Nondiscrimination & Ethics Training and Reporting Policies

Nondiscrimination

Harbins Preparatory School, LLC does not discriminate in employment or the provision of educational services on the basis of race, color, religion, age, gender, gender identity, gender expression, sexual orientation, national origin, disability, citizenship status, veteran status or any other characteristic protected by federal, state or local law.

 

Discrimination Policy

Our School has updated its policy related to nondiscrimination and bullying this school year. No person shall be subjected to discrimination or bullying on the basis of actual or perceived race, color, religion, age, sex gender, gender identity, gender expression, sexual orientation, national origin, disability, citizenship status, or any other characteristic protected by federal, state, or local law.

 

Any student who feels that they are being harassed, bullied, or discriminated against, or who observes an incident of harassment, bullying, or discrimination, should immediately contact the Principal. Student or parent complaints will be investigated in a manner that protects the confidentiality of the parties. The School will maintain a record of all reported cases of unlawful discrimination, including discriminatory harassment, intimidation, or bullying.

 

Harbins Preparatory School Student Disability Non-Discrimination Policy

1) Harbins Preparatory School (“HPS”) is committed to providing a fine education to all of its students. As part of that commitment, HPS makes its programs and services available on a non-discriminatory basis, including to students with disabilities as defined under Title III of the Americans with Disabilities Act (“ADA”).

 

2) HPS has designated an ADA Compliance Officer who reviews all decisions not to enroll a student with a disability, or to disenroll a student with a disability. The ADA Compliance Officer also prepares modification plans in consultation with the applicable HPS school and notifies the parent/guardian about decisions to deny a modification or to disenroll for ADA related reasons.

 

3) HPS may make necessary inquiries into the existence of a disability. HPS imposes or applies only those eligibility criteria that are necessary for the provision of HPS programs and services.

 

4) In accordance with the ADA, HPS makes reasonable modifications as necessary to afford HPS programs and services to students with disabilities. Modifications are not reasonable if they would result in a fundamental alteration, impose undue burdens on the School, its students or its staff or present a direct threat to health or safety. 

 

5) HPS will make reasonable modifications to programs and services at the request of a disabled student’s parent/guardian. A request for modification made by a parent/guardian must be made to any HPS Principal, Assistant Principal and/or HPS’s ADA Compliance Officer. Such request may be made orally or in writing. If a parent/guardian discusses a proposed reasonable modification with a teacher or assistant teacher, the teacher or assistant teacher is obligated to report the request to the Assistant Principal, Principal or HPS’s ADA Compliance Officer, who will respond to the modification request. Parents are expected to cooperate in the modification process by promptly providing information reasonably requested by HPS about the child’s condition, the condition’s duration and severity, the modifications necessary to permit the child to participate in HPS’s programs and services, and a description of the circumstances in which HPS should notify the parent/guardian of changes in a student’s condition or seek emergency medical attention.

 

6) Nothing in the Policy is intended to cause HPS to violate any provision of any state, local or municipal law. HPS is entitled to refuse to enroll or disenroll a student in accordance with the provisions of the ADA, state, local or municipal law and the Policy as well as for reasons not related to the child’s abilities.

Ethics Training and Reporting

Reporting of Ethical Misconduct is required by law and is our duty as professionals entrusted with the safety and welfare of students every day. The process for reporting is as follows. Any incident that an employee believes is potentially harmful to a student or another employee should be immediately reported to their immediate supervisor, the principal or in the absence of those persons, to the Corporate Office and President of company. Any employee who knowingly fails to report misconduct or abuse will be subject to discipline, up to and including termination.

The school performs criminal-background checks on its employees and volunteers with unsupervised access to children, but cannot attest to the background of the various parents with whom their child may associate away from school.

In cases of suspected Physical Abuse, Sexual abuse or Neglect the employee should report those issues immediately to the 1-800-96Abuse hotline.