Public Information
DC's PCSB Public Information Policy details the guidelines by which accessibility of information available to DC public charter school families and other stakeholders by requiring that public charter schools to post specific public information on the school’s website. In adherence to this policy, Chavez PCS has provided the information below.
Student/Family Policies
- Safety, Order and School Discipline
- Grievance Procedures and Policies
- Attendance
- National School Breakfast and Lunch Program
- Inclement Weather Policy
- Cell Phone Policy
Safety, Order and School Discipline
Safety, Order and School Discipline
Cesar Chavez PCS considers scholar safety, order and discipline fundamental to learning. Cesar Chavez PCS is therefore committed to maintaining a positive, consistent, safe school environment where each scholar has an equal and appropriate educational opportunity; and, shall provide a fair and consistent approach to scholar discipline, within the context of scholars’ rights and responsibilities.
Cesar Chavez PCS will employ a school wide behavior management system, routines, procedures, Restorative Justice Practices, values instruction, and language to support the creation and reinforcement of a positive, consistent culture.
Defining School Procedures
Safety, order, and scholar discipline are fundamental to learning at Cesar Chavez PCS. In addition to a challenging curriculum, dedicated teachers, and proper materials, a secure learning environment is also vital to scholars’ academic success.
Cesar Chavez PCS does not tolerate the following behaviors: bullying, harassment, fighting; bodily and emotional-harm; possessing, using, or threatening to use weapons; and, possession, use or distribution of drugs, or any illegal activity, whether such conduct occurs:
- on school property,
- at any school-sponsored or supervised activity on-and off-campus (including school sponsored transportation and field trips),
- in transit to and from school (including on the bus or train, by foot or car) and during Safe Passage or,
- off school property and outside of school hours if such conduct involves or affects other Cesar Chavez PCS students or otherwise has a negative impact on the Cesar Chavez PCS’ community.
Disciplinary action may include1, but is not limited to: suspension, expulsion, and/or exclusion from school and all school-sponsored activities. Cesar Chavez PCS will also notify our School Resource Officers (SROs) and/or MPD for any action that violates local or federal laws.
Non-violent Community At Cesar Chavez PCS
Cesar Chavez's legacy is one of strong, compassionate non-violence. In light of that, safety is an absolute priority and necessity at Cesar Chavez PCS. Accordingly, all scholars who attend Cesar Chavez PCS agree to abide by the non-violence contract:
I agree not to use violence for any reason what-so-ever at Cesar Chavez PCS, while representing Cesar Chavez PCS, or with any members of the Cesar Chavez PCS community. I understand this non-violence pledge applies to all parties involved in any fight, no matter whether I am “right” or “wrong,” or whether I am acting in “self-defense.” Scholars are officially under the jurisdiction of the school, as it relates to adherence to school rules and expectations for behavior, from the time that they depart for school in the morning until they reach home in the afternoon. This means the school may issue disciplinary actions in response to infractions that take place as a scholar is transitioning to school and from school back home.
Failure to abide by the non-violence contract will result in disciplinary action.
Violence may include and is not limited to fighting, verbal/physical abuse towards other scholars or staff members, threats, intimidation, provocation and pre-fight, facilitating violence, bullying, cyber-bullying, gang initiation or any type of gang involvement.
1 Students in grades 6-8 may only be suspended if they engage in behavior that willfully caused, attempted to cause, or threatened to cause bodily injury or emotional distress to another person. “Bodily injury” means a cut, abrasion, bruise, burn, or disfigurement; physical pain; illness; impairment of the function of a bodily member, organ, or mental faculty; or any other injury to the body, no matter how temporary. “Emotional distress” means mental suffering or distress that requires more than trivial treatment or counseling.
Grievance Procedures and Policies
In accordance with Title VI of the Civil Rights Act of 1964 (“Title VI”), Title IX of the Education Amendments of 1972 (“Title IX”), Section 504 of the Rehabilitation Act of 1973 (“Section 504”), Title II of the Americans with Disabilities Act of 1990 (“ADA”), and the Age Discrimination Act of 1975 (“The Age Act”), and the District of Columbia Human Rights Act of 1977, applicants for admission and employment, scholars, parents, employees, sources of referral of applicants for admission and employment, and al unions or professional organizations holding collective bargaining or professional agreements with Cesar Chavez PCS are hereby notified that Cesar Chavez PCS does not discriminate on the basis of race, color, national origin, sex, age, disability, marital status, personal appearance, sexual orientation, gender identity or expression, family status, family responsibilities, matriculation, political affiliation, genetic information, source of income, status as a victim of intrafamily offense, or place of residence or business in admission or access to, or treatment or employment in, its programs and activities.
Scholars, parents and/or guardians having inquiries concerning Cesar Chavez PCS compliance with sexual harassment and or bullying policy implementation, Section 504, ADA, Title VI, Title IX, the Age Act, and/or DC Human Rights Act as they apply to scholars, employees or third parties or who wish to file a complaint regarding such compliance should contact: robert.graham@chavezschools.org who has been designated by Cesar Chavez PCS to coordinate its efforts to comply with the regulations implementing Section 504, ADA, Title VI, Title IX, the Age Act, and the DC Human Rights Act.
Employees found to have engaged in prohibited discrimination wi l be subject to disciplinary action.
TITLE IX AND NON-DISCRIMINATION STATEMENT
In compliance with Title IX of the Education Amendments of 1972, Cesar Chavez PCS does not discriminate on the basis of sex or age in the employment of, or admission to, any education program or activity.
Cesar Chavez PCS does not discriminate against any person on the basis of race, color, gender, national origin, disability, religion, or age.
Please contact the Title IX Coordinator, any time for filing of complaints:
Robert Graham - robert.graham@chavezschools.org
DISABILITY DISCRIMINATION INQUIRIES
Scholars, parents, and guardians with inquiries about potential disability discrimination should contact:
Renee Ivey, Director of Student Support Services/504 Coordinator:
renee.ivey@chavezschools.org, 202-369-3283 125
ALL OTHER DISCRIMINATION INQUIRIES
Scholars, parents, and guardians with inquiries about any other form of potential discrimination should contact:
|
Dr. Joshua J. Jackson, Principal Cesar Chavez Public Charter Schools 3701 Hayes Street, NE Washington, DC 20019 joshua.jackson@chavezschools.org |
Mr. Sanjay Mitchell, Executive Director Cesar Chavez Public Charter Schools 3701 Hayes Street, NE Washington, DC 20019 sanjay.mitchell@chavezschools.org |
OFFICE OF CIVIL RIGHTS
Complainants also have the right to file a complaint with the Office of Civil Rights (OCR) by:
Mailing it to:
Office of Civil Rights, District of Columbia Office
Attention: Director
U.S. Department of Education
400 Maryland Avenue SW
Washington, DC 20202
Faxing it to: (202) 453-6021
Filing it electronically at:
www.ed.gov.ocr/complaintprocess.html
For more information, please contact OCR at:
(202) 453-6020 (voice);
(877) 521-2172 (TDD); or
ocr.dc@ed.gov
Attendance
Cesar Chavez PCS is committed to providing scholars with a high-quality education. Daily attendance in school is essential for scholar academic success. We strongly request that scholars and their parents make every effort possible to be on time and minimize the number of days they miss school.
All scholars who are five (5) years or older on or before September 30th of the current school year are legally required to attend school each day until they meet High School graduation requirements or turn 18 years old. Scholars must be present for 60% of the school day to be considered present, per DC Code § 38-202.
Cesar Chavez PCS recognizes there are certain days throughout the school year (i.e. upon the completion of commencement) when scholars are not expected to attend. On such days scholars will be considered “present” for reporting purposes.
Scholars who are absent from school are not permitted to:
- Be on school property;
- Participate in school activities;
- Attend school activities and/or after school activities including athletic participation
Absences
Excused Absences
An absence is excused when a scholar (a) has a valid excuse, and (b) provides a written note from a parent/guardian (or doctor) within five (5) days of the absence. All excused absence notes are subject to monitoring and verification. Here are some examples of excused absences:
- Scholar illness. Scholars must provide a doctor’s note for absences over three (3) days
- Medical appointments. Scholars are expected to attend school before/after the appointment
- Religious holidays
- Death in the family
- Family emergency, such as house fire, flood, or violence in the home
- Mandatory court appearance
- College or career program visit
- High School visit
- Military and or career program visit
- Failure of DC to provide legally mandated scholar transportation in cases where there is a legal responsibility for DC to provide transportation for the scholar to and from school
- An emergency or other circumstance approved by the Executive Director
If a valid excuse note is not provided within five (5) days of the absence, the absence may be considered unexcused.
Unexcused Absences
An absence is unexcused when a scholar fails to attend school without a valid excuse (whether or not they have parent/guardian approval). Some examples of unexcused absences include:
- Lengthy vacations
- Sports camps or outings
- Oversleeping
- Babysitting
- Skipping class
- Employment
Absences Impact On Scholars Grades
Cesar Chavez PCS believes that consistent attendance is essential for academic success. When scholars miss school without an approved excuse, it directly affects their ability to master course content and demonstrate achievement.
Policy Guidelines
- Scholars who accumulate 5 or more unexcused absences in any single grading period will receive an automatic “Incomplete” for that course. This could be for a specific class period or a full day.
- To remove the “Incomplete,” the scholar must complete an attendance recovery plan assigned by the teacher or administrator (e.g., Saturday school, academic intervention, or targeted assignments).
- If the recovery plan is not completed within 2 weeks of the grading period’s end, the “Incomplete” will convert to a failing grade, at the discretion of school leadership.
- Unexcused absences may result in loss of eligibility for extracurricular activities, academic honors, and field trips during the affected quarter.
This policy emphasizes accountability and reinforces the importance of being present, prepared, and engaged in the learning process.
Documentation of Excused Absences
When a scholar returns to school after an absence, s/he should bring a note to the Registrar. The note should include the date(s) of the absence, the reason for the absence, and any required documentation. An original doctor’s certificate should be provided for medical appointments scheduled during the school day or absences due to illness totaling three or more days. Any scholar who is absent 10 or more days, unexcused, is defined as a truant. Cesar Chavez PCS follows the District of Columbia policy for reporting truant scholars to court services or the Child and Family Services Agency (CFSA).
Supporting School Attendance
Families and guardians can help establish consistent and on-time attendance for their scholars.
- Engage with your child about the importance of a good education to their future
- Encourage good sleeping and eating habits
- Work with your child to come up with a consistent morning routine that includes plenty of time to get ready for school
- Leave extra time for transportation issues, like metro delays and traffic
- Make sure your child arrives at school at least fifteen minutes before class starts
- Schedule medical/dental appointments before or after school, where possible
Tardies/Scholar Lateness
Classroom instruction and work time is essential for scholar academic success. Arriving at school late is considered tardy. Morning tardiness is inexcusable (unless it meets the requirements of an excused absence). Cesar Chavez PCS scholars who are marked tardy unexcused to any class including first period may be required to make up.
In the event that your child is going to be late or absent, please call ahead to inform the school’s front office administrative assistant, even if you have informed your child’s teacher(s).
Scholars that arrive after 60% of the academic day is completed will be marked “absent” from school as scholars do not meet the OSSE regulated in-seat time.
Early Dismissal
Cesar Chavez PCS will honor early dismissal for scholars only after written or verbal notification by a parent/guardian of the scholar, on file, which is verified by a member of our team. A parent/guardian letter that identifies and authorizes another adult to pick up the scholar must be submitted before the scholar will be dismissed early. Cesar Chavez PCS reserves the right to deny an early dismissal. Scholars are expected to pick up work that they are missing and work with their teachers to submit missed assignments.
Attendance Policies and Disabled Scholars
Cesar Chavez PCS attendance policies apply to disabled and non-disabled scholars alike; the only exception is when a scholar’s absences are directly related to his/her disability. Parents/guardians should contact the Director of Student Support Services for an individualized determination regarding the appropriate documentation to excuse an absence.
National School Breakfast and Lunch Program
Cesar Chavez PCS is proud to offer free breakfast and lunch to all of our students. We strive to serve quality food that exceeds the requirements of the Healthy Schools Act (2010).
Also, the District of Columbia Human Rights Act, approved December 13, 1977 (DC law 2-38; DC official code §2-1402.11(2006), as amended) states the following: It shall be an unlawful discriminatory practice to do any of the following acts, wholly or partially for a discriminatory reason based upon the actual or perceived: race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation of any individual. To file a complaint
alleging discrimination on one of these bases, please contact the District of Columbia’s Office of Human Rights at (202) 727-4559 or ohr@dc.gov.
In accordance with Federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, and employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, disability, age, marital status, family/parental status, income derived from a public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs). Remedies and complaint filing deadlines vary by program or incident.
Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the State or local Agency that administers the program or contact USDA through the Telecommunications Relay Service at 711 (voice and TTY). Additionally, program information may be made available in languages other than English.
To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at How to File a Program Discrimination Complaint and at any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form. To request a copy of the complaint form, call (866) 632-9992. Submit your completed form or letter to USDA by: (1) mail: U.S. Department of Agriculture, Office of the Assistant Secretary for Civil Rights, 1400 Independence Avenue, SW, Mail Stop 9410, Washington, D.C. 20250-9410; (2) fax: (202) 690-7442; or (3) email: program.intake@usda.gov.
USDA is an equal opportunity provider, employer, and lender.
Cesar Chavez PCS is committed to the full well-being of our scholars. You can read more about how we promote health through the link above.
Inclement Weather Policy
Cesar Chavez PCS follows DCPS school delay/closing decisions. Information regarding school closings due to snow, excessive heat, etc., as well as other emergency information related to the school, will be announced on local radio and television stations.
If Cesar Chavez PCS needs to open, close, delay, or close early when DCPS does not, we reserve the right to do so. Please watch local news channels for Cesar Chavez PCS closings, and keep your contact information up to date so you receive automated messages. In the event that the school is closed for more snow and/or emergency closing days than allotted per each calendar year, a contingency plan will be enacted to restore academic days.
Cell Phone Policy
Cesar Chavez PCS uses instructional technology as one way of supporting our mission to teach the skills, knowledge and behaviors scholars will need as responsible citizens in the global community. Scholars learn collaboration, communication, creativity and critical thinking in a variety of ways throughout the school day. In an effort to be proactive with today’s growing social and interactive technology trends, our school is a no-cell phone location zone. This policy supports building scholar’s capacity to build social and professional etiquette relating to electronic devices.
Our expectation is that scholars will not use their cell phones while in the building during normal academic hours. Scholars that are experiencing an emergency that requires cell phone communication should connect with a member of the leadership team.
Cell Phone Policy
Scholars are not permitted to have their cell phones at any time in the classroom. Cell phones that are brought into classrooms will be confiscated and held until the end of the day for parent and/or guardian pick up.
In order to support scholar success in the building:
- Cell phones will be collected by school administrators upon morning entry for scholars in lock boxes and held until the end of the day when cell phones are distributed during their last class of their day.
- Scholars that depart early need to connect with their school administrator to receive their phone upon dismissal.
- Scholars found to have their cell phones will have cell phones confiscated and held until parental pick-up and/or release.
Scholars that are in violation of this policy may be subject to Level I & Level II consequences. Scholars that have repeated offenses may result in a cell phone contract with parental notification which includes daily confiscation to administrators.
Key Staff
- Title IX coordinator
- McKinney-Vento Homeless coordinator
- Special Education point of contact
- Safety point of contact for external agencies
Title IX coordinator
McKinney-Vento Homeless coordinator
Special Education point of contact
Safety point of contact for external agencies
Employee Policies
- Equal Opportunity In Hiring And Employment
- Workplace Safety and Health
- Whistleblower
- Sexual harassment
- Complaint Process
Equal Opportunity In Hiring And Employment
Chavez is an equal opportunity employer. Chavez shall not discriminate because of race, color, age, sex, marital status, veteran status, sexual orientation, disability, national origin or ancestry, religion or any other protected status under District of Columbia and/or Federal Law. Chavez shall comply with the applicable provisions of the Americans with Disabilities Act of 1990 and shall attempt to accommodate qualified individuals with disabilities.
Chavez prohibits discrimination against individuals with disabilities and will reasonably accommodate applicants with a disability, upon request, and will also ensure reasonable accommodation for employees with a disability. Under this policy, equal employment opportunity is required in recruitment, hiring, training and development, promotion, termination, compensation, benefits, and all other terms, conditions, and privileges of employment as required by applicable law.
Workplace Safety and Health
Chavez has an established policy of providing a safe work environment for all employees based on current federal, state and local standards. Chavez strives to maintain working conditions which afford all employees, students and volunteers a reasonable degree of comfort and protection from injury or dangerous situations while assuring orderly and efficient performance of duties; however, it is only through the combined efforts and interest of all employees that we can continue to make Chavez a safe place in which to work. Employees are expected to work safely, observe safety regulations, and immediately report any unsafe condition to their Supervisor and/or the Chief Operating Officer.
Smoke-Free Workplace
For the health and safety of students, staff, and visitors to Chavez and pursuant to District of Columbia law, there will be no smoking of tobacco products, including e-cigarettes, within the facilities and within the gates of Chavez at any time, or when supervising students in any setting. Staff members, when on an approved break, are not to smoke in public spaces near Chavez that are easily visible to students and visitors. Employees found to be in violation of this policy may be subject to discipline.
Alcohol and Drug-Free Workplace
Chavez has an obligation, as required by the Drug Free Workplace Act of 1988, to provide an environment that is free of illegal drugs and alcohol. Illegal drug use and alcohol abuse compromises employee productivity, threatens the quality of our services, and invites the risk of injury or damage to Chavez’s property, employees, and students. Possessing, consuming, manufacturing, attempting to sell, or distribute illegal drugs, as well as being under the influence of an illegal controlled substance or alcohol during work hours, or on Chavez’s premises or while conducting Chavez’s business off premises is strictly prohibited.
Such conduct and/or use of illegal drugs or controlled substances is also prohibited during nonworking time to the extent that it, in the opinion of the management of Chavez (1) impairs the employee’s ability CCPCS 2024 13 to perform his or her job; (2) affects Chavez’s reputation or threatens its integrity; and (3) jeopardizes the employee and/or others in the workplace. Reporting to work while under the influence of illegal drugs, controlled substances, or alcohol is prohibited.
It is important to note that federal law and School policy continue to treat marijuana and cannabis as illegal and prohibited despite changes in some state laws. Federal laws that prohibit any use of marijuana and other cannabis products, including medical use, have not changed and take precedence over laws in States that have chosen to legalize either medical or recreational use of marijuana or other cannabis products. In addition, Chavez receives federal funding and as such must abide by additional regulations requiring that recipients prohibit use or possession of drugs in the workplace. Finally, note that if an illegal drug is legalized even at the federal level and even for medical use, Chavez will still continue to prohibit its use or possession at work—or reporting to work under its influence—as is the case with alcohol.
Chavez reserves the right to require an employee to submit to drug and alcohol screening based upon reasonable suspicion. Refusing to submit to the test will be considered grounds for immediate termination. Employees are expected to remain responsible, professional, and sober at all times. Consumption of alcohol on a Chavez field trip or at any time when students are present and/or under Chavez’s care is prohibited. Desks, storage areas, work areas, lockers, and file cabinets are Chavez’s property and must be maintained. All such areas must be kept clean and are to be used only for work purposes. Chavez reserves the right, at all times, and without prior notice, to inspect any and all property for the purpose of determining if this policy or any other Chavez policy has been violated. Such inspections may be conducted during or after business hours and in the presence or absence of the employee. All containers, including but not limited to bags, boxes, purses, briefcases, lunch containers, etc. brought on to Chavez premises are subject to Chavez’s inspection at any time a Chavez representative has a reasonable suspicion that this policy has been violated and such inspection is reasonably necessary in the investigation of such violation(s).
Employees who are convicted of offenses involving controlled substances or alcohol (including DUI) must inform Human Resources within five (5) days of the conviction or plea.
Violations of this policy may result in disciplinary action, up to and including termination. However, this policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to safely perform their expected duties. Employees must also promptly disclose any work restrictions to their immediate supervisor. Employees are not required to disclose to Chavez underlying medical conditions, unless directed to do so by Human Resources.
Whistleblower
Chavez is committed to maintaining a workplace where employees are free to raise concerns regarding Chavez’s business practices, specifically;
- Reporting suspected violations of law on the part of Chavez, including but not limited to federal laws and regulations;
- Providing truthful information in connection with an inquiry or investigation by a court, agency, law enforcement, or other government body; and
- Identifying potential violations of Chavez’ policy, specifically the policies contained in its Employee Handbook and Financial Policies.
Employees should raise their concerns with Human Resources or the Head of School. Employees are obligated to cooperate in good faith in the investigation and resolution of any internal complaint raised by them or against them. There will be no retaliation of any kind against an employee for bringing a good faith complaint.
Sexual harassment
Chavez prohibits any employee or applicant from discriminating or engaging in any other unwelcome conduct against any individual because of his or her gender, race, age, religion, ethnicity, disability, sexual orientation, or other protected category. Chavez employees are also prohibited from engaging in any unsolicited and unwelcome sexual overtures or other forms of sexual harassment. These behaviors reduce morale, interfere with work productivity, impugn individual dignity, and are contrary to Chavez’ mission. The terms “discrimination” and "harassment" in this policy include all conduct which is contrary to this policy, even if it does not meet the legal definitions for those terms.
Chavez School’s policy also prohibits any unwelcome harassing conduct, even if the conduct is not sufficiently severe or pervasive enough to create a hostile environment or is not "quid pro quo" harassment. Some, but not all, examples of such conduct are:
- All unwelcome and offensive jokes, stories, comments, or verbal abuse of a sexual, age-based, religious, racial, or ethnic nature, or relating to or motivated by gender, race, age, religion, sexual orientation, or disability.
- Useof any degrading or derogatory words or language to describe or refer to any person, or any harsh or unfair conduct towards another person that is motivated by the person’s gender, race, religion, or other protected category.
- Unwelcome or unwanted sexual advances. This includes patting, pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar physical contact considered unacceptable by another individual This also includes unwelcome or unwanted sexually oriented conversation, suggestions, requests, demands, physical contacts, or attention.
- Requestsordemandsfor sexual favors. This includes subtle or blatant expectations, pressures, or requests for any type of sexual favor accompanied by an implied or stated promise of preferential treatment or negative consequences concerning one's employment.
- Verbal abuse or kidding that is sexually oriented or considered unacceptable by another individual. This includes comments about an individual's body or appearance; off-color jokes; or any other tasteless, sexually-oriented comments, innuendos, or offensive language.
- Any sexually oriented conduct that would unreasonably interfere with another's work performance. This includes extending unwanted sexual attention to someone, which reduces personal productivity.
- Participation in fostering a work environment that is generally intimidating, hostile, or offensive.
Complaint Process
COMPLAINT PROCESS-GENERAL
Chavez takes measures to maintain a harmonious environment. Chavez expressly prohibits any form of unlawful employee harassment, retaliation, discrimination, or inharmonious behavior as covered by the policies set forth in the “General Employment Policies” section of this manual. It is incumbent upon every employee to abide by such environmental policies. Any employee who feels that the conduct of management or another employee is inappropriate or not in compliance with set policies is obligated to report their complaint in writing to their immediate supervisor. If the complaint is against the immediate supervisor, the employee should share their concerns with the next level of management or go to HumanResources.
All complaint reports will be thoroughly addressed by Human Resources, the Title IX Coordinator and the Head of School and be subject to the determination of timing, scope, and extent by Chavez management on a case-by-case basis. In order to reach a fair resolution, all involved parties of the complaint will be requested to provide their interpretation of the complaint.
COMPLAINT RESOLUTION PROCESS-GENERAL
Except when otherwise indicated in this Handbook or within “504 Grievance Procedures” section, below, Chavez follows the complaint resolution process described in this section. Following an investigation, Chavez will take such action that it deems necessary to reach a resolution. Chavez will appropriately and timely inform the complainant and alleged offender of the closure and conclusion of the investigation.
If the complainant or alleged offender is not satisfied with the resolution, he/she/they is encouraged to contact Chavez’s Head of School, who will render a final decision. In the event that the Head of School is the complainant or alleged offender, the Board of Trustees will designate a designee to resolve the matter.
In the event an investigation of a complaint fails to reveal a violation of policy and instead reveals that any person, including the complainant, has abused the policy by lodging a knowingly false or frivolous complaint by fabricating facts, by failing to tell the truth, or by knowingly omitting important facts, Chavez may take appropriate disciplinary and/or other corrective action.
NOTICE OF GRIEVANCE PROCEDURES FOR EMPLOYEES
Any Chavez employee who believes that he/she/they has a complaint not covered by the Chavez Anti-Harassment and Discrimination policy may submit a complaint pursuant to Chavez Grievance Procedures. A copy of the grievance procedures and Grievance Complaint Form can be obtained by request through:
HumanResources
3701 Hayes Street NE
Washington, DC 20019
Board Meeting & Board Information
Board Roster
Frances WhalenChair & ParentSchool Performance CERT Specialist, SERVE DC, Mayor’s Office |
Natalie Gordon
School Performance Chair Chief Schools Officer at Attuned Education Partners |
Amina Brown
Founder and Managing Director, The Urban Schools, and Community Change Project |
Marullus WilliamsGovernance Committee President Limbic Systems |
Peter AndersonGovernance Chair Head of School, Washington Latin PCS |
Dana KreinSchool Performance Teacher/Counselor Maret School |
James JordanDevelopment Committee Chair Director of Development, Howard University Health Sciences |
Gerardo LunaFinance Committee Chair Network CFO The SEED Foundation |
AJ NewellParent Emergency Management Specialist, US Department of Homeland Security |
Amber HaywoodFinance Committee Senior Director, Development Goodwill of Greater Washington
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Lonell JohnsonGovernance Founder Technology Playground Entrepreneurship Program Bowie State University |
Michael RussellFinance Committee Chief Operating Officer, Meridian Public Charter Schools
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Antonio EllisSchool Performance Director Institute on Education, Equity and Justice American University |
Barry Brinkley
Executive Director, CASA DC (Court Appointed Special Advocates for Children) |