Volunteer

Clothes/Donation Sorting: Sort through donated items from community members in our donation room. This position is ideal for someone who appreciates organization; this job can be done from Monday to Thursday and involves lifting bags of donations/rolling carts full of donations.

Phone: 503-353-5663

Contact: Kathy Harrison at harrisonk@nclack.k12.or.us

Mission

To provide food-insecure students of North Clackamas Schools with healthy meals by partnering with the community through awareness, education, and engagement.

Overview

Backpack Buddies is a volunteer-run program that provides nutritious weekend food packages for children in need. The Backpack Buddies Program strives to provide weekend meals to North Clackamas students receiving free or reduced-price school lunches. The goal for supporting organizations is to serve students two meals per weekend for 37 weeks per year. 

How can you help?

Anyone interested in joining the effort should contact Kathy Harrison at (503) 353-5663 x 33735 or harrisonk@nclack.k12.or.us. The nonprofit North Clackamas Education Foundation will accept cash donations for the Backpack Buddy program. An estimated donation of $4.00 feeds one child for one weekend, while $150 is estimated to feed a child every weekend during a school year. 

Send donations to:

Backpack Buddy Program
PO Box 595
Clackamas, OR 97015

If you would like to make a donation of food, the following list is an example of needed items:

• granola bars
• peanut butter
• fruit cups
• pull tab/pop-top cans of noodles
• protein
• cans of protein (meat, chili)
• peanut butter or cheese crackers
• small boxes of raisins
• juice boxes
• foil lid applesauce cups
• trail mix
• nuts in pouches
• fruit—apples, oranges
• cans of hearty soup

The NCSD Lunch Buddy Program is a one-on-one mentoring program that takes place in the elementary schools in the North Clackamas School District. Adult volunteers are paired with one child that they spend lunch and lunch recess with (about 45 minutes) once a week for an entire school year.

Mentoring is a structured, consistent and purposeful relationship between a young person and a caring adult who provides acceptance, support, encouragement and guidance to promote healthy child/youth development and student success.

A Lunch Buddy Mentor is a caring, consistent adult that has a positive attitude and has the desire to help a young student feel more confident and content. Lunch Buddies comes from all walks of life, many different professions, and range in age.

During the weekly visit the Mentor and the Buddy will eat lunch together and then pick an in-school activity such as play outside on the playground, play an indoor game, visit the computer lab, read a book together, help with homework or do a simple craft project. All activities are limited to the school setting. There is no contact allowed outside of the school.

If you are interested in becoming a Lunch Buddy mentor, you can visit the Volunteer webpage to find the application and background check forms or call 503-353-5663

NORTH CLACKAMAS SCHOOL DISTRICT
VOLUNTEER HANDBOOK
 

Dear Volunteer,

Thank you so much for volunteering to help North Clackamas Schools!  

Volunteers make all the difference in student success. Whether you work in the classroom, help in the library, or serve on the site council, your involvement helps ensure that students get the best education possible.

I want to ensure you have a volunteer role that fits the skills, interests, and talents you have to share.  If there is any way I can assist you, please don’t hesitate to call.

Welcome to North Clackamas Schools, and thanks again for volunteering.

With gratitude,

Kathy Harrison

Family Services Coordinator

503.353.5663

harrisonk@nclack.k12.or.us
 

WELCOME

Welcome to the North Clackamas School District Volunteer Program.  We appreciate your time, energy, and commitment to our schools.  This handbook has been prepared to help you.  If you have questions, please contact your school principal, School Volunteer Coordinator, or the Family Services Coordinator, Kathy Harrison (503.353-5663).

Why Volunteer?

As a volunteer, you are an important part of our school’s education team.  You significantly contribute to our students' education in several ways.  The rewards of volunteer work are many!  You will experience the satisfaction of knowing that you are of valuable assistance to our students.  You will grow in understanding people and learn more about your school and its curriculum.  You may also learn or regain skills to be used in your employment.  Regardless of the time you can contribute or the assistance you provide, you are appreciated!  We sincerely thank you for your commitment to our program.

 

Responsibilities of the Volunteer

Orientation

For your safety and that of the students you serve, we ask that you attend an orientation session.  If you are unable to attend one of the scheduled sessions at your school, please call your building volunteer coordinator or your building principal and they will make arrangements to meet with you another time.  

Information Form

You will be asked to fill out an information form.  This is to remain in the building where you volunteer and is not only for our information but also for your safety.  Please include any medical information that could be necessary in an emergency.  While we don’t want to overwhelm your volunteer efforts with bureaucracy, we must always know who is in our buildings.  Upon arrival, you will be asked to sign in and wear an identification badge.  If you see adults without ID loitering in one of our buildings, please direct them to the school office.  For our buildings to be secure and our children safe, we must know who is on the property and why.

CONFIDENTIALITY

Volunteers must protect teachers’ and students’ rights to privacy. Remember that some of the information you will encounter while volunteering in the schools will be highly confidential. A student’s behavior, academic progress, or personal information must remain in the classroom. If you have a specific concern, please consult privately with the classroom teacher or the building administrator.

COMMUNICATION

You are responsible for communicating your needs to the volunteer coordinator or the staff.  Please discuss your expectations with the staff before starting your assignment and whenever clarification is needed.  Concerns with staff or other parents/volunteers should be addressed directly or to the volunteer coordinator.  Before contacting the district office, make sure you have tried to discuss your concern with the person most directly affected.  Mutual respect between staff and volunteers is expected.

DEPENDABILITY

Volunteers are responsible for maintaining a professional attitude.  Take your volunteering seriously – the kids you serve do!  Remember that you are included in the day’s lesson plan – the staff and students count on you to be there.  Please call if you must be absent. You may also expect the staff to inform you of calendar changes.

SIGN-IN AND ID

Every person in a school building must be identified if the school is to be a safe learning environment for students.  Please sign in each time you come into the building.  To be covered by district liability insurance for volunteer activities, we must have a record of your participation in the building.  It is also important for you to sign out when you leave the building.  In an emergency, the staff must be able to identify who is in the building immediately.  Wear your ID badge – not just so we know who you are, but also so you will know who else is in “your” building.

 

SAFETY

• Discipline is not your responsibility.  However, except for immediate danger, bullying, or harassing behaviors, you should refer all discipline problems to a staff member of the administration.  Should you witness this type of behavior, please remind the student that his/her behavior is inappropriate. Please don’t ever put yourself in the position of working one-on-one with a student in an unsupervised area.  You should be visible to staff members and others at all times.  We must protect our children from assuming it’s always okay to be alone with a volunteer.  You also need to protect yourself from the possibility of a student’s misinterpretation of circumstances.

• Please fill out a volunteer information form. This will be kept on file in the school building. It is a requirement for you to be covered under District liability insurance in case of an accident on-site. It also lets us know how to reach you.

• Make certain that all personal possessions are out of the reach of students.  Ask a staff member where to store them safely while in the building.  It is important to remember that items we carry and consider harmless or helpful can be extremely dangerous to others.

• Those who carry medications or mace must be especially cautious and ensure that these are kept from our students.  Leave pocket knives or self-defense weapons locked in your car.

• It is a sign that we must be concerned about blood-borne pathogens.  All staff members have a “kit” within their classrooms.  Please ask them where they keep it.  Immediately refer all accidents involving bodily fluids to the office or custodial staff.

• For your safety and that of our students, you must be within sight and sound of school staff when working with a child. You are not allowed to be alone with a child at any time.

GET ACQUAINTED

Take time to become familiar with your building.  Tour the school and grounds.  Identify eating facilities, hours, costs, etc.   Locate the staff lounge and determine use privileges.  Review fire drill and earthquake procedures.  Ask about telephone use.  Identify parking areas.  Ask your volunteer coordinator or building principal to identify these things for you.

Introduce yourself to the secretaries, the custodian, and other building personnel as time allows. These are the people who keep your building running day to day: get to know them, and everyone will feel more comfortable knowing who’s who in the building.
 

 

PERKS OF VOLUNTEERING

In addition to knowing your efforts are helping our students find success, other benefits go with the “job.”

TEACHER CERTIFICATION

College credit can be earned for those wishing to renew or reinstate Oregon Teaching certificates. Those wishing to use this benefit are advised to ascertain the exact requirements of the Oregon Teachers Standards and Practices Commission or University advisor. In addition to using the sign-in sheet in the building, keep track of your own individual hours.

TAX DEDUCTION

You may be eligible to claim your mileage to and from a volunteer assignment as a tax deduction.

TRANSFERABLE WORK SKILLS

Keeping an accurate and updated record of the skills and experiences you develop while volunteering.  Many corporations accept volunteer work as work experience.  Also, principals and staff are usually happy to provide references or letters of recommendation.

TIPS FOR WORKING WITH STUDENTS

• Here are some of the ways school volunteers can help students feel accepted and be successful in school:

• Learn students’ names and use them often.

• Give students a warm and friendly greeting.

• Don’t mentally classify students you meet as “poor,” “slow,” or “brilliant” based on their dress or appearance.

• Listen carefully to what the student is trying to tell you and show genuine interest.

• Accept each student as an individual.

• Have realistic expectations.

• Be consistent when dealing with students – avoid picking favorites.

• Promise only what you know you can fulfill.

• Refer disciplinary problems to the staff.

• If you don’t know, say, “I don’t know, but we could try to find out!”

• Teach them that learning can happen to anyone!

• SMILE!  A relaxed, friendly attitude creates the best learning atmosphere.

• Teenage students may not always remember your name, but they will remember how you made them feel when you greeted or assisted them.

• HAVE FUN!!

EXPECTATIONS

What the staff expects from a volunteer:

• A positive attitude A willingness to follow directions
• Confidentiality Dependability
• Enthusiasm Honesty
• Initiative Loyalty
• Patience Professionalism
• Promptness Tact
• What a volunteer expects from the staff:
• A positive attitude Appreciation
• Clear instructions A willingness to discuss expectations
• Consideration Courtesy
• Enthusiasm Respect
• Honesty Patience

 

Volunteers – IICC 1-2 

Code: IICC 

Adopted: 12/20/12 

Revised/Readopted: 2/24/18; 2/14/19; 8/27/20 

Volunteers

Community members who voluntarily contribute their time and talents to the improvement and enrichment of the public schools’ instructional and other programs are valuable assets. The Board of Directors encourages constructive participation of individuals and groups in the school to perform appropriate tasks during and after school hours under the direction and supervision of professional personnel. 

Any individual considered for volunteer service will be required to submit to a criminal records check. This includes, but is not limited to, parents, volunteer coaches, and overnight chaperones. 

Any applicant who knowingly makes a false statement, as determined by the district, on a district volunteer form may be denied the ability to volunteer in the district. 

Any electronic communications with students by a volunteer for the district will be appropriate and only when directed by district administration. When communicating with students electronically regarding school-related matters, volunteers shall use district e-mail using mailing lists and/or other Internet messaging to a group of students rather than individual students or as directed by district administration. Unapproved texting or electronically communicating with a student through contact information gained as a volunteer for the district is prohibited. 

The school volunteer coordinator is responsible for the recruitment, use and coordination and training of volunteers. These assignments will be carried out as authorized through the district’s volunteer program. 

Every effort should be made to use volunteer resources in a manner which will ensure maximum contribution to the welfare and educational growth of students. 

** As used in this policy, the term parent includes legal guardian or person in a parental relationship. The status and duties of a legal guardian are defined in ORS 125.005 (4) and 125.300 - 125.325. The determination of whether an individual is acting in a parental relationship, for purposes of determining residency, depends on the evaluation of the factors listed in ORS 419B.373. The determination for other purposes depends on evaluation of those factors and a power of attorney executed pursuant to ORS 109.056. For special education students, parent also includes a surrogate parent, an adult student to whom rights have transferred and foster parent as defined in OAR 581-015-2000. 

END OF POLICY 

Volunteers – IICC 2-2 

Legal Reference(s): 

ORS Chapter 243 

ORS 326.607

ORS 332.107 

ORS 339.372 

OAR 581-021-0510 – 021-0512 

OAR 839-020-0005 

Senate Bill 155 (2019) 

Fair Labor Standards Act of 1938, 29 U.S.C. §§ 206-207 (2012). 

Cross Reference(s): GCDA/GDDA - Criminal Records Checks and Fingerprinting

 

Code: IICC-AR 

Revised/Reviewed: 6/20/02; 12/20/12; 2/08/18; 1/24/19; 8/13/20 

Volunteers**

The district will involve community resources to enhance the education of children while maintaining a safe environment in our schools. In general, volunteers that do not involve unsupervised student contact, such as classroom speakers, career center support, etc., would not involve completion of the full volunteer application process. 

All other volunteers who participate in school programs and/or events on an approved, infrequent basis, are required to register in the Volunteer database system located in the front office of all schools in the district. 

Although a volunteer is not a district employee, any volunteer approved to work around students is required to adhere to all relevant district policies and procedures, including, but not limited to the self-reporting of any communicable diseases (See administrative regulation JHCC/GBEB-AR - Communicable Diseases) and all mandatory reporting laws. 

Volunteer Criminal Records Checks Requirements 

Any individual considered for volunteer service will be required to submit to a criminal records check. This includes, but is not limited to, parents, volunteer coaches, and overnight chaperones. 

All volunteer applicants requiring a criminal records check will follow the procedures included in this administrative regulation: 

1. Complete a volunteer application form and a criminal records checks verification/background check authorization form available online. Paper copies will be made available as needed. All information will be handled in the strictest confidence. 

2. Renew the volunteer application and criminal history verification authorization every three years. 

After the criminal records check clearance has been received, the principal/designee will be notified the applicant has been cleared to volunteer. Volunteer orientation will be held at each building for the purpose of informing volunteers of their responsibilities and rights, as well as establishing basic expectations and lines of communication. 

Information gathered in the volunteer clearance process is not shared with any federal government agencies for resident status purposes. If there is a question regarding the information received during the criminal records check, the applicant will receive a letter from human resources informing them of the opportunity to meet and discuss their volunteer status. Volunteers – IICC-AR 2-2 

An applicant will not be approved to volunteer if a determination has been made that the applicant knowingly made a false statement or there is a confirmed conviction including pleas of no contest of any crime listed in ORS 342.143(3)(A). All other evidence of criminal activity will be reviewed and evaluated on a case-by-case basis by human resources personnel to determine if the applicant may be approved to volunteer. 

 

** As used in this policy, the term parent includes legal guardian or person in a parental relationship. The status and duties of a legal guardian are defined in ORS 125.005 (4) and 125.300 – 125.325. The determination of whether an individual is acting in a parental relationship, for purposes of determining residency, depends on the evaluation of the factors listed in ORS 419B.373. The determination for other purposes depends on evaluation of those factors and a power of attorney executed pursuant to ORS 109.056. For special education students, parent also includes a surrogate parent, an adult student to whom rights have transferred and foster parent as defined in OAR 581-015-2000.

Code: JHFE

Adopted: 6/25/20

Reporting of Suspected Abuse of a Child

Any district employee who has reasonable cause to believe that any child with whom the employee has come in contact has suffered abuse shall orally report or cause an oral report immediately by telephone or otherwise to the local office of the Oregon Department of Human Services (DHS) or its designee or to the law enforcement agency within the county where the person making the report is located at the time of the contact pursuant to Oregon Revised Statute (ORS) 419B.010. Any district employee who has reasonable cause to believe that any adult or student with whom the employee is in contact has abused a child shall immediately report or cause a report to be made in the same manner to DHS or its designee or to the law enforcement agency within the county where the person making the report is located at the time of the contact pursuant to Oregon Revised Statute (ORS) 419.010. If known, the report shall contain the names and addresses of the child and the parents of the child or other persons responsible for the child’s care, the child’s age, the nature and extent of the suspected abuse, including any evidence of previous abuse, the explanation given for the suspected abuse, any other information that the person making the report believes might be helpful in establishing the possible cause of the abuse and the identity of a possible perpetrator.

Abuse of a child by district employees, contractors, agents, volunteers, or students will not be tolerated. All district employees, contractors, agents, volunteers and students are subject to this policy and the accompanying administrative regulation. 

Any district employee who has reasonable cause to believe that another district employee, contractor, agent, volunteer or student has engaged in abuse, or that a student has been subjected to abuse by another district employee, contractor, agent, volunteer or student shall immediately report such to the DHS or its designee or the local law enforcement agency pursuant to ORS 419B.015, and to the designated licensed administrator or alternate licensed administrator for their school building. 

The district will designate a licensed administrator and an alternate licensed administrator, in the event that the designated licensed administrator is the suspected abuser, for each school building to receive reports of suspected abuse of a child by district employees, contractors, agents, volunteers or students. 

If the superintendent is the alleged abuser the report shall be submitted to the Executive Director of Human Resources who shall also report to the Board chair.

The district will post the name and contact information of the designees for each school building designated to receive reports of suspected abuse and the procedures the designee will follow upon receipt of a report, the contact information for local law enforcement and the local DHS office or its designee and a statement that the duty to report suspect abuse is in addition to the requirements of reporting to a designated licensed administrator. 

When a designee receives a report of suspected abuse, the designee will follow procedure established by the district and set forth in administrative regulation JHFE-AR(1) - Reporting of Suspected Abuse of a Child. All such reports of suspected abuse will be reported to a law enforcement agency or DHS, or its designee, for investigation, and the agency will complete an investigation regardless of any changes in the relationship or duties of the person who is the alleged abuser.

When there is reasonable cause to support the report, a district employee suspected of abuse shall be placed on paid administrative leave pending an investigation and the district will take necessary actions to ensure the student’s safety. When there is reasonable cause to support the report, a district contractor, agent or volunteer suspected of abuse shall be removed from providing services to the district and the district will take necessary actions to ensure the student’s safety.

The district will notify the person, as allowed by state and federal law, who was subjected to the suspected abuse about any actions taken by the district as a result of the report.

A substantiated report of abuse by an employee shall be documented in the employee’s personnel file. A substantiated report of abuse by a student shall be documented in the student’s education record.

The initiation of a report in good faith, pursuant to this policy, may not adversely affect any terms or conditions of employment or the work environment of the person initiating the report or who may have been subjected to abuse. If a student initiates a report of suspected abuse of a child by a district employee, contractor, agent, volunteer or student, in good faith, the student will not be disciplined by the district or any district employee, contractor, agent or volunteer. Intentionally making a false report of abuse of a child is a Class A violation.

The district shall provide training each school year to district employees on the prevention and identification of abuse, the obligations of district employees under ORS 339.388 and ORS 419B.005 - 419B.050 and as directed by Board policy to report suspected abuse of a child, and appropriate electronic communications with students. The district shall make available each school year the training described above to contractors, agents, volunteers, and parents and legal guardians of students attending district-operated schools, and will be made available separately from the training provided to district employees. The district shall provide each school year information on the prevention and identification of abuse, the obligations of district employees under Board policy to report abuse, and appropriate electronic communications with students to contractors, agents and volunteers. The district shall make available each school year training that is designed to prevent abuse to students attending district-operated schools.

The district shall provide to a district employee at the time of hire, or to a contractor, agent, or volunteer at the time of beginning service for the district, the following:

1. A description of conduct that may constitute abuse;

2. A description of the investigatory process and possible consequences if a report of suspected abuse is substantiated; and

3. A description of the prohibitions imposed on district employees, contractors, and agents when they attempt to obtain a new job, as provided under ORS 339.378. A district employee, contractor or agent will not assist another district employee, contractor or agent in obtaining a new job if the individual knows, or has reasonable or probable cause to believe the district employee, contractor or agent engaged in abuse, unless criteria found in ORS 339.378(2)(c) are applicable.

Nothing in this policy prevents the district from disclosing information required by law or providing the routine transmission of administrative and personnel files pursuant to law.

The district shall make available to students, district employees, contractors, agents, and volunteers a policy of appropriate electronic communications with students. 

Any electronic communications with students by a contractor, agent or volunteer for the district will be appropriate and only when directed by district administration. When communicating with students electronically regarding school-related matters, contractors, agents or volunteers shall use district e-mail, using mailing lists and/or other internet messaging to a group of students rather than individual students or as directed by district administration. Unapproved texting or electronically communicating with a student through contact information gained as a contractor, agent or volunteer for the district is prohibited.

The superintendent shall develop administrative regulations as are necessary to implement this policy and to comply with state law. 

END OF POLICY

Legal Reference(s):

ORS 339.370 - 339.400

ORS 418.257 - 418.259

ORS 419B.005 - 419B.050

OAR 581-022-2205

Senate Bill 155 (2019)

 Greene v. Camreta, 588 F.3d 1011 (9th Cir. 2009), vacated in part by, remanded by Camreta v. Greene, 131 S. Ct. 2020 (U.S. 2011); vacated in part, remanded by Greene v. Camreta 661 F.3d 1201 (9th Cir. 2011).

Cross Reference(s):

GBNAA/JHFF - Reporting Requirements for Suspected Sexual Conduct with Students

GCAB - Personal Electronic Devices and Social Media - Staff

JHFF/GBNAA - Reporting Requirements for Suspected Sexual Conduct with Students

HUMAN RESOURCES

12400 SE Freeman Way, Milwaukie, Oregon 97222 Phone: 503-353-6000

Fax: 503-353-7378

Michelle Riddell, Executive Director Keylah Boyer, Associate Director

Alma Morales Galincia, Associate Director Will Ruehle, Associate Director

 Abuse and Sexual Conduct Information and Reporting Requirements for School Contractors, Agents and Volunteer

NORTH CLACKAMAS SCHOOL DISTRICT DOES NOT TOLERATE CHILD ABUSE OR SEXUAL CONDUCT IN ANY FORM.

 

PREVENTION

The North Clackamas School District seeks to prevent child abuse and sexual harassment by committing to:

• Teaching students about appropriate boundaries and relationships (in coordination with curriculum);

• Training all employees regarding child abuse and sexual conduct, and clearly communicating responsibilities and procedures;

• Making this training available to parents, community members, contractors and volunteers; and

• Promptly and thoroughly investigating any reports or complaints of abuse or sexual conduct.

 

ABUSE DEFINED

• Any assault of a child and any physical injury to a child which has been caused by other than accidental means, including any injury which appears to be at variance with the explanation given of the injury.

• Any mental injury to a child, which shall include only observable and substantial impairment of the child’s mental or psychological ability to function caused by cruelty to the child, with due regard to the culture of the child.

• Rape of a child.

• Sexual abuse.

• Sexual exploitation, including but not limited to: Contributing to the sexual delinquency of a minor, and any other conduct which allows, employs, authorizes, permits, induces or encourages a child to engage in the performing for people to observe or the photographing, filming, tape recording or other exhibition which, in whole or in part, depicts sexual conduct or contact, sexual abuse involving a child or rape of a child, and Allowing, permitting, encouraging or hiring a child to engage in prostitution or a commercial sex act, to purchase sex with a minor or to engage in commercial sexual solicitation.

• Negligent treatment or maltreatment of a child, including but not limited to the failure to provide adequate food, clothing, shelter or medical care that is likely to endanger the health or welfare of the child.

• Threatened harm to a child, or subjecting a child to a substantial risk of harm to the child’s health or welfare.

• Buying or selling a person under 18 years of age.

• Permitting a person under 18 years of age to enter or remain in or upon premises where methamphetamines are being manufactured.

• Unlawful exposure to a controlled substance, or to the unlawful manufacturing of a cannabinoid extract, that subjects a child to a substantial risk of harm to the child’s health or safety. ORS 419B.005(1).

 

SEXUAL CONDUCT DEFINED

Verbal or physical conduct or verbal, written or electronic communications by a school employee, a contractor, an agent or volunteer that involve a student and that are: sexual advances or requests for sexual favors directed toward the student or of a sexual nature that are directed toward the student or that have the effect of unreasonably interfering with the student’s educational performance or of creating an intimidating, hostile or offensive educational environment. Sexual conduct does not include touching that is necessitated by the nature of the school employee’s job duties or by the services required to be provided by the contractor, agent or volunteer and for which there is no sexual intent. ORS 339.370(11)(a).

 

STUDENT DEFINED

Any person who is in any grade from prekindergarten through grade 12 or twenty-one years of age or younger and receiving educational or related services from an education provider that is not a post-secondary institution or education or who was previously known as a student by the person engaging in sexual conduct and who left school or graduated from high school within 90 days prior to the sexual conduct. ORS 339.370(12).

 

GROOMING AND EXAMPLES OF SEXUAL CONDUCT

Sexual Conduct may include grooming behavior. This is behavior in which adults develop trust to break down a child’s defenses so that the adult may engage the child in sexual conduct or sexual abuse. Sexual Conduct includes but is not limited to the following examples:

• Performing back rubs on students

• Touching students frequently

• Exchanging romantic gifts or communications with a student

• Discussing/writing about sexual topics unrelated to curriculum with students, making sexual jokes, gestures and innuendos or engaging in inappropriate banter with students (e.g., discussion of student’s dating behavior)

• Intentionally invading the student’s privacy

• Kissing students

• Commenting on students’ bodies or appearance in a sexual manner

• Videotaping or photographing a student in revealing poses

• Sharing one’s own sexual exploits or marital difficulties

• Using email, text messaging or instant messaging to discuss sexual topics with individual students

OBLIGATIONS OF SCHOOL CONTRACTORS, AGENTS AND VOLUNTEERS TO REPORT ABUSE AND SEXUAL CONDUCT

ALL CONTRACTORS, AGENTS AND VOLUNTEERS are required to report all known or suspected incidents of abuse and sexual conduct to a school administrator. Failure to report known or suspected incidents of abuse and sexual conduct may lead to termination of your contract with the District, termination of your right to volunteer with the District, and/or trespass from all school property and events.

 

OBLIGATIONS OF SCHOOL EMPLOYEES TO REPORT ABUSE AND SEXUAL CONDUCT

ALL EMPLOYEES are required to follow Policy JHFE “Reporting of Suspected Abuse of a Child” and policy JHFF/GBNAA “Reporting Requirements Regarding Sexual Conduct with Students.” These policies help ensure employees are properly reporting incidents of abuse and sexual conduct.

Policy JHFE requires employees who have a reasonable cause to believe any child with whom the employee has come into contact has suffered abuse, to report this to DHS or the law enforcement agency within the county where the person making the report is located at the time of the contact. It also requires employees who have a reasonable cause to believe that any adult or student with whom the employee is in contact has abused a child to report this to DHS or to the law enforcement agency within the county where the person making the report is located at the time of the contact. See attached district policy JHFE “Reporting Requirements for Suspected Abuse of a Child” for more detail regarding these reporting obligations.

Policy JHFF requires employees who have reasonable cause to believe that another employee, contractor, agent or volunteer has engaged in sexual conduct with a student, to immediately notify the designated licensed administer of the conduct. The designated licensed administrator who receives the report is required to report to the Oregon Department of Education (ODE) or Teacher Standards and Practices Commission (TSPC) as appropriate.

 

LOCAL LAW ENFORCEMENT

DHS: (503) 673-7112

DESIGNATED LICENSED ADMINISTRATOR

Name: Will Ruehle

Position: Associate Director, Human Resources Phone: (503) 353-6000

Email: ruehlew@nclack.k12.or.us Location: Administration Building

ALTERNATE DESIGNATED LICENSED ADMINISTRATORS

Name: Keylah Boyer

Position: Associate Director, Human Resources Phone: (503) 353-6000

Email: boyerk@nclack.k12.or.us Location: Administration Building

 

INVESTIGATORY PROCESS

When the designated licensed administrator (or alternate) receives a report of sexual conduct and has reasonable cause to believe that it has occurred, the designated licensed administrator will report the alleged conduct to TSPC if the alleged perpetrator is a licensed individual, and to ODE if the alleged perpetrator is not licensed. TSPC or ODE will conduct an investigation and report back to the district. The district may also conduct an investigation into the alleged sexual conduct. If the designated licensed administrator (or alternate) receives a report of child abuse and has reasonable cause to believe that it has occurred, the designated licensed administrator will ensure that the report has been made to DHS and/or law enforcement for investigation. The district may also conduct an investigation into the alleged abuse. The designated licensed administrator will also report to TSPC if required by OAR 584-020-0041. A contractor, agent or volunteer may be removed from their position based on information of sexual conduct and/or child abuse.

 

APPROPRIATE ELECTRONIC COMMUNICATIONS WITH STUDENTS

Policy JHFF/GBNAA requires that any electronic communications with students by a contractor, agent or volunteer for the district will be appropriate and only when directed by district administration. When communicating with students electronically regarding school-related matters, contractors, agents or volunteers shall use district e-mail using mailing lists and/or other internet messaging to a group of students rather than individual students or as directed by district administration. Texting or electronically communicating with a student through contact information gained as a contractor, agent or volunteer for the district is prohibited.

ADDITIONAL PROHIBITIONS

If a school employee, contractor or agent knows or has reason to know that another school employee, contractor or agent has engaged in sexual conduct or abuse, the school employee, contractor or agent may not assist the other in obtaining a new job. This prohibition does not apply if the employee, contractor or agent knows or has reasonable cause to believe that the conduct was reported to the appropriate agency and was resolved, or the investigation remains ongoing after four years.

 Additional  training

 

 

Benefits to Volunteers:

• Personal satisfaction, giving back

• Trying something new

• Enhances social network

• Learn about people

• Lower rates of depression

• Improves physical and mental health

• A good way to prevent poor health is to volunteer!