Parents Allied with Children and Teachers

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PACT Charter School

7250 E. Ramsey Pkwy
Ramsey, MN 55303

 426_Open Door Procedure

 Date created:

 Committee Approval by:

 Date Approved:

 19980820
 20151218 (major revisions)

 PRS

 20160512

 BRD

 20160204


OPEN DOOR PROCEDURES

The goal of PACT Charter School is to provide a professional work environment that permits all members of the PACT community to engage in direct open two-way and constructive communication. The School believes that stakeholder, employee, and student complaints and concerns can be most effectively addressed in this manner. In most cases, this communication and resolution should take place between the involved individuals directly, or other relevant parties if necessary, without the need to submit a formal Open Door complaint. Stakeholders are expected to voice their concerns in a responsible manner and are accountable for any statements made or actions they have taken. Stakeholders must identify all individuals who have been involved in reviewing their concerns when following this procedure. The overall timeframe to complete the Open Door Process should not exceed 30 days if at all possible.

Appropriate effort and cooperation is encouraged to resolve issues, concerns, and disputes to both parties “satisfaction.” Parties should remain open minded about the issue and check out the facts with the directly involved party. Often issues are a matter of miscommunication or are a misunderstanding of meaning or intent. Parties should also try to understand the other person’s point of view.

If a stakeholder, employee, or student believes a concern cannot or should not be resolved with another stakeholder, employee, or student there are other designated people within the organization that are available to assist them. The Open Door Policy procedure is available to be utilized to resolve questions and concerns. However, not all concerns may continue to fall under the Open Door Policy procedure to appropriately assist personnel in order to obtain final resolution. Some referrals may not fit this policy and may need to be addressed by another PACT policy that is applicable under federal and/or state law. See chart below for clarification of which policy applies.

 

426 - Open Door Policy

(summary)

508 - Bullying Policy

(summary)

514 - Harassment/Violence Policy

(summary)

If the issue or complaint cannot be resolved by the directly involved parties, it should brought to the following PACT contact person. Students, stakeholders, and employees should contact a program director. If the issue continues to be unresolved a formal open door complaint form should be filed with the Human Resource Manager. It will be a violation of this policy for any student, employee, or stakeholder to “bully” another student, employee, or stakeholder by means of intimidating, threatening, abusive, or harming conduct that is objectively offensive as described in PACT Board Policy 508. This includes cyberbullying. It will be a violation of this policy for any student or employee to (1) harass a student or employee through conduct or communications (e.g., physical, verbal, graphic, or written) or to (2) inflict, threaten to inflict or attempt to inflict violence; or to (3) discriminate against a student or employee based on that student’s or employee’s actual or perceived protected class status. Report all incidents and complaints to the PACT Human Resource Manager. If the complaint involves the Human Resources Manager report the complaint to the Executive Director.

 

LEVEL I:

If an issue cannot be resolved with the other party, it should be brought to the following PACT “contact” person.

  • Stakeholders or students with unresolved teacher, coach, Activities Director, PACT employee or other stakeholder issues should contact the Elementary or Secondary Program Director.
  • Stakeholders or students with unresolved Program Director or Human Resource Manager issues should contact the Executive Director.
  • Stakeholders, students, or employees with unresolved Executive Director issues should contact the PACT Human Resources Manager, and/or Board Chair or Board designee, with coordination back to Human Resources.
  • PACT Employees with unresolved peer to peer issues should contact their immediate supervisor.

 

LEVEL II:

If an issue is not resolved at Level I, it should be reported to the Human Resources Office and fill out an Open Door form for Conflict Resolution. (See Attached Form) The Human Resources Department will investigate the matter and set up a conflict resolution opportunity following an effective and structured plan of action to resolve the matter. The structure conflict resolution plan is an effort to mediate a solution to the issue. If this effort is unsuccessful, one or both parties can appeal to the next level.

 

Level III:

Appeal to the Executive Director:
The Executive Director will meet with both parties separately after reading their written appeal statements. He or she would then meet with them again to make a decision when a matter reaches that level. If one or both parties are unsatisfied with the Executive Director’s decision one or both can appeal to the PACT Board of Directors. Note: If the complaint is directed at the Executive Director the PACT Board of Directors Chairman may appoint someone to serve in this role.

 

Level IV:

Appeal to the PACT Board of Directors:
Stakeholders, students, employees who have followed the Open Door process have the right to have their complaint heard on appeal by the PACT Board of Directors. The appeal process is outlined and is binding and the decision is final.

 


 

 No Reprisal:

There will be no retaliation against any target or reporter of harassment, violence, or discrimination under this policy, nor against any person who participates in an investigation. PACT will take appropriate action against any student, teacher, administrator, or other school employee who retaliates against any person who makes a good faith report, who testifies, assists, or participates in an investigation, or testifies, assists, or participates in a proceeding or hearing relating to the report. Retaliation includes, but not limited to, any form of intimidation, reprisal or harassment. Retaliation or reprisal from either party toward the other for utilizing this policy could result in disciplinary action up to and including termination.

 

Conflict Of Interest:

If there is a conflict of interest with respect to any party affected by this policy, appropriate accommodations will be made, such as, but not limited to, appointing or contracting with a neutral third-party investigator to conduct the investigation, or recusing from the process the person for whom a conflict or potential conflict of interest exits. In order to avoid conflicts of interests, individuals who are directly involved in the Open Door concern must excuse themselves from the investigation, decision making, and related actions so that final resolution of the problem can be reached.

 

Right To Alternative Complaint Procedures:

These procedures do not deny the right of any individual to pursue other avenues of recourse which may include filing charges with agencies identified below, or initiating an action in state or federal court.