School Policies

The Mead School supports the intellectual, social, emotional, physical growth and development of each child. Standards of conduct and agreed-upon community norms are designed to create and maintain an environment that is safe, healthy and conducive to every type of learning.

We expect students to adhere to The Mead School Code of Conduct, Center and Classroom Agreements and other school rules and procedures that have been put into place for the benefit of the community, whether they are on campus, on school or activity buses, on field trips or are playing with friends at home or online.

The Mead School generally believes in using “teachable moments” when students’ actions are in conflict with school norms.  This is done via a “process”, which involves a conversation with the involved student(s), a Home Center Director (HCD) and a Curriculum Director (CD), depending upon the situation.  Moderated by an adult, during “a process”, every participant is given the opportunity to share their perspectives and experience, air their feelings and then work together to come to a resolution or agreement.  Depending on the severity of the situation, the HCD will reach out to the parents of the involved students to apprise them of the discussion & outcomes. 

Serious infractions warrant immediate attention, and will involve the Head of School, the HCD, the student and the student’s parents/guardians.  Although Mead treats every situation individually and with compassion, violations such as physical altercations, emotional abuse or cyber-bullying, stealing or defacing school property, academic dishonesty, or bringing a weapon, drugs or alcohol, or tobacco/e-cigarettes to campus may result in suspension or expulsion. 

The Mead School maintains a strict policy prohibiting discrimination against and harassment of students on the basis of race, ethnicity, color, sex, gender, gender identity and/or expression, sexual orientation, religion, ancestry or national origin, age, pregnancy, marital status, disability, and/or any other protected characteristics under any other applicable law or school policy.  The School believes that all students should be treated with dignity and respect at all times. Harassment is offensive, debilitates morale, and interferes with effectiveness carrying out the mission of our School.

Students are entitled to an employment and educational environment that is free of discriminatory harassment. Our school does not tolerate discriminatory harassment of any student. Protected class harassment constitutes a form of discrimination that is prohibited by our school’s policy. Any verbal or physical conduct which denigrates or shows hostility or aversion toward an individual because of race, creed, color, gender, age, ancestry, national origin, marital status, mental retardation, physical disability, prior conviction of a crime, veteran status or any other status protected by local, state, or federal law is prohibited.

In addition, harassment on the basis of sex (i.e., “sexual harassment”) is a violation of various state and federal laws (including Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972) which subject not only our School but also the individual harasser to liability for any such unlawful conduct.  Our policy prohibits discrimination against and harassment of students on the basis of sex.  Our school prohibits sexual harassment in any form, including verbal, physical, and visual harassment, and in any work or educational context (including before, during, or after regular school hours).

Sexual harassment is defined as any unwelcome conduct by any member or group of the school community on the basis of sex. Sexual harassment exists when there are unwelcome sexual advances, requests for sexual favors, or any other verbal, physical, or visual conduct of a sexual nature.  Specifically, this includes when:

• Submission to the conduct is made either explicitly or implicitly a terms or condition of an individual’s educational success;
• Submission to or rejection of such conduct by an individual is used as the basis for educational decisions affecting such individual.

The harassment has the purpose or effect of interfering with an individual’s educational access, benefits, or opportunities, or creating an environment that is intimidating, hostile, or offensive to the individual (i.e., known as “hostile environment” harassment).

Examples of conduct prohibited by this policy include (but are not limited to):

• Unwelcome sexual advances or repeated flirtations.
• Unwelcome intentional touching of another person or other unwanted intentional physical contact (including patting, pinching, or brushing against another person's body).
•  Asking unwelcome questions or making unwelcome comments about another person's dating, personal or intimate relationships, or appearance.
• Conduct or remarks that are sexually suggestive or that demean or show hostility to a person (including jokes, pranks, teasing, obscenities, obscene or rude gestures or noises, slurs, taunts, negative stereotyping, threats, blocking of physical movement).
• Displaying or circulating pictures, objects, or written or electronic materials (including graffiti, cartoons, photographs, pinups, calendars, magazines, figurines, novelty items, websites, e-mail messages) that are sexually suggestive or that demean or show hostility to a person because of the person's gender.

This policy also prohibits retaliation, which is defined as any materially adverse action taken because of a person’s participation in a protected activity. Protected activity includes reporting an incident that may be a violation under this policy, participating in the grievance process, supporting a person who is engaging in a process as described under this policy, or assisting in providing information relevant to an investigation under this policy.

When harassment rises to the level of creating a hostile environment, our school may also impose disciplinary action. Harassment/sexual harassment by school employees is considered grounds for disciplinary action, up to and including discharge. Harassment/sexual harassment by other students is considered grounds for disciplinary action, up to and including expulsion. [Head of School or Other Senior Officer] will determine appropriate sanctions for harassment and creation of a hostile environment (discriminatory harassment) of students by persons other than school employees and students.

Martha Orosz, Director of Finance and Human Resources, is the designated individual who responds to actual notice of an allegation and serves as the Responsible Employee under this policy to oversee its implementation.  The Responsible Employee has the primary responsible for coordinating the Mead School’s efforts related to investigation, resolution, and implementation of corrective measures and monitoring to stop, remediate, and prevent discrimination, harassment, and retaliation prohibited under this policy.

The Responsible Employee shall make specific and continuing steps to notify students, parents/ guardians, employees, applicants for admission and employment, and the public of where and how to initiate the grievance process described in this policy. The Responsible Employee will ensure adequate non-discrimination procedures are in place, recommend new procedures or modifications to procedures, and monitor the implementation of this policy.

Allegations of violations of this policy, or questions about this policy, may be made internally to:

Martha Orosz, Responsible Employee/Title IX Coordinator/504 Coordinator

Office of Finance and Human Resources

martha_orosz@meadschool.org

Under this policy, all employees of the Mead School are designated as mandatory reporters. All employees are expected to report knowledge of or reports of incidents of discrimination or harassment of students that are made to them, or which they become aware, to the Responsible Employee and may also make a report to law enforcement, when the latter is required or desired by the party involved. The Responsible Employee will act accordingly when an incident is reported to them. If the matter involves the possible abuse of a minor, an oral report must be made by phone or in person to the Department of Children and Families’ (DCF) Hotline or a law enforcement agency within 12 hours after the mandated reporter has reasonable cause to suspect or believe that a child has been abused or neglected or placed in imminent risk of serious harm, and a written report (DCF-136 Form) must be submitted to DCF within 48 hours of making the oral report.

A.  Any individual who has experienced discrimination or harassment, or believes that a student has been discriminated against or harassed should report their concern promptly in writing to the Responsible Employee. Individuals who are unsure whether discrimination or harassment has occurred, or who need assistance in preparing a written complaint, are encouraged to discuss the situation with the Responsible Employee. Additionally, all students can report sexual harassment to any school employee, which trigger’s the school employee’s obligation to report such incidents to the Responsible Employee

B.  Employees are expected to promptly report possible incidents of discrimination or harassment of students to the Responsible Employee. Parents/guardians and other adults are also encouraged to report any concerns about possible discrimination or harassment of students.

C.  Students, employees, and others will not be retaliated against for making a complaint or participating in an investigation.

D.  Retaliation is illegal under state and federal nondiscrimination laws and any retaliation by students or school staff will result in disciplinary measures, up to and including expulsion or dismissal.

Complaint Handling and Investigation

A.  The Responsible Employee shall promptly inform the [Head of School or other senior officer] and the person(s) who is the subject of the complaint (hereinafter, “respondent”) that a complaint has been received.

B.  The Responsible Employee may pursue a prompt and equitable informal resolution of the complaint with the agreement of the parties involved. Any party to the complaint may decide to end an informal resolution process and pursue the formal process at any point. The informal resolution is subject to the approval of the Responsible Employee, who shall consider whether the informal resolution is in the best interest of the parties and the school unit in light of the particular circumstances and applicable policies and laws.

C.  The Mead School will conduct an adequate, reliable, and impartial investigation. Typically, a complaint will be investigated by the Responsible Employee, unless the Responsible Employee designates another person to investigate it on his/her behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Responsible Employee or [Head of School] should be submitted to the chair of the [School Name governing board entity name], who may consult with legal counsel concerning the handling and investigation of the complaint.

a.   Parents and guardians of students involved in such complaints have the legal right to act on behalf of a complainant, respondent, or other individuals with respect to the exercise of their Title IX rights, including but not limited to the filing of a formal complaint.  The legal right of a party or guardian to act on a party’s behalf extends throughout the entire grievance process.

b.   The respondent will be provided with an opportunity to be heard as part of the investigation. The complainant shall not be required to attend meetings with the respondent but may choose to do so as part of the resolution process.

c.   The complainant and the respondent may suggest witnesses and/or submit materials they believe are relevant to the complaint.

d.   When the complaint involves allegations relating to conduct that took place away from school property, school-sponsored activities, or school transportation, the investigation may include inquiries related to these allegations to determine whether they resulted in continuing effects such as harassment or a discriminatory impact in school settings.

e.   Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws.

f.   The Responsible Employee shall keep a written record of the investigation process.

g.   The Responsible Employee may take interim remedial measures to reduce the risk of further discrimination or harassment while the investigation is pending. Examples of interim measures include, but are not limited to, ordering no contact between individuals, changing schedules or classes, etc.

h.   The Responsible Employee may consult with the [Head of School or designee] concerning the investigation, conclusions, and any remedial and/or disciplinary actions.

i.    The investigation shall be completed promptly. Typically, investigations are completed within 21 business days of receiving a complaint, if practicable. The Responsible Employee may extend this time frame at his/her discretion for good cause.

j.   After the school has sent the investigative report to the parties and before reaching a determination regarding responsibility, the Responsible Employee must afford each party the opportunity to submit written, relevant questions that a party wants asked of any party or witness, provide each party with the answers, and allow for additional, limited follow-up questions from each party.

If the Responsible Employee determines that discrimination or harassment occurred, he/she shall, in consultation with the [Head of School or designee]:

a.   Determine what remedial action, if any, is needed to end the discrimination or harassment, remedy its effects, and prevent recurrence;

b.   Determine what disciplinary action should be taken against respondent, if any; and

c.   Inform both the respondent and the complainant in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).

If the complainant and/or respondent is dissatisfied with the resolution, an appeal may be made in writing to the [Head of School] within 10 business days after receiving notice of the resolution. The [Head of School] shall review the investigation report and may conduct further investigation if deemed appropriate. The [Head of School]’s decision shall be provided in writing to the parties within 10 business days, if practicable. The appeal decision shall be final.

The Mead School has always viewed the way we dress as a form of freedom of expression.  During 2019’s 8th Grade formal dinner at the Head of School’s home, the students explored the ins and outs of "dressing for success at school" in a mature and thoughtful manner.  Rather than falling into the "gender" trap, they talked about how recent fashion trends can interfere with some students' abilities to appropriately focus on schoolwork.  For men and women alike, form fitting clothing, and too short shorts that leave little to the imagination were most often cited as prime deterrents to being able to appropriately concentrate on schoolwork.  This falls into the category of "sense of occasion."

The Mead School does not want to implement a dress code, but rather, we are asking for your help in supporting your child's best learning by understanding how his/her clothing choice can play a significant role in their and other students' ability to focus in school. 

As always, K-2 Students should come dressed appropriately for active play both inside and outside of the classroom.

Students in Grades 3-8 already know that T- and sweatshirts expressing inappropriate or violent messaging or images are not allowed. Visible undergarments, short shorts, spaghetti strap/tank tops, although among current fashion choices, don't necessarily set students up for active, focused, and engaged learning experiences in school.  In fact, we know from our students that current fashion choices can actually detract from the school's learning environment. Again, in the spirit of coming to school ready to learn, please support your children in "looking again" at their clothing choices and dressing in a way that supports this effort. 

Shoes & Socks

Finally, from a safety and hygiene perspective, we ask that students not wear "flip-flops" or "slides" to school.  Sandals with back straps are fine.  Shoes, boots and sneakers must be worn with regular or low-rise socks. 

We thank you all in advance for helping us maintain our freedom of expression, while also maintaining an environment that is conducive to our students' best learning. 

The Mead School expects its students to be accountable for their behavior (age appropriate) and to commit themselves to a corresponding respect for others and for the environment. 

Beyond these fundamental values, we avoid defining regulations except for the following safety rules and technology restrictions:

• No inflicting physical or emotional harm on other people.
• At no time may children leave the premises, go into the parking lot or woods without a staff member, parent/guardian or without permission from a teacher. The consequence for doing so is automatic suspension.
• The stage area is for use with adults only.
• The office area is off limits without a staff member.  Children are allowed to use the copy machines only with supervision of a staff member.
• No throwing anything that can hurt other people or cause damage. 
• Children and their families will be held responsible for any damage caused by vandalism or reckless behavior.
• The front hall and lobby of the school are technology-free zones.
• Student cell phones must be turned off and stored in backpacks during the day.

Early Learning Centers have fenced and gated playgrounds for their use.  Appropriate staff supervision is maintained in both gated and non-gated play areas.  Children in these programs MAY NEVER be left unattended on playgrounds.  Other students may enter the Early Learning Center playgrounds only with permission of Early Learning Center personnel and the child’s Home Center Director.

Kindergarten through 5^th grade students may be on the playground, when open and supervised, with permission of their Home Center Director.

6-8^th grade students may be on the playground in small, unsupervised groups, but only with their Home Center Director’s permission.  A staff member will “keep an eye” on them.  

There is to be no climbing on fences or trees on the property.  Children may not pursue balls or anything else near the parking lot or beyond the fence.  

Consequences for breaking these rules will be developed for the individual situation by the students, teachers involved, and the Head of School. 

Note: the playground areas are available for use by registered students only. 

The Mead School is an ABSOLUTE WEAPONS FREE ZONE.  THERE IS ZERO TOLERANCE FOR WEAPONS OF ANY KIND ON SCHOOL PROPERTY OR DURING SCHOOL-SPONSORED ACTIVITES.

It is the policy of the School that no student or person shall bring a weapon to school, nor carry or keep any weapon on school property or while attending or participating in any school activity, including during transportation to or from such activity. 

If students are found with a weapon, they will be subject to school disciplinary action, including suspension and expulsion.  If it can cause bodily harm or be perceived as a threatening object that instills fear, it is a weapon.  No weapon of any type should ever be brought to school, including knives, BB guns or any authentic-looking replicas of any weapons.  Bringing items to school, in which themselves may not be inherently dangerous, but are used to instill fear or cause injury, will also result in disciplinary action, including suspension and expulsion from school.