Equal Opprortunity in Our Schools
The Board of Education is committed to ensuring fairness, dignity, and equal opportunity in every aspect of employment across the district. This policy affirms our dedication to building an inclusive workforce that reflects the diversity and values of our community — learn more by reviewing Policies 1530 (Equal Employment Opportunities) and 5710 (Pupil Grievance) in the school board's policy manual database.
Affirmative Action Complaint Form
Affirmative Action Complaint Form
Designated Officials for SOMSD
Staff Affirmative Action Officer
The Affirmative Action Officer for Staff helps make sure every student learns in a school community where fairness, respect, and opportunity are more than just words. They help our district follow state law (N.J.A.C. 6A:7) and actively works to prevent discrimination of any kind — including bias based on race, color, national origin, religion, gender, sexual orientation, age, or disability. The goal is simple but vital: to protect every staff member’s ability to thrive in an environment where everyone is treated with dignity.
DR. KEVIN GILBERT
ASSISTANT SUPERINTENDENT OF SCHOOLS
Affirmative Action Officer, District Anti-Bullying Coordinator (HIB), Title IX Coordinator, District Homeless Education Liaison
Student Affirmative Action Officer
The Affirmative Action Officer for Students is a staff member designation that ensures every student in our schools is treated fairly and with respect. This role helps protect students from discrimination or unequal treatment because of their race, color, national origin, religion, gender, sexual orientation, age, or disability — and helps the district follows state law (N.J.A.C. 6A:7). Their job is to make sure every classroom, hallway, and activity is a safe, welcoming place where all students can learn and belong.
Affirmative Action Complaint / Grievance Procedure
IN ACCORDANCE WITH FEDERAL TITLE IX, STATE TITLE VI REGULATIONS, THE SOUTH ORANGE & MAPLEWOOD SCHOOL DISTRICT POLICIES AND PROCEDURES AND AFFIRMATIVE ACTION PLANS, THE BOARD OF EDUCATION IS REQUIRED TO PUBLICIZE THE FOLLOWING INFORMATION.
Potential complainants are encouraged to discuss their complaint or grievance with the party(ies) directly involved or affected to resolve the complaint. If such an attempt fails to resolve the matter, the following process shall be followed:
The complainant should seek the assistance of an administrator or Affirmative Action Officer (AAO). A meeting will be held as soon as possible.
Following the meeting with the complainant, the administrator or AAO hearing the complaint will notify the complainant’s supervisor unless (s)he is the accused.
The administrator or AAO will initiate a written record of the complaint. The completed record will be signed by the complainant and held in a separate, confidential file. A copy will be given to the complainant.
The administrator or AAO will contact the accused party and apprise him/her of the complaint. A meeting will be held as soon as possible. The name of the complainant and a description of the complaint will be shared with the accused. The accused will have an opportunity to respond to the complaint. Following receipt of the accused’s written response, a decision will be made by the administrator or AAO as to the validity of the complaint and/or whether the investigation should proceed or be closed for lack of credible evidence. The administrator’s or AAO’s findings will be recorded. The complainant and the accused will receive a copy of the report.
If an investigation is deemed necessary, it may include, but not be limited to, interviewing witnesses, verifying facts, and requiring statements. A written summary of the investigation and findings of the administrator or AAO will be shared with the complainant, the accused, and the Superintendent.
Having reviewed the report, the Superintendent shall determine if additional action, including discipline, is warranted.
The disposition of completed reports will be determined by the findings. When a complaint is found to be without cause, all official reports will be destroyed by the Superintendent. However, when there is sufficient evidence to determine cause and when cause is determined to exist, the reports will be kept in a confidential file. Filed reports shall be kept for the duration of a person’s employment. No material shall be shared with the Board of Education unless the disciplinary action chosen by the Superintendent requires Board action.
The procedures will be executed expeditiously, not to exceed thirty (30) workdays.