Dear School Community,

The Patchogue-Medford School District is committed to fostering an environment where honesty, trust, and personal achievement are valued above all else.

The District’s Academic Integrity Policy clearly defines various forms of academic misconduct, including:

1. Cheating
2. Plagiarism
3. Fabrication of data/information
4. Academic dishonesty
5. Unauthorized use of Artificial Intelligence tools
6. Testing misconduct

It's crucial to understand that academic integrity is fundamental to a student's educational journey and personal growth. Engaging in academic misconduct not only undermines a student's own learning but also strains the trust within our school community and can have far-reaching consequences. Students should be aware that academic misconduct can lead to several serious outcomes, such as:

• Damaged relationships with teachers and peers.
• Potential loss of recommendation letters for college applications.
• Mandatory reporting of suspensions related to academic misconduct on college applications for private schools.
• Long-term impact on their academic and professional futures.

We encourage students to prioritize genuine learning and to develop strong study habits. If there is ever any uncertainty about proper citation methods or the appropriate use of resources, we urge students to consult with their teachers before submitting assignments.

We kindly request that all families review the Academic Integrity Policy with their children.

By working together to uphold academic integrity, we can ensure a fair and enriching educational experience for all our students. Thank you for your support in maintaining the high standards of our school community.

The Academic Integrity Policy governing this is available below in addition to Policy 5132 which covers our Grading Systems.

Sincerely,
Patrick Harrigan, Ed.D.
Superintendent of Schools

Updated August 2026

Dear School Community,

Regular school attendance is essential to your child's educational success and personal development. Each day of instruction builds on previous learning, creating a foundation of knowledge and skills that cannot be fully replicated through make-up work. When students attend school consistently, they engage in classroom discussions, participate in collaborative learning experiences, and receive timely feedback from their teachers. These daily interactions strengthen academic achievement while fostering critical thinking, social skills, and a strong connection to our school community.

To support regular attendance, New York State requires all school districts to adopt a Comprehensive Attendance Policy. As part of this requirement, parents and guardians must receive an annual summary of the policy. Both the Comprehensive Attendance Policy Summary and the full Comprehensive Attendance Policy are available below. In addition, parents and guardians must complete the required digital Attendance Policy Sign-Off form, which will be distributed by each building principal in August. The completed form should be submitted no later than September 10, 2026.

As partners in your child's education, students, families, and the school each play an important role in promoting excellent attendance. Students are expected to take responsibility for their learning by arriving at school on time, prepared, and ready to participate each day. Parents and guardians play an equally important role by ensuring their children attend school regularly, emphasizing the importance of punctuality, and establishing consistent daily routines.

Our attendance policy also emphasizes ongoing communication between home and school when absences occur. We ask families to work closely with us to minimize unnecessary absences and to address any circumstances that may interfere with regular attendance. Our schools offer a variety of resources for families experiencing attendance challenges. If you need assistance, please contact your building principal so we can work together to identify solutions and provide the support your family needs.

Sincerely,
Patrick Harrigan, Ed.D.
Superintendent of Schools

Updated August 2026

Dear School Community:

The Patchogue-Medford School District is committed to promoting safe and healthy learning environments where students are secure in their pursuit of educational success, free from the distracting incidence of violent behaviors by others in their school setting. These acts include bullying, threats of intimidation, disruptive behavior in class, the carrying of weapons, fighting, physical assaults and other behaviors that impede learning.

The Patchogue-Medford School Board has developed a Code of Conduct governing the behavior of students, staff and visitors to the District. This summarized version and the full Code of Conduct document are available below.

Sincerely,
Patrick Harrigan, Ed.D.
Superintendent of Schools

Updated August 2026

Extreme Heat Condition Days
Board of Education Policy 3529

The Board of Education adopts this policy to address the health and safety of students and employees on extreme heat condition days. “Extreme heat condition days” are defined as days when occupiable educational and support services spaces are eighty-two degrees Fahrenheit or higher. “Support services spaces” do not include kitchen areas used in the preparation of food for consumption by students. Pursuant to Education Law § 409-n, room temperature will be measured at a shaded location, three feet above the floor near the center of the room.

Actions to be Taken at Eighty-Two Degrees

When the temperature of an occupiable educational or support service space reaches eighty-two degrees Fahrenheit, the School District will aim to take actions to relieve heat-related discomfort (consistent with fire and building codes), including but not limited to the following:

1. Turning off the overhead lights;
2. Pulling down shades or blinds;
3. Turning on fans;
4. Opening classroom doors and windows to increase circulation;
5. Turning off unused electronics that produce heat; and
6. Providing water breaks.

The Superintendent of Schools, Director of Facilities, and Building Principals will determine appropriate action to relieve heat-related discomfort. The staff member in charge of the room or space may act within their ability in reducing heat-related discomfort.

This policy does not preclude air conditioning from being used pursuant to an Individualized Education Program, Section 504 Plan, or documented medical need.

Actions to be Taken at Eighty-Eight Degrees

Students and staff will be removed from educational and support services spaces when the temperature reaches eighty-eight degrees Fahrenheit, when practicable. The Superintendent will direct Building Principals to evacuate the space, including but not limited to the following:

1. Move students and staff to cooler locations; or
2. Close school early and send students and staff home according to the district’s early closing protocols.

Cross-ref: Ref: Education Law §§409-n; 2801-a

Adoption date: August 4, 2025

Metal Detector Search Procedures
Board of Education Policy 5154.1

The school principal shall be responsible for the monitoring and enforcement of regulations relative to metal detector electronic search procedures. The school principal shall have the authority to request metal detector searches, and electronic searches shall not be conducted in the absence of such request. The purpose of the metal detector search is to discourage students from bringing weapons into the schools. Accordingly, metal detectors may be used at the District’s schools and school-related functions of such schools, on a random and periodic basis.

All students and visitors entering events, schools, and school-related functions of such schools are subject to search.

Metal detector searches will be conducted by school security using portable weapons Detection systems and hand-held scanning devices, and monitored by the school principals.

Public and Student Notification

• Students shall be notified in writing at the beginning of the school year that metal detector searches shall take place periodically throughout the school year but shall not be given any specific dates in advance.
• Students and visitors shall not be informed in advance regarding the specific dates on which, or the locations where metal detector searches will occur.
• On days when a metal detector search is to be conducted, signs announcing a search for weapons shall be posted outside the school or school-related function, at a main entrance or entrances.
• When a metal detector is being used, students and visitors will be permitted to use only designated entrances to the school or school-related function. District staff may be stationed at other entrances, as necessary, to prevent students and visitors from opening those entrances to admit others into the building or school-related function

Individuals Who Will Be Searched

• All students and visitors entering the school or school­related function are subject to search although those conducting the search and/or monitoring the search may choose to limit the search by any lawful random formula. For example, if the lines become too long, the search may be limited to every second or third person. Once a random formula is utilized, it shall be applied without deviation until it is ended by order of the principal. A random formula shall not be ended to ensure the search of a particular student or person.

Metal Detection Procedures

• The Director of Security, security guards, principal, and other School Officials are prohibited from selecting a particular student and/or person to search unless there is a reasonable suspicion to believe that the student and/or person is in possession of a weapon.
• Prior to use in conducting an electronic search pursuant to these guidelines, each electronic search device to be used shall be examined by a person familiar with its operation to determine if each device is in proper working order. An electronic search device shall not be used if there is any question as to whether it is in proper working order.
• Each person operating an electronic search device shall be trained in the proper use of the device and the detection of any malfunction in the operation of the instrument. Adjustments in the settings of the device shall only be made by the Director of Security or school administrators.
• As to each individual search, the principal or security guard will ask the student and/or person to remove all metal objects from his/her person and to place the metal objects and any bags, backpacks, briefcases, knapsacks, purses, or parcels on a table. With the exception of contraband in plain view, there shall be no inspection of items in which a weapon could be concealed, nor may there be an examination of written materials. The principal shall monitor each electronic search for compliance with these guidelines.
• The student and/or visitor will be asked if all the metallic items have been removed from themselves or their belongings. The student/person along with their bag/backpack will be scanned from toes to head in all directions without touching their body. If the metal detector activates, s/he will be asked a second time to remove metal objects from his/her person and a second scan will be conducted.
• If a student's and/or visitor's bag or parcel activates the scanning device, the principal or designee is to request him/her to open the container in question so that the security guard can look for weapons.
• If a student's and/or visitor's body activates the device a second time, the security guard will repeat the request to remove metal objects. The bags and parcels will also be scanned. A third hand-held scanning device scan will then be conducted and if the device is activated again, the principal or designee will escort the student and/or person to a private area where a more thorough search will be conducted in accord with Board of Education Policy 5154 on searches of a student's body. The principal shall monitor each electronic search for compliance with these guidelines.
• Prior to the private search, the principal/security guard must ask the student and/or visitor again to remove all objects from his/her person, then the search will begin near the place where the device was activated. This is a pat-down search of outer clothing only, conducted by a person of the same gender, geared to locate the item which triggered the scanning device. The principal shall monitor this search for compliance with these guidelines.
• If the security guard feels an object during the pat-down, the student and/or visitor will be given a chance to remove it before the security guard does. If such an object, once removed, appears to be the one which activated the device, the search ceases.
• The search can be continued only if a subsequent scan activates the device.
• The search is directed to a search for weapons, however, other contraband discovered in the course of an electronic search or pat down may also be removed from any student.
• All property removed from the student as a result of the above procedures which may be legitimately brought on school premises or to school functions will be returned to the student. All other property will not be returned to the student.
• Property removed from the student or the student's bags or parcels, possession of which is a violation of the Code of Conduct school rules, Board policy and administrative guidelines, and/or the law, may cause a student to be disciplined in accordance with the Code of Conduct and may subject the student to criminal prosecution and/or juvenile proceedings for violations of law. A receipt shall be given should any item be seized during the search.
• If a student refuses to cooperate with the pat-down search, the security guard is to notify the principal, assistant principal, dean, or Director of Security who is stationed nearby to monitor the search. Such students shall be subject to the Code of Conduct. Refusal may also be grounds for immediate removal from school, facilities, and/or grounds for further discipline.
• Nothing in the procedures set forth shall limit the authority of the District from removing other contraband from a student, and to otherwise search a student when there is a reasonable suspicion to believe that a particular student is in possession of an article or thing, the possession of which constitutes inappropriate behavior under the Code of Conduct.
• A copy of the Metal Detector Search Procedures shall be available to each person and the principal who will in any way be involved with the conducting and/or monitoring of searches.

Adopted:
 October 24, 2022
Reviewed:
 August 21, 2023
Revised:
September 16, 2024
Reviewed:
 August 18, 2025

Dear School Community:

To help keep parents, guardians, and residents informed, the Patchogue-Medford School District participates in the New York State Division of Criminal Justice Services (DCJS) Sex Offender Relocation and Email Alert System. This free service allows individuals who register to receive email notifications when a registered sex offender relocates to or is employed within selected geographic areas. Notifications include information about the offender and directions for accessing the complete notice through the New York State Sex Offender Registry.

Because this state-operated system provides timely electronic notifications, the District no longer distributes mailed notices. However, notification files remain available for public review or duplication upon request at the Office of the District Clerk, 241 South Ocean Avenue, Patchogue.

Residents who wish to receive email alerts should register through the New York State Sex Offender Registry at  http://criminaljustice.state.ny.us/nsor/. Individuals without internet access may contact the New York State Division of Criminal Justice Services at 1-800-262-3257 for assistance with registration.

The safety of our students remains our highest priority. All District schools maintain comprehensive safety procedures for students, staff, and visitors. When notified by law enforcement of a registered sex offender residing within the District, the District follows all applicable legal requirements and established protocols.

We encourage families to review personal safety practices with their children in an age-appropriate manner. While it is important for children to remain aware of their surroundings, they should also be reassured that our schools and community are committed to maintaining a safe and supportive environment.

Please note that New York State law prohibits the use of sex offender registration information to commit a crime against, or to engage in illegal discrimination or harassment of, any registered individual.

If you have questions, please contact District Clerk Theresa DeLeva at (631) 687-6370 or the New York State Division of Criminal Justice Services at 1-800-262-3257.

Sincerely,
Patrick Harrigan, Ed.D.
Superintendent of Schools

Updated August 2026

Nondiscrimination in Education Programs & Activities
Board of Education Policy 2451

The Board of Education , its officers and employees shall not discriminate in any of its educational programs, activities or employment policies on the basis of legally protected classes, such as, but not limited to: race (including traits historically associated with race, such as hair texture and protective hairstyles like braids, locks, and twists), color, national origin, creed, religion (including religious practices), marital status, sex (including pregnancy, childbirth, or related medical condition), gender identity and expression (i.e., actual or perceived gender related identity and sexual stereotypes, appearance behavior, expression, or other gender-related characteristic regardless of the sex assigned to that person at birth, including but not limited to the status of being transgender), age, sexual orientation, disability (physical or mental), predisposing genetic characteristic, military or work status, domestic violence victim status, socio-economic status, citizenship/immigration status, or use of a guide dog, hearing dog, or service dog, as applicable. The district will provide notice of this policy in accordance with federal and state law and regulation.  

This policy of nondiscrimination includes access by students to educational programs, counseling services for students, course offerings, and student activities, as well as recruitment and appointment of employees and employment pay, benefits, advancement, and/or terminations.

To promote the accessibility of the district’s website and social media to persons with disabilities, and as required by federal regulations implementing the Americans With Disabilities Act, the district’s website content and mobile apps will conform to the WCAG 2.1 Level AA standard for accessibility on or after April 26, 2027.  If a technical or legal limitation prevents accessibility, conforming alternate versions of web content may be used.  Exceptions to this requirement are outlined in federal regulations 28 CFR Part 35, and includes certain archived web content, certain preexisting electronic documents, certain third-party content, individualized secured electronic documents, and preexisting social media posts).  The district’s Superintendent and/or designee are responsible for addressing the accessibility of the district’s website content and mobile apps.

A finding that an individual has engaged in conduct in violation of this policy may result in disciplinary action and/or filing of a report with third parties in the manner prescribed by the district code of conduct, the law or applicable contract.

Nothing in this policy will be construed to prohibit a denial of admission into, or exclusion from, a course of instruction or activity based on a person’s gender that would be permissible under the law, or to prohibit, as discrimination based on disability, actions that would be permissible under the law.

Annual Notification

At the beginning of each school year, the district will publish a notice of the established grievance procedures for resolving complaints of discrimination to parents/guardians, employees, students and the community. The public notice will:

1. inform parents, employees, students and the community that education programs, including but not limited to vocational programs, are offered without regard to actual or perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, sex; sexual orientation, or gender (including gender identity and expression);
2. provide the name, address and telephone number of the person designated to coordinate activities concerning discrimination; and
3. be included in announcements, bulletins, catalogues, and applications made available by the district.

The Assistant Superintendent for Human Resources has been designated to handle inquiries regarding the district’s non-discrimination policies. Contact information for the Assistant Superintendent for Human Resources is available on the district’s website.

All complainants and those who participate in the investigation of a complaint in conformity with state law and district policies, who have acted reasonably and in good faith, have the right to be free from retaliation of any kind.

The Board authorizes the Superintendent of Schools to establish such rules, regulations and procedures necessary to implement and maintain this policy.

Cross-ref:
Policy 5137, Students with Disabilities Pursuant to Section 504

Policy 5170, Student Harassment & Bullying Prevention and Intervention Code of Conduct

Policy 5159 Unlawful Harassment and Bullying Policy 2452 Sexual Harassment

Ref:Age Discrimination in Employment Act of 1967 29 U.S.C. §§621 et seq.

Americans with Disabilities Act, 42 U.S.C. §§12101 et seq.

Title VI, Civil Rights Act of 1964, 42 U.S.C. §§2000d et seq. (nondiscrimination based on race, color, and national origin in federally assisted programs)

Title VII, Civil Rights Act of 1964, 42 U.S.C. §§2000e et seq. (nondiscrimination based on race, color, and national origin in employment)

Title IX, Education Amendments of 1972, 20 U.S.C. §§1681 et seq. (nondiscrimination based on sex)

§504, Rehabilitation Act of 1973, 29 U.S.C. §794

Individuals with Disabilities Education Law, 20 U.S.C. §§1400 et seq.

Genetic Information Nondiscrimination Act of 2008 P.L. 110-23334 C.F.R. §§ 100.6; 104.8; 106.9;

110.25

28 CFR Part 35

Executive Law §§290 et seq., 292(37-38) (New York State Human Rights Law)

Education Law §§10-18 (The Dignity for All Students Act) Education Law §§313(3); 3201; 3201-a ADA Best Practices Tool Kit for State and Local Governments, Website Accessibility Under Title II of the ADA (see Chapter 5 and Chapter 5 Addendum checklist), www.ada.gov/pcatoolkit/toolkitmain.htm

Policy Adopted:
September 20, 1976
Policy Revised:
January 28, 1991
Policy Amended:
September 20, 1993
Policy Reviewed:
November 8, 1999
Policy Revised:
August 29, 2016
Policy Revised:
May 20, 2019
Policy Revised:
November 25, 2019
Policy Revised:
March 22, 2021
Policy Revised:
October 24, 2022
Policy Revised:
 September 15, 2025

Sexual Harassment Grievances Under Title IX
Board of Education Policy 2452

Title IX of the Education Amendments Act of 1972 prohibits discrimination on the basis of sex in any education program or activity operated by a school district that receives federal financial assistance. As required by Title IX, the district does not discriminate on the basis of sex in its education programs and activities or in employment.

Under federal regulations implementing Title IX, sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

1. A district employee conditioning the provision of an aid, benefit, or service of the district on an individual’s participation in unwelcome sexual conduct;
2. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the district’s education program or activity; or
3. “Sexual assault” as defined in 20 U.S.C. 1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34 U.S.C. 12291(a)(8), or “stalking” as defined in 34 U.S.C. 12291(a)(30).

Federal Title IX regulations only address reports or complaints of discrimination or harassment occurring against a person in the United States

Reports or Complaints of Discrimination on the Basis of Sex or Sexual Harassment

Any person may report sex discrimination, including sexual harassment, at any time and through any means, including in person, by mail, telephone, email or other electronic means, to the district’s Title IX Coordinator.

If any district employee is notified of or observed alleged sexual harassment or discrimination on the basis of sex, they must inform the Title IX Coordinator.

If notified of conduct potentially constituting sexual harassment under Title IX, the Title IX Coordinator will contact the individual alleged to have experienced sexual harassment to explain the process for filing a formal complaint, which initiates an investigation into the Title IX sexual harassment allegations under the district’s grievance procedures, and to discuss the availability of supportive measures. The district may not take disciplinary or other action that is not a supportive measure against an individual alleged to have engaged in sexual harassment in violation of Title IX without a formal complaint and without first following the district’s grievance procedures outlined below.

 Allegations that are the subject of formal complaints of sexual harassment under these procedures may also be addressed under the district’s other applicable policies, either in tandem with or subsequent to these procedures.

Complaints or reports of discrimination on the basis of sex under federal Title IX regulations other than sexual harassment are addressed in the manner provided by policy 2451, Non-Discrimination in Education Programs and Activities.  If alleged discrimination or sexual harassment is not covered by Title IX regulations, it may be covered by state laws, addressed in district policies 2451, Nondiscrimination in Education Programs and Activities; 2452.2, Sexual Harassment in the Workplace; 5170, Student Harassment and Bullying Prevention and Intervention; and the Code of Conduct. Allegations of sexual harassment that do not result in a formal complaint under these procedures will be addressed by the district under these or other applicable policies in a manner not inconsistent with the requirements of the Title IX regulations.

Supportive Measures

Once the district has notice of sexual harassment or allegations of sexual harassment, the Title IX Coordinator will promptly contact the complainant of sexual harassment under Title IX and discuss the availability of supportive measures regardless of whether the complainant chooses to file a formal complaint under Title IX or not.

Potential supportive measures offered to both complainants and respondents include:

• Counseling,
• Extensions of deadlines or other course-related adjustments,
• Modifications of work or class schedules,
• Campus escort services
• Mutual restrictions on contact between the parties,
• Changes in work locations,
• Leaves of absence,
• Increased security and monitoring of certain areas.

The Title IX coordinator will discuss and determine the complainant’s wishes with respect to supportive measures.

Formal Complaints

A formal complaint is a document filed by a complainant, a minor complainant’s parent or legal guardian, or signed by the Title IX Coordinator alleging sexual harassment under Title IX against an individual and requesting that the district investigate the allegation of sexual harassment under Title IX. The formal complaint must be a written document but need not be in any specific form, so long as it clearly indicates by signature or otherwise that the complainant, or the parent/guardian of a minor complainant, is the person filing the formal complaint.  At the time a formal complaint is filed, the complainant must be participating or attempting to participate in the district’s education program or activity.

A formal complaint investigation and process will be triggered when the complainant files a formal complaint of sexual harassment under Title IX.

The district will investigate the complaint and make determinations regarding a complaint's allegations using a preponderance of evidence standard.

The Title IX Coordinator, investigator, decision-maker or facilitator of an informal resolution process, if applicable, must not have a conflict of interest or bias for or against complainants or respondents. All individuals with conflicts of interest or bias must recuse themselves.

For each formal complaint, the district will appoint an investigator and a separate decision-maker. The Title IX Coordinator may, but is not required to be the investigator, but will not serve as a decision-maker.

District Responsibilities

Throughout the Title IX process the district will, among other things:

• Treat complainants and respondents equitably.
• Perform an objective evaluation of all available evidence.
• Presume that the respondent is not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process.
• Ensure that no information protected by a legal privilege such as the attorney-client privilege may be used for any purpose or be sought through disclosure unless the person holding the privilege has waived such privilege.

Timeframes

The district has established reasonably prompt approximate time frames for the conclusion of the grievance process unless delayed or extended.  The time frames for appeals are set forth in the section below on Appeals.

• Written notice of a formal complaint to known parties will be given and investigations will begin within approximately ten (10) calendar days following receipt of a complaint.
• Investigations will be completed and both parties will be provided with an investigative report within approximately sixty (60) calendar days of receipt of the formal complaint.
• Determinations will be made approximately ninety (90) calendar days following receipt of the formal complaint.

The district has also established a process that allows for a temporary delay or limited extension of timeframes for good cause with notice to the parties that includes the reason for the delay.

• Good cause may include considerations such as the absence of a party, a party’s advisor, or a witness; concurrent law enforcement activity; or the need for language assistance or accommodation of disabilities.
• The Title IX Coordinator will evaluate the request for an extension of timeframes and make a prompt determination to either extend the timeframes, or take or recommend other action to be able to meet the timeframes.
• If an extension is granted, the Title IX Coordinator will notify the parties in writing of the reason(s) for the delay, and the estimated date the stages in the timeframe will be complete.

Notice

Upon receipt of a formal complaint of sexual harassment under Title IX, the district will provide written notice to the complainant and respondent(s) in sufficient time to allow the parties who are known  to prepare a response before an initial interview.

The notice to the complainant and respondent will include, among other items:

• Information regarding the grievance process.
• The conduct allegedly constituting sexual harassment under Title IX, and if known, the identities of the parties involved in the incident, as well as the date and location of the alleged incident.
• A statement that the respondent is presumed not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the grievance process.
• Notification that the parties may inspect and review evidence
• Policies regarding knowingly making false statements or submitting false information during the grievance process.
• Notification that after commencing an investigation of a formal complaint, the district may decide to also investigate allegations that were not included in the initial notice to the parties. In that case, the district will provide notice of the additional allegations to the parties.

Investigations

Upon receipt of a formal complaint of sexual harassment under Title IX, the Title IX Coordinator will conduct an investigation or assign an investigator.  The assigned harassment investigator will:

• Gather additional information through interviews of the complainant, respondent, and witnesses and synthesize the information in a report.
• The investigator has the discretion to determine the relevance of any witness or other evidence and may exclude information in preparing the investigation report if the information is irrelevant, immaterial, or more prejudicial than informative.
• Prior to completing the investigative report, give each party the opportunity to inspect and review all evidence that is directly related to the allegations in the complaint and ten (10) calendar days to submit a response to the evidence, which will be considered by the investigator.
• Produce a written report that contains the relevant information and facts learned during the investigation, and may include direct observations and reasonable inferences drawn from the facts and any consistencies or inconsistencies between the various sources of information. The investigator may exclude statements of personal opinion by witnesses and statements as to general reputation for any character trait, including honesty. The investigator will not make a finding or recommended finding of responsibility. The investigator’s report will include credibility assessments based on their experience with the complainant, respondent, and witnesses, as well as the evidence provided.
• The investigator’s written report will be provided to both parties and their representatives, if any. Each party will have ten (10) calendar days to review the report and provide a written response, if any.

During the formal complaint process, the parties will have an equal opportunity to:

• Present witnesses and to gather and present relevant evidence.
• Have others present during any grievance proceeding, including the representative of their choice who may be, but is not required to be, an attorney.
• Inspect and review all evidence obtained as part of the investigation that is directly related to the allegations in the complaint, and respond to the evidence prior to the conclusion of the investigation.

Dismissal

The district must dismiss  a formal complaint when the conduct alleged in the formal complaint of sexual harassment under Title IX:

• Would not constitute sexual harassment under Title IX even if proved;
• Did not occur in the district’s education program or activity; or
• Did not occur against a person in the United States

Such a dismissal does not preclude action under another provision of the district’s code of conduct, or another policy adopted pursuant to state law.

The district may dismiss a formal complaint when: 

• A complainant notifies the Title IX Coordinator in writing that they would like to withdraw the formal complaint or any of its allegations;
• The respondent is no longer enrolled or employed by the district; or
• Specific circumstances prevent the district from gathering enough evidence to reach a determination on the formal complaint or allegations.

If a complaint is dismissed, the decision-maker will send written notice of the dismissal and reason(s) therefor simultaneously to the parties.

Questions

Prior to the decision-maker issuing a written determination, each party will have the opportunity to submit written, relevant questions that a party wants asked of any party or witness. Questions must be submitted within ten (10) calendar days of the date the investigative report is provided to the parties.  All responses to questions provided by a party or witness will be provided to each party within approximately five (5) calendar days. The parties will have an additional five (5) calendar days to submit any, additional, limited follow-up questions. Responses to follow-up questions will be provided within approximately five (5) calendar days of the questions’ receipt.

Questions and evidence about the complainant’s sexual predisposition or prior sexual behavior are not relevant, unless such questions and evidence about the complainant’s prior sexual behavior are offered to prove that someone other than the respondent committed the conduct alleged by the complainant, or if the questions and evidence concern specific incidents of the complainant’s prior sexual behavior with respect to the respondent and are offered to prove consent. The decision-maker(s) must explain to the party proposing the questions any decision to exclude a question as not relevant.

Determinations

Following receipt of the investigative report, and subsequent question-and-answer process, the decision-maker shall issue a written determination. The decision-maker’s written determination will address:

• The allegations,
• The procedural steps taken in the case at hand,
• The findings of fact,
• The applicability of code of conduct and local rules to the facts,
• The result with corresponding rationale for each addressed allegation, including a determination of responsibility, disciplinary sanctions, and whether remedies to restore or preserve access will be provided, and
• The procedures and permissible bases for the complainant and respondent to appeal.

Disciplinary Sanctions and Remedies

If the district determines responsibility for sexual harassment, if the decision is not appealed, or if the appeal is dismissed, the district will impose disciplinary sanctions, which may include:

• Student respondents: consequences may include warning, reprimand, detention, in-school suspension, and suspension from school, to be imposed consistent with the district’s Code of Conduct and applicable law;
• Employee respondents: consequences may include warning, reprimand, mandatory counseling, re-assignment, demotion, suspension, and termination, to be imposed consistent with all applicable contractual and statutory rights;
• Volunteer respondents: consequences may include warning, reprimand, loss of volunteer assignments, and removal from future volunteer opportunities; and
• Vendor respondents: consequences may include warning, removal from school property, denial of future access to school property, and denial of future business with the district.
• Other individuals: consequences may include warning, removal from school property, and denial of future access to school property.

The Title IX Coordinator will facilitate the transfer of information and determinations from the Title IX complaint process to the appropriate administrator, to aid in the imposition of disciplinary consequences.

The district may also provide or facilitate remedies, which may include:

• Training of entire departments, classes, or groups;
• Peer support groups;
• Letters of apology;
• Separation of the parties;
• Additional supervision or mentoring for the respondent; and
• Restitution and restoration.

Appeals

Following a decision-maker’s written determination, either party may appeal the written determination or dismissal of the complaint.

An appeal must be submitted to the Title IX coordinator within thirty (30) calendar days of receipt of the determination or dismissal (as applicable) and must identify all information a party wishes to have considered on appeal.  Any appeal statement will be shared with the other party, who will have seven (7) calendar days to submit a response to the Title IX coordinator.  The appeal and any response will be considered by a decision-maker other than the decision-maker who issued the determination or dismissal that is being appealed.

Grounds for an appeal are limited to the following:

• Procedural irregularity that affected the outcome of the matter; and/or
• New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; and/or
• The Title IX Coordinator, investigator(s), or any decision-maker had a conflict of interest or bias for or against Complainants or Respondents generally or the individual Complainant or Respondent that affected the outcome of the matter.

A decision responding to the written appeal will be issued to the parties and the Title IX coordinator within approximately thirty (30) calendar days.

Adoption date:
October 15, 2018
Revised:
May 20, 2019
Revised:
 January 27, 2020
Complete Revision:
January 22, 2024
Revised: 
October 28, 2024
Revised:
June 23, 2025
Revised:
September 15, 2025

Unlawful Harassment & Bullying
Board of Education Policy 5159

The Patchogue-Medford school District does not tolerate unlawful harassment or bullying as such actions are disruptive to the educational environment and detrimental to the health and safety of the school community. Unlawful harassment and bullying is strictly prohibited in the school buildings, on the property of the Patchogue-Medford School District, and on buses owned or contracted for by the Patchogue-Medford School District. It is prohibited, as well, at all events, athletic contests, and activities sponsored by the Patchogue-Medford School District which occur both on and off of Patchogue-Medford School District premises.

Complaints regarding allegations of unlawful bullying and harassment should be addressed under the appropriate policies as listed below:

• Complaints under the Dignity for All Student Act are addressed in Policy 5170, Student Harassment & Bullying Prevention and Intervention.
• Complaints by students and staff under Title IX are addressed in Policy 2452, Sexual Harassment.
• Complaints of sexual harassment or discrimination are addressed by Policy 2452, Sexual Harassment Regulation.
• Complaints regarding Section 504/the Americans with Disabilities Act are addressed in Policy 5137, Students with Disabilities Pursuant to Section 504.
• Complaints by students and employees regarding nondiscrimination are addressed by Policy 2451, Nondiscrimination in Education Programs and Activities.
• Complaints of discrimination on the basis of protected classes are covered by Policy 2451, Nondiscrimination in Education Programs and Activities.

Policy Adopted: March 15, 2010
Policy Revised: October 24, 2022

Student Harassment & Bullying Prevention & Intervention
Board of Education Policy #5170

The Board of Education of the Patchogue-Medford School District is committed to providing an educational environment that promotes respect, dignity and equality. The Board recognizes that students’ ability to learn and to meet high academic standards and a school’s ability to educate its students are compromised by incidents of bullying, hazing, or harassment. Such behavior affects not only the individuals who are its targets, but also those who participate in or witness such acts.

Therefore, it is the policy of the District to prohibit bullying, hazing, and harassment on district property, district transportation, and at school-sponsored (on or off campus) events and functions. Acts of bullying, hazing, and harassment are prohibited, whether they are committed directly or indirectly, in person (face-to-face), or remotely by use of electronic technology, and whether on school property, at a school function, on a school or coach bus, or off school property where there is a sufficient nexus to the school environment. The District prohibits acts of bullying, hazing, and harassment that create a hostile environment at school for the victim, infringe on the rights of the victim at school, or materially and substantially disrupt the educational process or the orderly operation of a school.

The Board recognizes that, in some instances, acts of bullying, hazing, and harassment may constitute discrimination in violation of state and federal law and regulation and/or District policy. The District strictly prohibits all forms of discrimination, including bullying, hazing, and harassment. No student shall be subjected to discrimination based on, but not limited to, a person’s actual or perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, age, socioeconomic status, sexual orientation, gender, or sex by school employees or students on District property or at a school function. Additional information can be obtained by reviewing Board of Education Policy #2451-Nondiscrimination in Education Programs.

DEFINITIONS

1. Bullying. Bullying, under the amended Dignity for All Students Act, has the same meaning as harassment (see below). The accompanying regulation provides more guidance regarding the definition and characteristics of bullying to help the school community recognize the behavior.
2. Cyberbullying. Cyberbullying is defined as harassment (see below) through any form of electronic communication. Opportunities for cyber bullying exist both on and off of the premises of Patchogue-Medford Schools and may involve the use of, but not limited to, the Patchogue-Medford computer system, electronic mail system, or personal computers, cell phones, digital cameras. Cyberbullying using any of these methods shall be covered by this policy. Within the parameters of these definitions, cyber bullying may include, but is not limited to, the following misuses of technology: harassing, teasing, intimidating, threatening, or terrorizing another student by way of any technological device or tool, such as sending or posting inappropriate or derogatory electronic mail messages, instant messages, text messages, digital pictures or images, or website postings (including blog entries).
3. Discrimination. Discrimination is the act of denying rights, benefits, justice, equitable treatment or access to facilities available to all others, to an individual or group of people because of the group, class or category to which that person belongs (as enumerated in the Definitions section, under Harassment, below).
4. Hazing. Hazing is an induction, initiation or membership process involving harassment which produces public humiliation, physical or emotional discomfort, bodily injury or public ridicule or creates a situation where public humiliation, physical or emotional discomfort, bodily injury or public ridicule is likely to occur.
5. Harassment. The Dignity for All Students Act (§§ 10-18 of Education Law) defines harassment as the creation of a hostile environment by conduct or by threats, intimidation or abuse, including cyberbullying:

a. That has or would have the effect of unreasonably and substantially interfering with a student’s educational performance, opportunities or benefits, or mental, emotional or physical well-being;

b. That reasonably causes, or would reasonably be expected to cause, a student to fear for his or her physical safety;

c. That reasonably causes or would reasonably be expected to cause physical injury or emotional harm to a student; or

d. That occurs off school property and creates or would foreseeably create a risk of substantial disruption within the school environment, where it is foreseeable that the conduct, threats, intimidation or abuse might reach school property and has an impact on a student as set forth in subdivisions (a), (b), or (c) on school grounds or at a school event, activity, or function.

The harassing behavior may be based on any characteristic, including but not limited to a person’s actual or perceived:

• Race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as but not limited to braids, locks, and twists),
• color,
• weight,
• national origin,
• ethnic group,
• marital status
• familial status
• religion,
• religious practice,
• physical or mental ability or disability,
• socio-economic status
• sex, • sexual orientation, or
• gender (including gender identity and expression).

Within the parameters of the above definitions, “bullying” and “harassment” may take many forms including, but not limited to: slurs, rumors, jokes, innuendo, demeaning comments, drawing cartoons, pranks, gestures, physical attacks, threats, name-calling, insulting remarks, frightening phone calls, extortion, taunting, gossip, damaging or taking a student’s clothes or personal property, exclusion from a group, teasing, humiliating a student or other written, verbal, physical, or electronic actions.

6. Electronic communication: a communication transmitted by means of an electronic device, including but not limited to, a telephone, cellular phone, computer, laptop, pager, or other hand-held device, communications transmitted through email, text message, instant message, voicemail, social networking sites, webpage, video, blogs, twitter, etc.

7. Emotional harm: harm to a student’s emotional well-being in the context of bullying, hazing, or harassment through the creation of a hostile school environment that is so severe or pervasive so as to unreasonably and substantially interfere with a student’s education.

For the purpose of this definition the term “threats, intimidation or abuse” includes verbal and nonverbal actions.

REPORTING AND INVESTIGATION OF REPORTS

In order for the Board to effectively enforce this policy and to take prompt corrective measures when the policy is violated, it is essential that all victims and persons with knowledge of bullying, harassment, or similar behavior report it immediately to District administrative staff. Students who have been bullied, parents whose children have been bullied, or other students who observe bullying behavior may make an oral or written report of bullying, hazing, harassment, or discrimination to teachers, administrators or other school personnel the District deems appropriate. The Building Principal, Superintendent, or the Principal’s or Superintendent’s designee shall be charged with receiving reports of bullying, hazing, harassment, and discrimination . All employees who witness bullying, hazing, harassment, and/or discrimination or receive an oral or written report of such acts, are to promptly verbally notify the principal, superintendent, or their designee, not later than one (1) school day after witnessing or receiving a report of such acts, and must file a written report with the principal, superintendent, or their designee no later than two (2) school days after making such verbal report.

The District will promptly investigate all complaints, whether informal or formal, verbal or written. The Principal, Superintendent, or the Principal’s or Superintendent’s designee shall lead or supervise the thorough investigation of all reports of bullying, hazing, harassment, and discrimination, and ensure that the investigation is completed promptly after the receipt of any written reports. School staff will utilize the flow charts and forms provided pursuant to Policy 5170-R, the Student Harassment and Anti-Bullying Regulation (see exhibit 5170-E, Student Harassment and Bullying Complaint Form). All members of the school community will have access to the Bullying Complaint Forms under Exhibit 5170-E, and complaints will be treated confidentially to the extent possible but limited disclosure may be required to complete a thorough investigation.

In the event a Principal is the alleged harasser, the Superintendent of Schools or designee shall conduct an equitable and thorough investigation. In the event the Superintendent of Schools, Board-appointed Officer or a Board member is the alleged harasser, the Board of Education shall designate an independent investigator to conduct an equitable and thorough investigation and report such findings to the Board.

If, after investigation, the District finds that there has been a violation of this policy, prompt corrective action will be taken. This corrective action will be aimed at ending the bullying, hazing, harassment, or discrimination; eliminating any hostile environment; creating a more positive school culture and climate; preventing recurrence of the behavior; and ensuring the safety of the student or students who were the subjects of the bullying, hazing, harassment, or discrimination.

However, the District cannot guarantee incidences will not recur, and parent(s), student(s), and employee(s) are encouraged to report any further incidents to the Principal as soon as practicable. Consistent with the5District’s Code of Conduct, measured, balanced, and age-appropriate responses will be taken to instances of bullying, hazing, harassment, and discrimination by students. Remedies and procedures will follow a progressive model that makes appropriate use of intervention, discipline, and education, varying in method according to the nature of the behavior, the developmental age of the student, and the student’s history of problem behaviors.

Upon completion of the investigation, all responding parties will complete the Bullying Determination Forms and subsequent Conduct/Action Plan forms if deemed necessary. The results of the investigation will be reported back to both the target and the accused as specified in the accompanying regulation. If either of the parties disagrees with the results of the investigation, they can appeal the findings in accordance with the regulations that accompany this policy. Where required, material incidents of bullying and harassment will be reported to the State Education Department in the manner prescribed by the Commissioner. The Principal, Superintendent, or their designee shall promptly notify the appropriate local law enforcement agency when it is believed that any bullying, hazing, harassment, or discrimination constitutes criminal conduct.

Each building principal or his/her designee will submit the state mandated VADIR/DASA reports to the Superintendent of Schools or Superintendent’s designee on an annual basis, denoting trends related to any bullying, hazing, harassment, and/or discrimination.

Any person having reasonable cause to suspect that a student has been subjected to bullying or harassment who, acting in good faith, either reports such information to school officials, to the commissioner, or to law enforcement authorities, or otherwise participates in proceedings related to such bullying or harassment, shall have immunity from any civil liability arising from making such report or participating in the related investigation.

NON-RETALIATION

Retaliation for reporting incidents of bullying or harassment, or for participation in a related investigation is strictly prohibited. All complainants and those who participate in the investigation of a complaint in conformity with State law and District policies, who have acted reasonably and in good faith, have the right to be free from retaliation of any kind. No district employee shall take, request, or cause a retaliatory action against any such person who, acting reasonably and in good faith, reports or assists in the investigation of bullying. False reports or retaliation against the alleged bully or harasser also constitutes a violation of this policy. Acts of retaliation should be reported to the Administration. The District will investigate such reports and if, after investigation, the District finds that there has been a violation of this policy, prompt corrective action will be taken. Student violators of the policy may be subjected to disciplinary action in accordance with the Code of Conduct.

POLICY IMPLEMENTATION

The Superintendent of Schools shall implement regulations for reporting, investigating, and addressing allegations of bullying, hazing, harassment, and discrimination.

The Board recognizes that the effective implementation of this policy requires that it be part of a District-wide educational program that shall include elements of prevention, intervention and consequences:

Prevention

The school setting provides an opportunity to teach children, and emphasize among staff, that cooperation with and respect for others is a key District value. A program geared to prevention is designed to not only decrease incidents of bullying but to help students build more supportive relationships with one another by integrating the bullying prevention program into classroom instruction.

Prevention will include:

1. Training for administrators and staff to: promote a positive school environment that is free from bullying, hazing, harassment, and discrimination; discourage and respond to incidents of bullying, hazing, harassment, and discrimination; increase awareness of and sensitivity to the prevalence, causes, social patterns, identification, mitigation, and consequences of bullying, hazing, harassment, cyber-bullying, and discrimination; share strategies for preventing and effectively addressing such behavior, as well as problems of exclusion, bias and aggression in the educational setting; ensure the effective implementation of school policy on conduct and discipline; and include safe and supportive school climate concepts in curriculum and classroom management;

2. Promoting student involvement in anti-bullying and anti-harassment efforts, peer support, mutual respect, and creating a culture which encourages students to report incidents of bullying and harassment, or similar behavior to an adult;

3. Collaborating with families and the community to inform parents about the prevalence, causes, and consequences of bullying and harassment;

4. Instruction for all students in civility, citizenship and character education, including, but not limited to, principles of honesty, tolerance, personal responsibility, respect for others (with an emphasis on discouraging acts of bullying, hazing, harassment, and discrimination), observance of laws and rules, courtesy, dignity, awareness and sensitivity to discrimination or harassment and civility in the relations of people of different races, weights, national origins, ethnic groups, religions, religious practices, mental or physical abilities, sexual orientations, genders, and sexes, and instruction of safe, responsible use of Internet and electronic communications.

Intervention

Intervention by staff is an important step in preventing escalation and resolving issues at the earliest stages. Intervention will emphasize education and skill-building.

Intervention will include:

1. Training for school staff on how to respond appropriately to students who engage in bullying or harassing behavior, are victims of such behavior, and are bystanders who report such behavior;

2. Remedial measures designed to correct the bullying or harassing behavior, prevent another occurrence, and protect the victim;

3. Development of nondiscriminatory instructional and counseling methods; and

4. Thorough training of at least one staff member at every school to handle human relations in the areas of race, color, weight, national origin, ethnic group, religion, religious practice, physical or mental ability or disability, sexual orientation, gender, sex, marital status, gender identity, socio-economic status, and familial status. This staff member will be designated the Dignity Act Coordinator. The school’s Dignity Act Coordinator’s contact information will be included in student registration materials, student, parent, and employee handbooks, and other appropriate school publications, and will be distributed to students and staff annually at the beginning of the school year.

5. Instruction will also be directed at addressing the safe and responsible use of the Internet and electronic communications. In addition, intervention will focus upon the safety of the target. Staff is expected, when aware of bullying, to report it in accordance with this policy, refer the student to designated resources for assistance, or to intervene in accordance with this policy and regulation.

Consequences

While the focus of this policy is on prevention, acts of bullying or harassment may still occur. In these cases, appropriate disciplinary actions will be taken in accordance with this policy and with the District’s Code of Conduct, as applicable.

Consequences may include:

1. Discipline, including suspensions and expulsions consistent with the Student Code of Conduct and all rights under law and other applicable agreements; and

2. Recognition for positive behavior exhibited by students who take an active role in addressing prohibited behaviors.

Disciplinary sanctions and corrective actions will take into account the severity of incidents, frequency and duration. Furthermore, possible consequences include, but are not limited to: 

• Parent notification 
• Written warning
• Parent conference
• Detention
• In School Suspension (ISS)
• Exclusion from school program or activities
• Out of School Suspension (OSS)
• Expulsion
• Consequences as permitted by Board of Education policy and the Code of Conduct.
• Restoration or repayment

This policy shall be included in the code of conduct in plain language, student registration materials, student, parent and employee handbooks, and other appropriate school publications, and distributed to students and staff annually at the beginning of the school year. A summary of this policy shall be included as a part of the District’s summary of the code of conduct.

Student Safety

The Board acknowledges that, notwithstanding actions taken by District staff, intervention may require a specific coordinated approach if the child does not feel safe at school. Students who do not feel safe at school are limited in their capacity to learn and reach their academic potential.

Provisions for Students Who Do Not Feel Safe at School

Staff, when aware of bullying, should determine if accommodations are needed in order to help ensure the safety of the student and bring this to the attention of the Building Principal. The Building Principal, other appropriate staff, the student and the student’s parent will work together to define and implement any needed accommodations.

The District recognizes that there is a need to balance accommodations which enhance student safety against the potential to further stigmatize the targeted student. Therefore, each case will be handled individually. The student, parent/guardian, and school administration will collaborate to establish safety provisions that best meet the needs of the targeted student. Follow-up discussion and/or meetings will be scheduled, as needed, to ensure that safety concerns have been adequately addressed and to determine when and if accommodations need to be changed or discontinued.

DISSEMINATION, MONITORING AND REVIEW

This policy, or a plain language summary, will be published in student registration materials, student, parent and employee handbooks, and posted on the District’s website. A bullying complaint form will be available on the District’s website. The District will ensure that the process of reporting bullying is clearly explained to students, staff and parents on an annual basis.

The names, designated school, and contact information for the designated personnel will be shared with all school personnel, students, and persons in parental relation as follows:

a. Listing such information in the District’s Code of Conduct;
b. Posting updates of such information on the District’s website;
c. Including such information in the plain language summary of the District’s Code of Conduct provided to all persons in parental relation to students before the beginning of each school year;
d. Providing such information to parents and persons in parental relation in a yearly mailing or other method of distribution, such as sending the information home with each student and, if any of the information changes, distributing it as soon as practicable thereafter;
e. Posting such information in highly-visible areas of school buildings; and
f. Making such information available at the District and Building-level administrative offices.

Each year, as part of the annual review of the Code of Conduct, this policy will be reviewed to assess its effectiveness and compliance with State and Federal law. If changes are needed, revisions will be recommended to the Board for its consideration.

The District will ensure that reporting of information to the public in conjunction with this policy will be in a manner that complies with student privacy rights under the Family Educational Rights and Privacy Act (FERPA).

The Superintendent of Schools shall implement regulations for reporting, investigating, and addressing allegations of bullying, hazing, harassment, and discrimination.

Cross-ref: 2451, Non-Discrimination in Education Programs and Activities
2452, Sexual Harassment (Title IX)
2452-R, Sexual Harassment Regulation
5137, Students with Disabilities Pursuant to Section 504
District Code of Conduct
5150, Uniform Violence Incident Reporting
4000, Staff Development Opportunities

Ref: Dignity for All Students Act, Education Law, §10 – 18 Americans with Disabilities Act, 42 U.S.C. §12101 et seq. Title VI, Civil Rights Act of 1964, 42 U.S.C. §2000d et seq. Title VII, Civil Rights Act of 1964, 42 U.S.C. §2000e et seq.; 34 CFR §100 et seq. Title IX, Education Amendments of 1972, 20 U.S.C. §1681 et seq. §504, Rehabilitation Act of 1973, 29 U.S.C. §794 Individuals with Disabilities Education Law, 20 U.S.C §§1400 et seq. Executive Law §290 et seq. (New York State Human Rights Law) Education Law §§313(3), 3201, 3201-a 8 NYCRR 100.2(c), (l), (jj), (kk); 119.6 Tinker v. Des Moines Independent Community School Dist., 393 US 503, (1969) Doninger v. Niehoff, 527 F.3d 41 (2d. Cir. 2008) Pollnow v. Glennon, 594 F.Sup. 220, 224 aff’d 757 F.2d. 496 Zeno v. Pine Plains 702 F3rd 655 (2nd Cir. 2012) Cuff v. Valley Central School District F3rd 109 (2nd Cir 2012) Davis v. Monroe County Board of Education, 526 U.S. 629 (1999) Gebser v. Lago Vista Independent School District, 524 U.S, 274 (1998) Faragher v. City of Boca Raton, 524 U.S. 775 (1998) Burlington Industries v. Ellerth, 524 U.S. 742 (1998) Oncale v. Sundowner Offshore Services, Inc., 523 U.S. 75 (1998) Franklin v. Gwinnett County Public Schools, 503 U.S. 60 (1992) Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986) Appeal of K.S., 43 Ed. Dept. Rep. 492 Appeal of Ravick, 40 Ed. Dept. Rep. 262 Appeal of Orman, 39 Ed. Dept. Rep. 811

Adopted: July 3, 2012
Revised: August 26, 2013
Revised: August 29, 2016
Revised: October 24, 2022