduct. Regarding other persons, the district will take action
appropriate and necessary to prevent recurrence, which may include banning such persons from
Other Inappropriate Behavior
Behavior that does not constitute prohibited discrimination, harassment or retaliation under the law
or under any of the district’s policies still may be inappropriate for the school environment or
workplace. Even if the district determines an individual's behavior does not rise to the level of
prohibited discrimination, harassment or retaliation under this policy, the district may impose
appropriate disciplinary action up to and including termination in the case of employees.
As a general rule, disciplinary action will be imposed under this paragraph if the district believes the
behavior was inappropriate, unprofessional, objectionable, inconsistent with reasonable rules of
conduct, inconsistent with the spirit of the district's harassment-free and discrimination-free
philosophy or policy, or not in the best interest of the district or the students the district serves.
Reporting a Complaint
Any person who feels he or she has been a victim of, witnessed, or otherwise become aware of
discrimination, harassment or retaliation prohibited by this policy is encouraged to report the matter
immediately. A written complaint is preferred.
Employee or applicant for employment complaints or concerns should be reported to a supervisor,
administrator, or the Employee/Labor Relations Coordinator.
Any supervisor who experiences conduct or becomes aware of conduct that potentially violates this
policy or receives a complaint about a potential violation of this policy must notify the
Employee/Labor Relations Coordinator immediately. Board members likewise have an obligation
to report any incident that could constitute discrimination, harassment or retaliation. Board members
should report their concerns to the Legal Services Department.
Student complaints or concerns should be reported to a teacher, building or district administrator,
or the Anti-Discrimination, Harassment and Retaliation Coordinator. Due to the sensitive nature of
harassment complaints, students/parents may file such a complaint directly with the Anti-Discrimination, Harassment and Retaliation Coordinator.
Any teacher or building administrator or district administrator who becomes aware of conduct that
potentially violates this policy or receives a complaint about a potential violation of this policy must
notify the Anti-Discrimination, Harassment and Retaliation Coordinator immediately.
If discrimination, harassment or retaliation is discovered or reported, the district will investigate
promptly and take immediate and appropriate action to stop the discrimination, harassment or
retaliation and deter its reoccurrence pursuant to Board policies AC-1 and AC-2.
In determining whether alleged conduct constitutes a violation of this policy, the district will
investigate the matter and consider all relevant factors including, but not necessarily limited to, the
surrounding circumstances, the nature of the behavior, the relationships between the parties involved,
and the context in which the alleged incidents occurred. Whether a particular action or incident
constitutes a violation of the policy requires a determination based on all of the facts and surrounding
Complainants shall be guaranteed the right to an adequate, reliable and impartial investigation of
complaints, which shall include:
1. The opportunity for the complainants to present witnesses and provide evidence.
2. Completion of investigations within 30 days of the complaint.
3. Timely notice of the outcome of the investigation.
4. The right to appeal the decision of the investigating authority to the superintendent’s
designee and to receive notice of the decision within 20 days of the appeal.
Confidentiality and Records
To the extent permitted by law, any public record held by this district that is generated or received
pursuant to this policy shall be closed and available only to the Board acting as a quorum, a
committee appointed by the Board to carry out this policy on a permanent or ad hoc basis, the
compliance coordinator and other administrators, including legal counsel, whose duties require
access to the record in order to carry out this policy. Such persons may share access, on an
individual basis, to such records with complainants or participants in a grievance or other resolution,
only to the extent such disclosure promotes the purposes of this policy and is not prohibited by
Family Educational Rights and Privacy Act (FERPA) or any other law. Certain other limited
disclosures may be required when material in the records is integral to an action affecting a
constitutionally recognized property or liberty interest or is otherwise required by law.
Boy Scouts of America Equal Access Act
As required by law, the district will provide equal access to district facilities and related benefits and
services and will not discriminate against any group officially affiliated with the Boy Scouts of
America, the Girl Scouts of the United States of America, or any other youth group designated in
applicable federal law.
School Nutrition Programs
No person shall, on the basis of race, color, national origin, sex, age or disability, be excluded from
participation in, be denied benefits of, or otherwise be subject to discrimination under a school
nutrition program for which the district receives federal financial assistance from the U.S.
Department of Agriculture (USDA) Food and Nutrition Service. School nutrition programs include
the National School Lunch Program, the Special Milk Program, the School Breakfast Program and
the Summer Food Service Program.
Nothing in this policy shall be construed as creating a cause of action. Neither the proscriptions of,
nor actions taken under this policy shall on that basis estop the Board from fully arguing for or
against the existence of any fact and the scope or meaning of any law in any forum.
This rule is intended to effect compliance with federal/state regulations; i.e., Title IX, Section 504
of the Rehabilitation Act of 1973, 29 U.S.C. § 794 (Section 504), Title II of the Americans with
Disabilities Act of 1990, 42 U.S.C. § 12131 (Title II), Title VI of the Civil Rights Act of 1964, 42
U.S.C. § 2000d (Title VI), and the Age Discrimination Act of 1975, 42 U.S.C. § 6101 (Age Act),
Chapter 38; Sec. 38-1, Code of Ordinances by the Council of Kansas City Human Rights
Department, and the implementing regulations of these federal laws.
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Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for