Harassment, Intimidation & Bullying
HIB Policies, Procedures & Resources
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Policy 3207
Prohibition of Harassment, Intimidation, Bullying of Students
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Procedure 3207P
Prohibition of Harassment, Intimidation, or Bullying Procedures
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Form 3207F
HIB Incident Reporting Form
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Form 3207F
HIB Incident Reporting Form (Español)
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Policy 3211
Gender-Inclusive Schools
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Procedure 3211P
Gender-Inclusive Schools Procedures
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Cyberbullying Toolkit
Common Sense Media
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What parents should know about bullying
Committee for Children
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Bullying and Harassment Toolkit
Office of Superintendent of Public Instruction
Frequently Asked Questions
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Talk to any school staff member (consider starting with whoever you are most comfortable with!). You may use our district’s reporting form to share concerns about HIB but reports about HIB can be made in writing or verbally. Your report can be made anonymously, if you are uncomfortable revealing your identity, or confidentially if you prefer it not be shared with other students involved with the report. No disciplinary action will be taken against another student based solely on an anonymous or confidential report.
If a staff member is notified of, observes, overhears, or otherwise witnesses HIB, they must take prompt and appropriate action to stop the HIB behavior and to prevent it from happening again. Our district also has a HIB Compliance Office:
Patty Glaser
Supervisor of School Safety and Support
304 Marion Avenue North, Bremerton, WA
Patty.Glaser@Bremertonschools.org
360.473.1003 -
If you report HIB, school staff must attempt to resolve the concerns. If the concerns are resolved, then no further action may be necessary. However, if you feel that you or someone you know is the victim of unresolved, severe, or persistent HIB that requires further investigation and action, then you should request an official HIB investigation.
Also, the school must take actions to ensure that those who report HIB don’t experience retaliation.
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When you report a complaint, the HIB Compliance Officer or staff member leading the investigation must notify the families of the students involved with the complaint and must make sure a prompt and thorough investigation takes place. The investigation must be completed within 5 school days, unless you agree on a different timeline. If your complaint involves circumstances that require a longer investigation, the district will notify you with the anticipated date for their response.
When the investigation is complete, the HIB Compliance Officer or the staff member leading the investigation must provide you with the outcomes of the investigation within 2 school days. This response should include:
- A summary of the results of the investigation
- A determination of whether the HIB is substantiated
- Any corrective measures or remedies needed
- Clear information about how you can appeal the decision
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For the student designated as the “targeted student” in a complaint:
If you do not agree with the school district’s decision, you may appeal the decision and include any additional information regarding the complaint to the superintendent, or the person assigned to lead the appeal, and then to the school board.For the student designated as the “aggressor” in a complaint:
A student found to be an “aggressor” in a HIB complaint may not appeal the decision of a HIB investigation. They can, however, appeal corrective actions that result from the findings of the HIB investigation.For more information about the HIB complaint process, including important timelines, please see the district’s HIB webpage or the district’s HIB Policy 3207 and Procedure 3207P.
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Discriminatory harassment can include teasing and name-calling; graphic and written statements; or other conduct that may be physically threatening, harmful, or humiliating. Discriminatory harassment happens when the conduct is based on a student’s protected class and is serious enough to create a hostile environment. A hostile environment is created when conduct is so severe, pervasive, or persistent that it limits a student’s ability to participate in, or benefit from, the school’s services, activities, or opportunities.
To review the district’s Nondiscrimination Policy 3210 and Procedure 3210P, visit bremertonschools.org.
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Sexual harassment is any unwelcome conduct or communication that is sexual in nature and substantially interferes with a student's educational performance or creates an intimidating or hostile environment. Sexual harassment can also occur when a student is led to believe they must submit to unwelcome sexual conduct or communication to gain something in return, such as a grade or a place on a sports team.
Examples of sexual harassment can include pressuring a person for sexual actions or favors; unwelcome touching of a sexual nature; graphic or written statements of a sexual nature; distributing sexually explicit texts, e-mails, or pictures; making sexual jokes, rumors, or suggestive remarks; and physical violence, including rape and sexual assault.
Our schools do not discriminate based on sex and prohibit sex discrimination in all of our education programs and employment, as required by Title IX and state law.
To review the district’s Sexual Harassment Policy 3205 and Procedure 3205P, visit bremertonschools.org.
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Talk to a Coordinator or submit a written complaint. You may contact the following school district staff members to report your concerns, ask questions, or learn more about how to resolve your concerns.
Concerns about discrimination:
Civil Rights Coordinator:
Garth Steedman
Assistant Superintendent
304 Marion Avenue North, Bremerton, WA
Garth.Steedman@Bremertonschools.org
360-473-1031Concerns about sex discrimination, including sexual harassment:
Title IX Coordinator:
Carol Bailie
Director of HR
304 Marion Avenue North, Bremerton, WA
carol.bailie@Bremertonschools.org
360-473-1021Concerns about disability discrimination:
Section 504 Coordinator:
Mark Mayfield
Principal Renaissance High School
504 Coordinator
304 Marion Avenue North, Bremerton, WA
Mark.Mayfield@Bremertonschools.org
360-473-4702Concerns about discrimination based on gender identity:
Gender-Inclusive Schools Coordinator:
Garth Steedman
Assistant Superintendent
304 Marion Avenue North, Bremerton, WA
Garth.Steedman@Bremertonschools.org
360-473-1031To submit a written complaint, describe the conduct or incident that may be discriminatory and send it by mail, fax, email, or hand delivery to the school principal, district superintendent, or civil rights coordinator. Submit the complaint as soon as possible for a prompt investigation, and within one year of the conduct or incident.
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The Civil Rights Coordinator will give you a copy of the school district’s discrimination complaint procedure. The Civil Rights Coordinator must make sure a prompt and thorough investigation takes place. The investigation must be completed within 30 calendar days unless you agree to a different timeline. If your complaint involves exceptional circumstances that require a longer investigation, the Civil Rights Coordinator will notify you in writing with the anticipated date for their response.
When the investigation is complete, the school district superintendent or the staff member leading the investigation will send you a written response. This response will include:
- A summary of the results of the investigation
- A determination of whether the school district failed to comply with civil rights laws
- Any corrective measures or remedies needed
- Notice about how you can appeal the decision
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If you do not agree with the outcome of your complaint, you may appeal the decision to the Bremerton School Board and then to the Office of Superintendent of Public Instruction (OSPI). More information about this process, including important timelines, is included in the district’s Nondiscrimination Procedure 3210P and Sexual Harassment Procedure 3205P.
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Harassment, intimidation, or bullying (HIB) can also be discrimination if it's related to a protected class. If you give your school a written report of HIB that involves discrimination or sexual harassment, your school will notify the Civil Rights Coordinator. The school district will investigate the complaint using both the Nondiscrimination Procedure 3210P and the HIB Procedure 3207P to fully resolve your complaint.
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Office of Superintendent of Public Instruction (OSPI)
All reports must start locally at the school or district level. However, OSPI can assist students, families, communities, and school staff with questions about state law, the HIB complaint process, and the discrimination and sexual harassment complaint processes.
OSPI School Safety Center (For questions about harassment, intimidation, and bullying)
- Website: OSPI School Safety Center
- Email: schoolsafety@k12.wa.us
- Phone: 360-725-6068
OSPI Equity and Civil Rights Office (For questions about discrimination and sexual harassment)
- Website: OSPI Equity and Civil Rights Office
- Email: equity@k12.wa.us
- Phone: 360-725-6162
Washington State Governor’s Office of the Education Ombuds (OEO)
The Washington State Governor’s Office of the Education Ombuds works with families, communities, and schools to address problems together so every student can fully participate and thrive in Washington’s K-12 public schools. OEO provides informal conflict resolution tools, coaching, facilitation, and training about family, community engagement, and systems advocacy.
- Website: Office of the Education Ombuds
- Email: oeoinfo@gov.wa.gov
- Phone: 1-866-297-2597
U.S. Department of Education, Office for Civil Rights (OCR)
The U.S. Department of Education, Office for Civil Rights (OCR) enforces federal nondiscrimination laws in public schools, including those that prohibit discrimination based on sex, race, color, national origin, disability, and age. OCR also has a discrimination complaint process.
- Website: Office for Civil Rights
- Email: orc@ed.gov
- Phone: 800-421-3481
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When a school becomes aware of possible discriminatory or sexual harassment, it must investigate and stop the harassment. The school must address any effects the harassment had on the student at school, including eliminating the hostile environment, and make sure that the harassment does not happen again.