OES - Child Abuse and Harassment

Oregon Episcopal School unequivocally opposes any form of abuse or harassment. We are a school that builds a broad-based community and encourages close friendships within that community. We have a policy on abuse and harassment which includes child abuse, sexual harassment, reporting abuse and harassment, complaints involving school employees, complaints involving students, and communication with parties involved.

The intent of the child abuse policy and the harassment policy is to educate employees without in any way limiting OES' response to behaviors that are not described below. A situation might not fit neatly into the defined categories in this document; yet such a situation might comprise abuse or harassment. There should be no presumption that behavior is not abuse or harassment merely because it is not specifically described below.

OES follows all of Oregon’s Mandatory State Laws regarding abuse reporting (see ORS 419B.005 and 419B.045).

The purpose of the OES Child Abuse Policy is to ensure the safety of our students. With that in mind, this policy will define mandatory reporters and describe the reporting process. The policy is congruent with the OES Mission Statement and in full compliance with Oregon State Law regarding Prevention, Identification and Reporting of Child Abuse.

Physical abuse: Deliberate, non-accidental physical injury.
Psychological abuse (mental injury): Extreme and/or repeated conduct which is isolating, frightening, intimidating, and undermining self-worth.
Sexual abuse: Sexual contact/involvement between a child or teen younger than 18 years and an adult who has greater knowledge, authority, power, and resources.
Physical neglect: Extreme and/or repeated failure on the part of the caretaker to meet the child’s physical needs, to such a degree that a child’s health and safety are endangered, including the need for adequate supervision.
Threat of harm: Subjecting a child to a substantial risk of harm to the child’s health or welfare.
Child selling: Buying, selling or trading for legal or physical custody of a child.

All employees of Oregon Episcopal School are mandatory reporters and are required by law to report child abuse. As such, any school employee who suspects any abuse of any kind must report it to their DIVISION HEAD AND/OR DIVISION COUNSELOR. The division counselor will assist the reporting employee in the proper documentation of the abuse report, and in making the report to the ‘Oregon Department of Human Services’ (Child Protective Services). The Head of School will be notified of all reports made. Copies of the current pertinent laws, addresses and telephone numbers of DHS (CPS) and other law enforcement agencies are on file in the Office of the Head, all division heads, all supervisors, all nurses and all counselors.

In keeping with Oregon Law, Child Abuse Prevention, Identification and Reporting Training is provided on an annual basis for all OES School Personnel, Parents of OES children, and the students themselves (in an age appropriate manner).

If you as a student believe you have been abused by anyone (in the OES community or otherwise), please seek out any OES adult (teacher, counselor, chaplain, coach, division head, etc) immediately. That person will ensure your safety.

OES is committed to providing an environment free of harassment of any kind. Sexual harassment or harassment based on race, color, religion, or disability violates the OES policy. Any employee who engages in harassment is subject to discipline, up to and including immediate termination. Any student who engages in harassment is subject to discipline, up to and including dismissal. Any employee or student who believes he or she is being harassed, or any employee who witnesses an incident of harassment, should contact the supervisor, division head, or Head of School. The matter will be promptly and thoroughly investigated.

1. Some Meanings of Sexual Harassment
Sexual harassment includes: (1) conditioning any benefit (employment or educational) on submission to sexual demands; or (2) verbal or physical behavior that unreasonably interferes with an individual’s performance or creates a hostile, offensive, or intimidating environment. Behavior which may be considered sexual harassment ranges from licentious comments to gender stereotyping or discrimination. It must be defined within the context of the situation.

Examples of Verbal Harassment: Society’s mores are rapidly changing with respect to what is considered verbal sexual harassment. Women and men are becoming sensitive to comments that can be interpreted sexually and any attempt to foresee the future would be difficult. However, the following examples of unacceptable behavior may be helpful: (a) sexual innuendos and remarks (written or verbal) about someone’s clothing, body, or sexual activities; (b) suggestive or insulting sounds or gestures; (c) humor and jokes about sex or gender, in general. Such harassment is especially inappropriate coming from a perceived superior (e.g., employer or manager to employee, teacher to student, older student to significantly younger student).

Members of the community should also keep in mind that the sexual joking, bantering, and references that are acceptable among peers are not acceptable in other situations. Children, even older adolescents, may be especially vulnerable to and can easily misinterpret sexual comments made by adults. Therefore, employees should altogether avoid such comments when in the presence of students.

Sexist Teaching Practices: Teachers should avoid gender as well as other stereotyping of students. If a practice or comment would be racist in a racial context, it is probably sexist in a gender context. For example, gender distinction in advising students for courses, interests, and future career choices might be considered a sexist teaching practice.

Online and Electronic Harassment: Email, instant messaging, cell phone text messages and other forms of digital communications can contain insulting or inappropriate content, and the repeated distribution of such materials can constitute harassment. The examples in the verbal sexual harassment section above also apply to online and digital communications. Faculty and students are reminded that OES email and network services are not private, and the technology staff will investigate claims of harassment and other inappropriate uses by reviewing email and other digital evidence.

2. Complaints Involving OES Students
Any complaint of harassment or abuse by students will be investigated and resolved. A written report will be placed in a permanent confidential file for review by the Head of School and/or his/her designee. Students determined to be guilty of abuse will be disciplined, up to and including immediate dismissal. Students guilty of harassment will be subjected to disciplinary action. Students who continue to harass despite counseling may be suspended or dismissed or may not receive a contract to return for the following year.

3. Communication with Parties Involved
Once a complaint of abuse or harassment has been filed, the Head of School or his or her designee will keep the accuser, the accused, the reporting party, and the Board President regularly informed as the investigation and decision processes unfold. When the situation is resolved, the Head of School or his or her designee will, in a timely fashion, inform the accuser, the accused, the reporting party, and the Board President of the resolution and the basis for that resolution. The accuser, the accused, the reporting party, and the Board President have the right to request written communications of the resolution and its basis. The Head of School or his/her designee will also keep other concerned parties (e.g., parents, counselors, lawyers) informed in a timely fashion.