Reports submitted online are sent directly to the HR - Equity and Diversity Office/Title IX administrator and the Chief Human Resource Officer.

Once the report is submitted, and depending on the detail of the information provided, the HR - Equity and Diversity Office/Title IX administrator will reach out to complainant to discuss rights and options. That individual decides whether to file a formal complaint. If a complaint is pursued, the district will take reasonable steps to investigate the matter, stop the harassment, prevent its recurrence and remedy its effects. In some cases, the district may pursue an investigation regardless of whether the individual makes a formal complaint.

All employees are required to report gender discrimination to the HR - Equity and Diversity Office/Title IX administrator. In some cases, the district may pursue an investigation regardless of whether the individual makes a formal complaint.

In conjunction with other Omaha Public Schools resources,the HR - Equity and Diversity Office/Title IX administrator strives to provide all injured parties with the support they need, including counseling and advocacy. The district takes steps to ensure that students are safe and not subject to further harassment or retaliation.

The district strictly prohibits retaliation against any person for making any good faith report to the HR - Equity and Diversity Office/Title IX administrator or for filing, testifying, assisting, or participating in any investigation or proceeding involving allegations of discrimination, including sex discrimination, sexual harassment or sexual misconduct. Any person who engages in such retaliation shall be subject to disciplinary action in accordance with applicable procedures. Examples of prohibited retaliation include, but are not limited to, giving a lesser grade than the student’s academic work warrants because the student filed a complaint of sexual harassment; giving lower than justified performance appraisals because a person was a witness in an investigation of alleged sexual harassment; and threatening to spread false information about a person for filing a complaint of sexual harassment.

Privacy of the parties is a top priority to the district. However, sometimes, limited information must be disclosed to fully investigate a report. The district will weigh the impacted party’s request for confidentiality in determining whether or how to proceed with an investigation. In some instances, to protect the safety of the Omaha Public Schools community, an investigation may still go forward even if the impacted party refuses to participate with the investigation.

Confidentiality and privacy are important considerations when reporting discrimination and requesting assistance and support. Confidential people and offices are those such as physicians, therapists, and other designated persons who cannot share information you report to them with others, including law enforcement. Other people and offices can have private conversations with you about what you have experienced but may be required to report information you share with them.

We encourage you to share your name with us when you make a report.

Our first step is to contact the potential victim to discuss their rights and options, as well as any privacy considerations.

You generally are not required to share your name, but telling us who you are may help us investigate the matter or make improvements to Omaha Public Schools. There is one exception: Omaha Public Schools employees who become aware of sex discrimination must report it and must provide their names.

• To be treated with respect by district officials.
• To be free from retaliation.
• To have access to Omaha Public Schools supportive resources.
• To have an Advisor of the Complainant’s choice accompany the Complainant to all interviews, meetings and proceedings throughout the Equity Resolution Process.
• To refuse to have an allegation resolved through Informal Resolution Process (students), Conflict Resolution (staff and faculty) or Administrative Resolution Processes (faculty).
• To have an opportunity to present a list of potential witnesses and provide evidence to the Investigator.
• To have Complaints heard in substantial accordance with these procedures.
• When the Complainant is not the reporting party, the Complainant has full rights to participate in any Equity Resolution Process.
• To be informed in writing of the finding, rationale and sanctions to the extent FERPA allows.
• To have an opportunity to appeal the findings and sanctions.

• To be treated with respect by district officials.
• To have access to campus supportive resources.
• To have an advisor of their choice to accompany them to all meetings and proceedings throughout the Equity Resolution Process.
• To refuse to have an allegation resolved through Conflict Resolution procedures, the Informal Resolution process, or Administrative Resolution processes.
• To have an opportunity to present a list of potential witnesses and provide evidence to the Investigator.
• To receive notice of the policies alleged to have been violated.
• To have complaints heard in substantial accordance with these procedures.
• To be informed in writing of the finding, rationale and sanctions.
• To have an opportunity to appeal the findings and sanctions.

During the Equity Resolution Process and prior to making a determination whether the alleged violation has occurred, the HR - Equity and Diversity Office/Title IX administrator may provide interim remedies including, but not limited to, one or more of the following:

• Referral and facilitating access for Complainant to counseling and/or mental health services.
• Implementing contact limitations on the Accused or on all parties.
• Referral of Complainant to counseling and support services.