GCA is committed to creating a safe, healthy learning environment for all students that enhances personal safety and encourages respect, dignity, and equality among students. GCA complies with all applicable laws, including but not limited to the following:
Non-Discrimination
(Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Title II, Sec 504 of the Rehabilitation Act of 1973, Age Discrimination Act of 1975, The Americans with Disabilities Act of 1990, and the Boy Scouts of America Equal Access Act of 2001)
GCA is committed to providing a working and learning environment free from discrimination, harassment, intimidation, and bullying.
In accordance with federal and state laws and local policy, GCA prohibits the acts of discrimination, harassment, intimidation, bullying, and exclusion towards any individual on the basis of the individual's actual or perceived sex, sexual orientation, gender, gender identity, gender expression, race or ethnicity, ethnic group identification, ancestry, nationality, national origin, religion, color, mental or physical disability, age, alienage, veteran status, parental status, family status, or marital status in admission or access to its programs, facilities, services, activities, employment opportunities, or any aspect of operations. GCA provides equal access and opportunity to the Boy Scouts of America and other designated (outside) youth or community groups to meet on school premises or in school facilities, and prohibits discrimination, harassment, intimidation, bullying, and exclusion towards any individual or group officially affiliated with the Boy Scouts of America or other designated (outside) youth groups listed in Title 36 of the United States Code as a patriotic society.
The persons listed below have been designated to coordinate GCA’s compliance with its non- discrimination policies:
- Title VI of the Civil Rights Act of 1964 prohibits discrimination based on race, color, or national origin.
- Title IX of the Education Amendments of 1972 prohibits discrimination on the basis of sex. Title IX also prohibits gender-based harassment, which may include acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature.
- The Age Discrimination Act of 1975 prohibits discrimination on the basis of age.
- Title II of the Americans with Disabilities Act of 1990 prohibits discrimination on the basis of disability, and Section 504 of the Rehabilitation Act of 1973, which prohibits discrimination on the basis of disability.
GCA has designated the following individual to coordinate GCA’s compliance with Title VI, Age Discrimination Act, Title II of the Americans with Disabilities Act of 1990, and Section 504 of the Rehabilitation Act of 1973:
Nikki Perrilloux, Director of Human Resources
Office: 404-334-4790 Fax: 404-684-8816
Georgia Cyber Academy also complies with the Individuals with Disabilities Education Act ("IDEA").
GCA has designated the following individual to coordinate GCA’s compliance with the Individuals with Disabilities Education Act ("IDEA"):
J. Brock Tarno, Director of Special Education
Office: 404-334-4790 Fax: 404-684-8816
Under the Boy Scouts of America Equal Access Act, no public elementary school or state or local education agency that provides an opportunity for one or more outside youth or community groups to meet on school premises or in school facilities before or after school hours shall deny equal access or a fair opportunity to meet to, or discriminate against, any group officially affiliated with the Boy Scouts of America, or any other youth group listed in Title 36 of the United States Code as a patriotic society.
The following individual has been designated to coordinate GCA’s compliance with Boy Scouts of America Equal Access Act:
Michael Kooi, Superintendent
Office: 404-334-4790 Fax: 404-684-8816
Members of the GCA community with questions or concerns about GCA’s procedures for complying with these laws should reach out to the appropriate compliance coordinator. The compliance coordinator will provide inquiring individuals with information and guidance on GCA’s policies and procedures and appropriate steps for following the same.
Reporting Discrimination
Any person who believes that he or she has been the victim of discrimination should report the alleged discrimination by following the procedures set forth in the attached Employee Complaint Procedure, Employee Sexual Harassment Policy, or Family Complaint Procedure, as appropriate.
Once a complaint has been made, designated personnel will begin an investigation, track progress, and determine whether the alleged conduct constitutes a violation of Title VI, Title IX, Title II, Section 504, the Age Discrimination Act, or the Boy Scouts Equal Access Act, and take appropriate action.
PARENT and STUDENT COMPLAINTS should be directed to: refer to the Family Complaint Policy located on the GCA website and in the GCA Family and Student Handbook Office: 404-3344790 Fax: 404-684-8816
DESCRIPTION OF CONDUCT THAT VIOLATES THESE LAWS
Harassment may take many forms, including the following conduct when based on the protected characteristics described above:
Verbal
Epithets; derogatory comments, slurs, or name-calling; inappropriate jokes, emails or any other form of written communication, comments, noises, or remarks; repeated requests for dates, threats, propositions, unwelcome and unwanted correspondence, phone calls, and gifts; or other unwelcome attention.
Physical
Assault; impeding or blocking movement; physical interference with normal work or movement; unwanted and unwarranted physical contact, such as touching, pinching, patting, grabbing, brushing against, or poking another worksite employee’s body.
Visual
Abusive or patently offensive images (whether in photographs, posters, cartoons, drawings, paintings, or other forms of imagery); displaying abusive or patently offensive images, writings, or objects; ogling, staring at or directing attention to a worksite employee’s anatomy; leering; sexually oriented or suggestive gestures.
Cyberstalking
Proscribed harassment using electronic communication, such as e-mail or instant messaging (IM), or messages posted to a website, blog, or discussion group.
Proscribed harassment can occur in one-on-one interactions or in group settings and can involve a co- worker, manager, vendor, customer, visitor, or agent of the School. It is impossible to specify every action or all words that could be interpreted as harassment. The examples listed above are not meant to be a complete list of objectionable behavior.
Harassment
Employees are expected to treat co-workers with respect and to refrain from any conduct which may be construed as harassment. If you experience or observe any illegal harassment by employees, vendors, customers, or other third parties based on religion, age, sex, race, or any other factor, or if you believe that you have been treated in an unlawful, discriminatory manner, it is your duty to immediately report the incident per the procedures in the GCA employee complaint policy. Your complaint will be kept confidential to the extent possible, as determined by GCA.
Sexual Harassment and/or Discrimination
Pursuant to GCA’s Employee Sexual Harassment Policy attached hereto as an Appendix, any individual may report sex discrimination, including sexual harassment, at any time, including during non-business hours, by mail, phone, or email. During district business hours, reports may also be made in person. Inquiries about the application of Title IX may be referred to Human Resources, to the Assistant Secretary for Civil Rights of the U.S. Department of Education, or both. Such reports/complaints as defined by the GCA Employee Sexual Harassment Policy shall be handled in accordance with the processes and procedures set forth in such policy. See attached.
The following individual has been designated as Title IX coordinator to investigate alleged violations of the Sex Discrimination and/or Harassment:
Nikki Perrilloux, Director of Human Resources
Office: 404-334-4790 Fax: 404-684-8816
All employees are expected to cooperate in investigations of complaints by providing truthful information in response to any inquiry. GCA prohibits any form of retaliation against any employee for filing a truthful complaint under this policy or for assisting in a complaint investigation. Retaliation may result in disciplinary action, up to and including termination. However, if after investigating any complaint GCA should determine that the complaint was untruthful or that an employee has provided false information regarding the complaint, disciplinary action, up to and including termination, may be taken against such individual for filing an untruthful complaint or for giving false information. However, this is not meant to discourage employees from making truthful reports. In some situations, it may not be possible to determine whether harassment or discrimination has occurred.
GCA will investigate complaints promptly, impartially, thoroughly and, to the extent possible, confidentially as per the appropriate above-referenced policies. The manner and extent of investigation is at the discretion of GCA management, as deemed necessary. In all cases, the employee making the complaint will be advised when an investigation has been concluded.
