CONNECTING WATERS CHARTER SCHOOLS

GENERAL COMPLAINTS 

Connecting Waters Charter Schools (“CWCS”) (collectively “the Charter Schools”) have adopted this General Complaint Policy to address concerns about the Charter Schools generally or regarding specific employees. For complaints regarding harassment or perceived violations of state or federal laws, please refer to the Charter Schools Title IX, Harassment, Discrimination,  Intimidation, and/or Bullying Policy and/or the Charter Schools Uniform Complaint  Procedures. The General Complaint form and accompanying procedures would be appropriate for all other complaints. 

INTERNAL COMPLAINTS 

(Complaints by Employees against Employees) 

This section of the policy is for use when a Charter Schools employee raises a complaint or concern 

about a coworker. If reasonably possible, internal complaints should be resolved at the lowest possible

level, including attempts to discuss/resolve concerns with other Charter School employees directly. 

Every effort should be made to resolve disputes with employees at the earliest possible stage. Any 

person who has a concern regarding the actions of a school employee shall be encouraged to resolve 

the matter informally through direct communication with the employee whenever possible. A school

administrator or supervisor is available to assist the complainant in having a conversation with the

employee.

1. The complainant will bring the matter to the attention of the Supervisor of the specific employee. (Ex. complaints about Special Education providers or staff go to the Special Education Director, complaints about Education Specialists go to their Advisor, Instructor complaints go to their Department Chair, etc.) as soon as possible. 

2. If after an attempt to resolve the complaint with the immediate Supervisor has failed, or if not appropriate, the complainant will produce his or her complaint in writing, indicating all known and relevant facts, and return the complaint to Personnel. The Supervisor or Designee will then investigate the facts and provide a solution or explanation. Documentation will be shared with Human Resources and further direction will be provided if not resolved.  

3. If the complaint is about the Executive Director, the complainant may file his or her complaint to the Chair of the Board of Directors, who will then confer with the Board of Directors and may conduct a fact-finding or authorize a third-party investigator on behalf of the Board of Directors. The Chair or investigator will report his or her findings to the Board of Directors for review and action, if necessary.  

This policy cannot guarantee that every problem will be resolved to the employee’s satisfaction. However, the Charter Schools value each employee’s ability to express concerns and the need for resolution without fear of adverse consequences to employment.

General Complaints and Complaints by Third Parties (non-employees) against Employees

For use when either a complaint does not fall under other complaint procedures or a third party (non-employee) raises a complaint or concern about the Charter  Schools generally or a Charter Schools employee in particular. Every effort should be made to resolve disputes with employees at the earliest possible stage. Any person who has a concern regarding the actions of a school employee shall be encouraged to resolve the matter informally through direct communication with the employee whenever possible. A school administrator or supervisor is available to assist the complainant in having a conversation with the employee.

General Complaint Procedure

The Charter Schools urge complainants to present their concerns to the Charter Schools employees so that they can resolve matters at the lowest possible level. If the complainant elects to file a complaint against the Charter Schools generally or a Charter Schools employee, the complainant will be directed to complete the General Complaint Form within fifteen (15) days of the incident and to submit this form to Personnel. (Personnel will then send it to the most immediate supervisor.) The Supervisor will reply back as to the progress of the investigation and the resolution in a timely manner.  If the complainant is unsatisfied with the resolution, they may file an Appeal. 

Appeal One

Complaints file the Appeal One Complaint Form with Personnel, and Personnel will send the appeal on to the next level supervisor who oversees that staff member’s department or Chair of the  Board of Directors (only if the complaint concerns the Executive Director) within fifteen (15) days. The written complaint should outline in detail the factual basis for the complaint. 

In processing the complaint, the Supervisor (or designee) shall abide by the following  process: 

1. The Supervisor or designee shall use his or her best efforts to ascertain the facts relating to the complaint. Where applicable, the Supervisor or designee shall investigate by talking with the parties identified in the complaint or persons with knowledge of the particulars of the complaint to ascertain said facts. 

2. If the Supervisor or (or designee) finds that a complaint is valid, the Supervisor (or designee) may take appropriate action to resolve the problem.  Where the complaint is against an employee of the Charter Schools, the  Supervisor may take disciplinary action against the employee. As appropriate, the Supervisor (or designee) may also simply counsel/reprimand employees as to their conduct without initiating formal disciplinary measures. 

3. The Supervisor’s (or designee’s) decision relating to the complaint shall be final unless it is appealed to the Executive Director/ Director or the Board of Directors through a second Appeal Complaint.  

Appeal Two 

If complaints cannot be resolved by the next level Supervisor of the employee or if the complaint concerns the Executive Director, complainants may appeal the initial appeal decision and file an Appeal Two Complaint Form with the Personnel. The complaint will then be sent to the next level supervisor (Executive Director, Deputy Executive Director, Director, or the Chair of the Board of Directors) within fifteen (15) days of the date of the decision or action from the Initial Appeal Complaint. The written complaint should outline in detail the factual basis for the complaint. The decision of the Appeal Two Complaint shall be final. 

GENERAL REQUIREMENTS 

1. Confidentiality: All complainants will be notified that information obtained from the complainants and thereafter gathered will be maintained in a manner as confidential as possible, but in some circumstances, absolute confidentiality cannot be assured. 

2. Non-Retaliation: All complainants will be advised that they will be protected against retaliation as a result of the filing of any complaints or participation in any complaint process. (Labor Code)

3. Resolution: The Board of Directors (if a complaint is about the Executive  Director) or the Executive Director/ Deputy Executive Director/ Director or designee will investigate complaints appropriately under the circumstances and pursuant to the applicable procedures, and if necessary, take appropriate remedial measures to ensure effective resolution of any complaint. 

Please use the forms below.

General Complaint form- for your initial complaint

Appeal One Complaint form- if escalating beyond the initial complaint decision. 

Appeal Two Complaint form- if escalating beyond the initial appeal.