respond to discussion 3
Aquarius21
Responsetodiscussion3.docxResponse to discussion 3
Choose 1 and response to with at least a 150 words
Nina
When working in a school district, there are many situations that can occur. During these occurrences, there will be times that investigations must take place and evidence must be collected. One cannot assume that information given by one person is total and true. In conducting an investigation, oral and written statements must be taken. The statements help to identify where the conflict lies.
For the case of a parent having a concern for her child being discriminated against on the bus, an administrator would speak to the parent to get an understanding of the situation. To avoid a parent getting defensive and hostile, the administrator will listen and ensure the parent that he or she will do everything possible to keep his or her child safe (Rebore, 2015). After getting insight, the child/student will explain the situation in his or her words with a written statement to keep on file. In pursuing an investigation, at least two or more students will be individually spoken to and will provide a written statement as well. This helps to see if all evidence is accurate. The administrator must also speak to the bus driver. While speaking to the bus driver, the administrator will ask about the interactions that have taken place between him or her and the student. Gathering all information is vital to support the claim. This questioning is critical, so that the administrator can get a better understanding on the type of rapport the bus driver has with the student who is possibly being discriminated against. Another essential piece of evidence is the video from the bus. This will be viewed, to see if there is any visual information that can be useful for evidence. In the midst of the investigation, the bus driver’s supervisor and Professional Standards will be contacted, “To ensure all employment related conduct is held to the highest ethical, moral, and professional standards as set forth by Board Policies, contractual obligations, and State and Federal Statutes” (The School District of Lee County, 2017).
All in all, it is important to understand and know that situations do occur in the school district. While handling these situations, an administrator must conduct an investigation and follow the proper channels to guarantee steps are handled properly.
All students have the right to access their education, and auxiliary services, like transportation, without being discriminated against. According to Rebore, all governments and institutions “must afford respect” to everyone, including equality of opportunity (Rebore, 2015). Additionally, the Florida Educational Equity Act 1000.05 states “discrimination on the basis of race, color, national origin, sex, disability, religion, or marital status against a student or an employee in the state system of public K-20 education is prohibited. No person in this state shall, on the basis of race, color, national origin, sex, disability, religion, or marital status, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any public K-20 education program or activity, or in any employment conditions or practices, conducted by a public educational institution that receives or benefits from federal or state financial assistance” (FLDOE, 2022). As an administrator at a charter school that must follow the policies listed in the abovementioned statute, if a parent informed me that they felt their child was facing any sort of discriminatory actions on the school bus, I would first ask them to speak to the school-based administrators regarding the incident that took place. I would have the parent write a statement as well as the student. After that occurs, I would take statements from any witnesses that were able to see the events happen. Furthermore, I would speak to the bus driver in the presence of their transportation supervisor to get their story of what transpired. If the parent would like to make a formal complaint, I would also provide the parent with the contact information for the Charter School Liaison and the Broward County Public School District’s Director of Equal Educational Opportunities/ADA Compliance Department, and the District’s Equity Coordinator/Title IX Coordinator.
Once all facts have been collected and analyzed, the administrative team would make a recommendation to the transportation company to either seek termination, reassignment, consult for the record, or dismiss the issue, if nothing was found. However, in this situation, because the charter school outsources the transportation services to a private vendor, the ultimate fate of the employee is based on the school administrators’ recommendation, the applicable law, and the policies of the private vendor. Additionally, the administration team would report the incident to the charter school’s Governing Board and the District Charter School Liaison.
Depending on the outcome of the investigation or during the course of the investigation, I may offer the parent another bus route for the student, if that is a possible option. Also, in the effort of preventing this situation from occurring again in the future, I would mandate that the bus company provide training to their drivers regarding anti-discriminatory practices and legal policies that they should be award of. According to Broward County Public Schools Transportation website, all bus drivers must take a classroom course required by the Florida Department of Education that reviews the driver’s “role, responsibility, laws, regulations, and policies pertaining to transporting passengers on a school bus” (BCPS, n.d.)
It is imperative that all children feel safe and secure in all environments while attending school. All employees are required to follow federal, state, and district policies that prohibit discrimination of any sort.
