Affirmative Action Officers
Dr. Gretel Perez
Assistant Superintendent of Access and Equity
Affirmative Action Officer (AAO) - Staff
Contact – email@example.com
(STAFF) The AAO Officer is responsible for coordinating and implementing the district's efforts to comply with the regulations of N.J.A.C 6A:7 and to promote a working and learning environment free of discrimination on the basis of race, color, national origin, religion, gender, sexual orientation, age or disability.
Thomas J. Whitaker
Assistant Affirmative Action Officer (AAO) - Students
Contact – (973) 762 - 5600 / TWhitaker@nullsomsd.k12.nj.us
(STUDENTS) The AAO Officer is responsible for coordinating and implementing the district's efforts to comply with the regulations of N.J.A.C 6A:7 and to promote a working and learning environment free of discrimination on the basis of race, color, national origin, religion, gender, sexual orientation, age or disability.
Affirmative Action Complaint Form
- Affirmative Action Complaint Form
- Policy 1530 - Equal Employment Opportunities (Policy Manual)
- Policy 5710 - Pupil Grievance (Policy Manual)
Affirmative Action Complaint / Grievance Procedure
IN ACCORDANCE WITH FEDERAL TITLE IX, STATE TITLE VI REGULATIONS, THE SOUTH ORANGE & MAPLEWOOD SCHOOL DISTRICT POLICIES AND PROCEDURES AND AFFIRMATIVE ACTION PLANS, THE BOARD OF EDUCATION IS REQUIRED TO PUBLICIZE THE FOLLOWING INFORMATION.
Potential complainants are encouraged to discuss their complaint or grievance with the party(ies) directly involved or affected to resolve the complaint. If such an attempt fails to resolve the matter, the following process shall be followed:
The complainant should seek the assistance of an administrator or Affirmative Action Officer (AAO). A meeting will be held as soon as possible.
Following the meeting with the complainant, the administrator or AAO hearing the complaint will notify the complainant’s supervisor unless (s)he is the accused.
The administrator or AAO will initiate a written record of the complaint. The completed record will be signed by the complainant and held in a separate, confidential file. A copy will be given to the complainant.
The administrator or AAO will contact the accused party and apprise him/her of the complaint. A meeting will be held as soon as possible. The name of the complainant and a description of the complaint will be shared with the accused. The accused will have an opportunity to respond to the complaint. Following receipt of the accused’s written response, a decision will be made by the administrator or AAO as to the validity of the complaint and/or whether the investigation should proceed or be closed for lack of credible evidence. The administrator’s or AAO’s findings will be recorded. The complainant and the accused will receive a copy of the report.
If an investigation is deemed necessary, it may include, but not be limited to, interviewing witnesses, verifying facts, and requiring statements. A written summary of the investigation and findings of the administrator or AAO will be shared with the complainant, the accused, and the Superintendent.
Having reviewed the report, the Superintendent shall determine if additional action, including discipline, is warranted.
The disposition of completed reports will be determined by the findings. When a complaint is found to be without cause, all official reports will be destroyed by the Superintendent. However, when there is sufficient evidence to determine cause and when cause is determined to exist, the reports will be kept in a confidential file. Filed reports shall be kept for the duration of a person’s employment. No material shall be shared with the Board of Education unless the disciplinary action chosen by the Superintendent requires Board action.
The procedures will be executed expeditiously, not to exceed thirty (30) workdays.
Please reference Policy 1530 (Equal Employment Opportunities) and Policy 5710 (Pupil Grievance) using the online policy manual link below.
District's Online Policy Manual (Click Here)