CSD File: ACN
CANDIA SCHOOL DISTRICT
NURSING MOTHERS ACCOMMODATION

A. Statement of Purpose

The District provides a supportive environment as to time and place for employees (collectively
“nursing mothers). Subject to the terms and exceptions set forth in this policy, the District will
accommodate the needs of nursing mothers by providing reasonable times and suitable spaces
for nursing mothers to nurse during school and work hours for one year after the birth of the
child. Nursing for purposes of this policy will include expression of milk by manual or
mechanical means.

No nursing mother will be discriminated against for nursing or nursing related activities as
provided in this policy, and reasonable efforts will be made to assist nursing mothers in
meeting their infant feeding goals while at work or school.

B. Accommodation Notice and Plans

A nursing or expectant mother should contact the building principal or employee’s supervisor at
least two weeks before the need for nursing accommodations arises. The District will endeavor
to meet the break and space needs of each nursing mother. However, when ordinary
accommodations (as discussed below) will create undue hardship to the operations of the
school/workplace, the District will work with the nursing mother to determine whether other
acceptable accommodations may be made. Such other accommodations could include such
items as a change in work/class assignments, or schedules. When acceptable accommodations
are unattainable, the building principal or other administrator working with the nursing mother
should consult with the District’s Human Rights/Non-Discrimination Officer or Superintendent.

A nursing accommodation plan should be revisited upon the nursing mother’s request, or at
least every three months, with adjustments made to the accommodations for breaks as nursing
needs change.

C. Reasonable Time to Express Milk during the School Day

Absent undue hardship or other accommodations as established under Section B, above, a
nursing mother will have a minimum of three opportunities (“nursing period”) during a work or
school day, at agreed upon intervals (which should include flexibility as appropriate and
practicable) for the purpose of nursing or to address other needs relating to nursing. An
employee can use usual break and meal periods if she chooses.

A nursing mother who is an hourly employee will be paid during nursing periods. Nursing
mothers shall not be required to “make up” time relating to the use of unpaid nursing periods.

D. Suitable Private Areas for Nursing

Nursing mothers will be provided with a private place, other than a bathroom, in each school
district building in which a nursing mother spends her working or school day. The nursing
area:

1. May be temporary or permanent.
2. Shall be shielded from view and free from intrusion by other persons, including without
limitation other staff or students;
3. Shall be within a reasonable walk to the nursing mothers work-station or classroom
unless otherwise agreed by the nursing mother;
4. Have at a minimum an electrical outlet and a chair if feasible;
5. Have a sink with running water if feasible, or be in proximity to one;
6. Have a refrigerator for breast milk storage if feasible, or be in proximity to one; and
7. Shall be cleaned regularly by District staff assigned to that duty.

E. Nursing Mother Responsibilities.

Nursing mothers will:

1. Provide at least two weeks advance notice of the need for nursing accommodations,
preferably prior to their return to school following the birth of the child. This will allow
school administrators the opportunity to establish a location and work out scheduling
issues.
2. Maintain the nursing area by wiping down surfaces with antibacterial wipes so the area
is clean for the next user.
3. Provide their own supplies as is necessary.

F. Prohibited conduct.

Any intentional act which violates a nursing mother’s privacy, aims to frustrate a nursing
mother’s intentions to use the nursing facilities, or constitutes harassment on account of a
nursing mother’s needs or breastfeeding status is prohibited, and shall be treated as violation
of the applicable code of conduct, with possible disciplinary consequences and may constitute
sexual harassment and reported to the Title IX Coordinator.

G. Dissemination of policy.

This policy shall be printed or summarized in applicable employee handbook. For employees, if
the handbook is not provided at the time of hire, then the District will provide a copy of this
policy at the time of hire.

Adopted: January 4, 2024

CSD File: AZ/GZ/JZ
CANDIA SCHOOL DISTRICT
VAPING DEVICES

Use of Vaping Devices

The use of vaping devices on school grounds and/or facilities is prohibited. Exemptions may be granted at the discretion of the building principal for medicinal or therapeutic use at the direction of a physician or other professional health care provider.

Any person found to be in violation of this policy shall be asked by the building principal or other school district employee to cease use of the vaping device. Refusal to comply will result in being directed to leave school facilities and/or grounds by the building principal.

Adopted: January 31, 2019

CSD File: ADC
CANDIA SCHOOL DISTRICT
TOBACCO PRODUCTS BANNED
USE AND POSSESSION IN AND ON SCHOOL FACILITIES AND GROUNDS

State law prohibits the use of any tobacco product, E-cigarette, or liquid nicotine in any facility or upon any grounds maintained by the District. Students and minors are further prohibited from possessing such items in or upon any facility, school vehicle, or grounds owned or maintained by the District.

Definitions
These definitions shall also include any amendments to the referenced statutes as the same may be amended or replaced from time to time.
“Tobacco product(s)” means any product containing tobacco including, but not limited to, cigarettes, smoking tobacco, cigars, chewing tobacco, snuff, pipe tobacco, smokeless tobacco, and smokeless cigarettes, as well as any other product or item included in RSA 126-K:2, XI.

“Device” means any product composed of a mouthpiece, a heating element, a battery, and electronic circuits designed or used to deliver any aerosolized or vaporized substance including, but not limited to, nicotine or cannabis. Device may include, but is not limited to, hookah, e-cigarette, e-cigar, e-pipe, vape pen, e-hookah, as well as any other object or item defined in RSA 126-K:2, II-a.
“E-cigarette” means any electronic smoking device composed of a mouthpiece, a heating element, a battery, and electronic circuits that may or may not contain nicotine or e-liquid. This term shall include such devices whether they are manufactured as e-cigarettes, e-cigars, or e-pipes, or under any other product name as well as any other product or item included in RSA 126-K:2, II-b.

“E-liquid” means any liquid, oil, or wax product containing, but not limited to, nicotine or cannabis intended for use in devices used for inhalation as well as any other substance included or defined in RSA 126-K:2, II-c.

“Liquid nicotine” means any liquid product composed either in whole or in part of pure nicotine and propylene glycol and manufactured for use with e-cigarettes, as well as any other product or item included in RSA 126-K:2, III-a.

“Facility” is any place which is supported by public funds and which is used for the instruction of students enrolled in preschool programs and in all grades maintained by the District. This definition shall include all administrative buildings and offices and areas within facilities supportive of instruction and subject to educational administration, including, but not limited to, lounge areas, passageways, rest rooms, laboratories, classrooms, study areas, cafeterias, gymnasiums, maintenance rooms, and storage areas.

A. Students
No student shall purchase, attempt to purchase, possess or use any tobacco product, device, E-cigarette, E-liquid, or liquid nicotine in any facility, in any school vehicle or anywhere on school grounds maintained by the District. Enforcement of the prohibition against students shall initially rest with building principals, or their designees, who may also report any violation to law enforcement, for possible juvenile, criminal or other proceedings as provided under state law. Additional consequences may be administered pursuant to printed student conduct rules.

B. Employees
No employee shall use any tobacco product, device, E-cigarette, E-liquid, or liquid nicotine, in any facility, in any school vehicle or anywhere on school grounds maintained by the District.

Initial responsibility for enforcement of this prohibition shall rest with building principals, or their designees. Any employee(s) who violate(s) this policy is subject to disciplinary action which may include warning, suspension or dismissal. Violations may also be referred to appropriate law enforcement and/or other appropriate agencies for criminal or other proceedings as provided under state law.

C. All Other Persons
No visitor, contractor, vendor or other member of the public, shall use any tobacco product, device, E-cigarette, E-liquid, or liquid nicotine in any facility, in any school vehicle, or anywhere on school grounds maintained by the District.

The building principal(s), and where appropriate, other site supervisor (athletic director, vehicle driver, etc.), or their designee(s), shall have the initial responsibility to enforce this section, by requesting that any person who is violating this policy to immediately cease the use of tobacco products, E-cigarette or liquid nicotine. After this request is made, if any person refuses to refrain from using such products in violation of this policy, the principal, site supervisor, or designee may call contact the appropriate law enforcement agency(ies) for possible criminal or other proceedings as provided under state law.

D. Implementation and Notice – Administrative Rules and Procedures
The Superintendent shall establish administrative rules and procedures to implement this policy, which rules and procedures may be building level and/or district-wide. Rules and procedures relating to student violations and resulting disciplinary consequences should be developed in consultation with building principal(s).

The Superintendent, working with the building principal(s), shall provide annual notice to employees, students and parents of the pertinent provisions of this policy (e.g., student or staff handbook) along with applicable administrative regulations and procedures, which may include prescribed consequences for violations of this policy. Such notice should include information that violation of this Policy could lead to criminal or other such proceedings.

Signs shall be placed by the District in all buildings, facilities and school vehicles stating that the use of tobacco products is prohibited.

Legal References:
RSA 155:64 – 77, Indoor Smoking Act
RSA 126-K:2, Definitions
RSA 126–K:6, Possession and Use of Tobacco Products by Minors
RSA 126-K:7, Use of Tobacco Products on Public Educational Grounds Prohibited

Adopted: February 9, 1988
Adopted: October 7, 1999
Revised: August 7, 2003
Revised: April 7, 2016
Revised: January 3, 2019
Revised: June 4, 2020

CSD File: ADB/GBEC
See also JICH
CANDIA SCHOOL DISTRICT
DRUG-FREE WORKPLACE/DRUG-FREE SCHOOLS

A. Drug-Free Workplace
1. All District workplaces are drug- and alcohol-free. All employees and contracted personnel are prohibited from:
a. Unlawfully manufacturing, dispensing, distributing, possessing, using, or being under the influence of any controlled substance or drug while on or in the workplace, including employees possessing a “medical marijuana” card.
b. Distributing, consuming, using, possessing, or being under the influence of alcohol while on or in the workplace.

2. For purposes of this policy, a “controlled substance or drug” means and includes any controlled substance or drug defined in the Controlled Substances Act, 21 U.S.C. § 812(c), or New Hampshire Controlled Drug Act RSA 318-B.

3. For purposes of this policy, “workplace” shall mean the site for the performance of work, and will include at a minimum any District building or grounds owned or operated by the District, any school-owned vehicle, and any other school-approved vehicle used to transport students to and from school or school activities. It shall also include off-school property during any school-sponsored or school-approved activity, event or function such as a field trip or athletic event where students are under the jurisdiction, care or control of the District.

4. As a condition of employment, each employee and all contracted personnel will:
a. Abide by the terms of this policy respecting a drug- and alcohol-free workplace, including any administrative rules, regulations or procedures implementing this policy; and
b. Notify his or her supervisor of his or her conviction under any criminal drug statute, for a violation occurring on District premises or while performing work for the District, no later than five (5) days after such conviction.

5. In order to make employees aware of dangers of drug and alcohol abuse, the District will endeavor to:
a. Provide each employee with a copy of the District drug- and alcohol-free workplace policy;
b. Post notice of the District drug- and alcohol-free workplace policy in a place where other information for employees is posted;
c. Establish a drug-free awareness program to educate employees about the dangers of drug abuse and drug use in the work place, the specifics of this policy, including, the consequences for violating the policy, and any information about available drug and alcohol counseling, rehabilitation, reentry, or other employee-assistance programs.

B. District Action Upon Violation of Policy
An employee who violates this policy may be subject to disciplinary action; up to and including termination of employment. Alternatively, the Board may require an employee to successfully complete an appropriate drug- or alcohol-abuse, employee-assistance rehabilitation program.

The Board will take disciplinary action with respect to an employee convicted of a drug offense in the workplace, within thirty (30) days of receiving notice of a conviction. Should District employees or contracted personnel be engaged in the performance of work under a federal contract or grant, or under a state contract or grant, the Superintendent will notify the appropriate state or federal agency from which the District receives contract or grant moneys of an employee/contracted personnel’s conviction, within ten (10) days after receiving notice of the conviction.

The processes for disciplinary action shall be those provided generally to other misconduct for the employee/contractor personnel as may be found in applicable collective bargaining agreements, individual contracts, School Board policies, contractor agreements, and or governing law. Disciplinary action should be applied consistently and fairly with respect to employees of the District and/or contractor personnel as the case may be.

C. Drug-Free School Zone
Pursuant to New Hampshire’s “Drug-Free School Zone” law (RSA Chapter 193-B), it is unlawful for any person to manufacture, sell prescribe administer, dispense, or possess with intent to sell, dispense or compound any controlled drug or its analog, within a “drug-free school zone”. The Superintendent is directed to assure that the District is and remains in compliance with the requirements of RSA 193-B, I, and N.H. Ed. Part 316 with respect to establishment, mapping and signage of the drug-free zone around each school of the District.

D. Implementation and Review
a. The Superintendent is directed to promulgate administrative procedures and rules necessary and appropriate to implement the provisions of this policy.
b. In order to maintain a drug-free workplace, the Superintendent will perform a biennial review of the implementation of this policy. The review shall be designed to (i) determine and assure compliance with the notification requirements of section A.5.a, b and d; (ii) determine the effectiveness of programs established under paragraph A.5.c above; (iii) ensure that disciplinary sanctions are consistently and fairly enforced; and (iv) and identify any changes required, if any.

Legal References:
41 U.S.C. §101, et. Seq. – Drug-free workplace requirements for Federal contractors, and Federal grant recipients, RSA Chapter 193-B Drug Free School Zones, N.H. Admin. Code, Ed. Part 316

Adopted: March 16, 1992
Adopted: October 7, 1999
Revised: March 9, 2017
Revised: January 3, 2019

CSD File: AD
CANDIA SCHOOL DISTRICT
EDUCATIONAL PHILOSOPHY/SCHOOL DISTRICT MISSION

The mission of the Candia School District is to develop a community of learners who are intellectually curious, resourceful, and respectful of self and others. Academic achievement, through constantly improving standards, is the Candia School District’s highest priority.

Additionally, the Candia School Board expects each school in the district to adopt a written philosophy and a statement of goals and objectives consistent with the state’s board of education rules and the following philosophical statements, which are viewed as integral to the teaching/learning process:
1. Each child is important.
2. All children can be successful learners.
3. Children learn by example.
4. Learning in school occurs primarily through faculty and student interaction.
5. Children learn best when community, schools, families, and students work together as a supportive and respectful group.
6. Families are an integral part of a child’s education team.
7. Schools must be safe places where risk taking, success, and failure are all important parts of the learning process.
8. The purpose of schools is to promote learning.
9. Today’s education is to shape and prepare learners for tomorrow’s world.
10. All people have the right to learn in an environment free of emotional, mental, and physical harm.
11. It is essential to recognize the importance of cooperation as well as competition in our complex, independent world.
12. Problem solving and adaptability are essential to survival in our changing world.
13. Learning is a lifelong process.
14. Acceptance of individuality is possible with understanding and mutual respect.
15. Opportunity must be provided for all students to reach their full academic potential.

The Board working with the Superintendent will review the philosophy, goals and objectives at least every five (5) years.

Regulatory References:
NH Code of Administrative Rules, Section Ed. 306.05, School Philosophy, Goals, and Objectives

Adopted: October 7, 1999
Adopted: June 1, 2006
Reviewed: August 17, 2017

CSD File: ACE
CANDIA SCHOOL DISTRICT
GENERAL POLICY
PROCEDURAL SAFEGUARDS/NON-DISCRIMINATION ON THE BASIS OF HANDICAP/DISABILITY

PROCEDURAL SAFEGUARDS

The Candia School District will ensure that all students with a handicap or disability are provided all
necessary procedural safeguards as are required by law. Such procedural safeguards are found in pertinent
federal and state laws and regulations. In addition, all staff, students, parents and other interested persons
are directed to the New Hampshire Department of Education Procedural Safeguards Handbook.

For reporting or making a complaint of discrimination or harassment relative to a disability or perceived
disability, see Candia School District Policy AC.

Adopted: August 22, 1979
Adopted: June 17, 1999
Revised: January 5, 2017, November 7, 2024

CSD File: AC
CANDIA SCHOOL DISTRICT
NON-DISCRIMINATION, EQUAL OPPORTUNITY EMPLOYMENT AND DISTRICT ANTI-DISCRIMINATION PLAN

A. Prohibition Against Discrimination in Educational Programs and Activities.
No person shall be excluded from, denied the benefits of, or subjected to discrimination in the
District’s schools, educational programs or activities because of their age, sex, gender identity, sexual
orientation, race, color, marital status, familial status, physical or mental disability, religion, national
origin, pregnancy or related conditions, genetic information, or veteran status. Discrimination,
including harassment, against any person in the District’s education programs or activities, on the
basis of any of the above classes, or a person’s creed, is prohibited. Finally, there shall be no denial to
any person of the benefits of educational programs or activities, on the basis of any of the above
classes, or economic status.

“Race” means immutable traits associated with race including hair texture and protective hairstyles
which are hairstyles or hair type including braids, locs, tight coils or curls, cornrows, Bantu knots,
Afros, twists, and headwraps.

Harassment of students other than on the basis of any of the classes or categories listed above is
prohibited under Board policy JICK Pupil Safety and Violence Prevention.

B. Equal Opportunity of Employment and Prohibition Against Discrimination in Employment.
The District is an Equal Opportunity Employer. The District ensures equal employment opportunities
without regard to age, color, creed, disability, gender identity, marital status, national origin,
pregnancy, race, religion, sex, sexual orientation, gender identity, equal pay, or genetic information
including family medical history or genetic tests or services and prohibits retaliation for filing a charge
of discrimination or participating in a discrimination lawsuit, investigation or proceeding. The District
will employ individuals who meet the physical and mental requirements, and who have the education,
training, and experience established as necessary for the performance of the job as specified in the
pertinent job description(s).

Discrimination against and harassment of school employees because of age, sex, race, creed, religion,
color, marital status, familial status, physical or mental disability, genetic information, national origin,
ancestry, sexual orientation, gender identity, pregnancy or related conditions, or genetic information
are prohibited. Additionally, the District will not discriminate against any employee who is a victim of
domestic violence, harassment, sexual assault, or stalking.

C. Title IX Notice of Nondiscrimination.
Candia School District does not discriminate on the basis of sex and prohibits sex discrimination in any
education program or activity that it operates, as required by Title IX and its regulations, including in
admission and employment.

Inquiries about Title IX may be referred to Candia School District’s Title IX Coordinator, the U.S.
Department of Education’s Office for Civil Rights, or both.

Candia School District’s Title IX Coordinator is:
Kimberly Sarfde, Assistant Superintendent
SAU #15
90 Farmer Road
Hooksett, NH 03106
(603) 622-3731 x 4012

Office for Civil Rights
U.S. Department of Education
5 Post Office Square, 8th Floor
Boston, MA 02109-3921
Telephone: (617) 289-0111; Fax: (617) 289-0150; Email: OCR.Boston@ed.gov
Note: Complaints to OCR must be filed in writing no later than 180 days after the alleged act(s) of
discrimination. OCR may waive its 180 day time limit based on OCR policies and procedures.

Candia School District’s nondiscrimination policy and grievance procedures are in Policies GBAA and
JBAA and are located on the district’s website.

To report information about conduct that may constitute sex discrimination or make a complaint of
sex discrimination under Title IX, please refer to Policies GBAA and JBAA on the district’s website.

D. USDA Nondiscrimination Statement.
In accordance with federal civil rights law and U.S. Department of Agriculture (USDA) civil rights
regulations and policies, the District is prohibited from discriminating on the basis of race, color,
national origin, sex (including gender identity and sexual orientation), disability, age, or reprisal or
retaliation for prior civil rights activity.

Program information may be made available in languages other than English. Persons with disabilities
who require alternative means of communication to obtain program information (e.g., Braille, large
print, audiotape, American Sign Language), should contact the responsible state or local agency that
administers the program or USDA’s TARGET Center at (202) 720-2600 (voice and TTY) or contact
USDA through the Federal Relay Service at (800) 877-8339.

To file a program discrimination complaint, a Complainant should complete a Form AD-3027, USDA
Program Discrimination Complaint Form which can be obtained online at:
https://www.usda.gov/sites/default/files/documents/ad-3027.pdf, from any USDA office, by calling
(866) 632-9992, or by writing a letter addressed to USDA. The letter must contain the complainant’s
name, address, telephone number, and a written description of the alleged discriminatory action in
sufficient detail to inform the Assistant Secretary for Civil Rights (ASCR) about the nature and date of
an alleged civil rights violation. The completed AD-3027 form or letter must be submitted to USDA by:

a. Mail:
U.S. Department of Agriculture
Office of the Assistant Secretary for Civil Rights
1400 Independence Avenue, SW
Washington, D.C. 20250-9410; or

b. fax:
(833) 256-1665 or (202) 690-7442; or

c. email:
Program.Intake@usda.gov

E. District Anti-Discrimination Plan.
The Superintendent shall develop and provide to the Board for approval, a coordinated written District
Anti-Discrimination Plan (the “Plan”) to include guidelines, protocols and procedures intended to
prevent, assess the presence of, intervene in, and respond to incidents of discrimination.

Among other things, the Plan should include provisions, and recommendations with respect to
resources, policies, complaint procedures, student education programs, Plan dissemination and
training appropriate to carrying out the Plan objectives stated in the preceding paragraph.

In developing the Plan, the Superintendent is encouraged to seek input from appropriate groups of
the school and local community and coordinate with the District’s Human Rights [Non-Discrimination]
Officer and Title IX and 504 Coordinators.

No less than once every two years (off years from review of the District’s Suicide Prevention Plan per
Policy JLDBB), the Superintendent shall update the District Anti-Discrimination Plan, and present the
same to the Board for review. Such Plan updates should be submitted to the Board in time for
appropriate budget consideration.

F. Human Rights [or Non-Discrimination], Title IX, 504 and other Coordinators or
Officers.
The following personnel are assigned to the positions listed below.

Human Rights [or Non-Discrimination] Officer –Human Resources Director
Director of Human Resources
SAU #15
90 Farmer Road
Hooksett, NH 03106
(603) 622-3731 x 4018

Title IX – Coordinator
Assistant Superintendent
SAU #15
90 Farmer Road
Hooksett, NH 03106
(603) 622-3731 x 4012

504 Coordinator
School Counselor-Pamela Jarvis
12 Deerfield Road
Candia, NH 03034
(603) 483-2251

G. Complaint and Reporting Procedures.
Any person who believes that he or she has been discriminated against, harassed, or bullied in
violation of this policy by any student, employee, or other person under the supervision and control of
the school system, or any third person who knows or suspects conduct that may constitute
discrimination, harassment, or bullying, should contact the District Human Rights Officer, or otherwise
as provided in the Policies referenced below under this same heading.

Any employee who has witnessed, or who has reliable information that another person may have been
subjected to discrimination, harassment, or bullying in violation of this Policy has a duty to report such
conduct to his/her immediate supervisor, the District Human Rights Officer, or as provided in one of
the policies or administrative procedures referenced below under this same heading. Additionally,
employees who observe an incident of harassment or bullying are expected to intervene to stop the
conduct in situations in which they have supervisory control over the perpetrator and it is safe to do
so. If an employee knows of an incident involving discrimination, harassment, or bullying and the
employee fails to report the conduct or take proper action or knowingly provides false information in
regard to the incident, the employee will be subject to disciplinary action up to, and including,
dismissal.

All information will be maintained on a confidential basis to the greatest extent possible.

A complaint alleging harassment or discrimination, whether written or oral, should include the specific
nature of the incident, date, and place of the incident, names of all parties involved, as well as a
detailed report of all pertinent facts. Complaints of harassment or discrimination will be promptly and
carefully investigated in accordance with the applicable policy. Investigations will include interviews
with all relevant persons, including the accused and other potential witnesses. Appropriate remedial
action will be taken in all cases where harassment or discrimination is found to have occurred.
Disciplinary action up to and including discharge may be taken against any employee who violates this
Policy. Disciplinary action up to and including expulsion may be taken against any student who
violates this Policy.

Investigations and resolution of any complaints shall be according to the policies listed below and
related administrative procedures or regulations. Complaints or reports regarding matters not covered
in one or the other of those policies should be made to the District Human Rights Officer.

1. Reports or complaints of sexual harassment or sexual violence by employees or third party
contractors should be made under Board Policy GBAA.

2. Reports or complaints of sexual harassment or sexual violence by students should be made
under Board Policy JBAA.

3. Reports or complaints of discrimination on the basis of disability should be made under Board
Policy AC, except for complaints regarding facilities accessibility by disabled non-students or
employees, which should be made under Board Policy KED; and

4. Reports or complaints of bullying or other harassment of pupils should be made under Board
Policy JICK.

H. Alternative Complaint Procedures and Legal Remedies.
At any time, whether or not an individual files a complaint or report under this Policy, an individual
may file a complaint with the following agencies:

1. Office for Civil Rights, U.S. Department of Education, 5 Post Office Square, 8th Floor, Boston,
MA 02109-3921; Telephone number: (617) 289-0111; Fax number: (617) 289-0150; Email:
OCR.Boston@ed.gov
Note: Complaints to OCR must be filed in writing no later than 180 days after the alleged
act(s) of discrimination. OCR may waive its 180 day time limit based on OCR policies and
procedures.

2. New Hampshire Commission for Human Rights, 2 Industrial Park Drive, Concord, NH 03301;
Telephone number: (603) 271-2767; Email: humanrights@nh.gov

3. Office of Civil Rights
U.S. Dept of Agriculture
1400 Independence Avenue, SW
Washington, D.C., 20250-9410;
Telephone: (866)632-9992; Email – program.intake@usda.gov

4. New Hampshire Department of Justice
Civil Rights Unit
33 Capitol Street,
Concord, NH 03301;
Telephone: (603) 271-1181; Website: https://www.doj.nh.gov/bureaus/civil-rights-unit

5. New Hampshire Department of Education
Commissioner of Education
101 Pleasant Street
Concord, NH 03301,
Telephone: (603) 271-3494; Email – info@doe.nh.gov

Notwithstanding any other remedy, any person may contact the police or pursue a criminal
prosecution under state or federal criminal law.

I. Retaliation Prohibited.
The District prohibits reprisals or retaliation of any kind against the complainant or any other individual
on account of his or her filing a complaint or report or participating in an investigation of a complaint
or report filed pursuant to this Policy. Any person who engages in retaliatory conduct prohibited by
this Policy will be subject to appropriate disciplinary action, up to and including termination of
employment or expulsion. However, if after investigating any complaint of harassment or unlawful
discrimination, the District determines that any person has provided false information regarding the
complaint, disciplinary action up to and including termination or expulsion may be taken against the
individual who gave the false information.

Legal Reference:
RSA 354-A:7, Unlawful Discrimination Practices
RSA 354-A:6, Opportunity for Employment without Discrimination a Civil Right

Adopted: November 8, 1989
Revised: September 10, 1992
Re-Adopted: June 8, 1999
Revised: March 16, 2001
Re-Adopted: June 2, 2005
Revised: January 3, 2019, November 7, 2019, June 4, 2020
Reviewed: June 3, 2021, May 5, 2022, May 4, 2023
Revised: November 2, 2023, March 7, 2024, November 7, 2024

CSD File: AA
CANDIA SCHOOL DISTRICT
SCHOOL DISTRICT LEGAL STATUS

The legal basis for education is vested in the will of the people as expressed in the Constitution of New Hampshire, the statutes* pertaining to education, court interpretation of these laws, the powers implied in them, and the rules and regulations of the State Board of Education.

In New Hampshire, school districts are political subdivisions of the state and, as such, are considered municipal corporations and as per RSA 194:2 and RSA 195:6. School districts have powers as set in RSA 194:3. Such powers include:
1. To procure land for lots for schoolhouses and school administrative unit facilities, and for the enlargement of existing lots;
2. To build, purchase, rent, repair, or remove schoolhouses and outbuildings, buildings to be used for occupancy by teachers in the employ of such school district, and buildings to be used for educational administration including office facilities for school administrative units;
3. To procure insurance against such risks of loss, cost or damage to itself, its employees or its pupils as its School Board may determine;
4. To provide group plan life, accident, medical, surgical and hospitalization insurance benefits, or any combinations of such benefits, for all regular employees of the district and their dependents, the cost thereof to be borne in whole or in part by the district;
5. To plant and care for shade and ornamental trees upon schoolhouse lots;
6. To provide suitable furniture, books, maps, charts, apparatus and conveniences for schools;
7. To purchase/lease vehicles for the transportation of children;
8. To provide for health and sanitation;
9. To provide for adult high school diploma and continuing education programs; and
10. To pay debts.

School district policies are established by the School Board, which serves as an agent of the school district. Funds for school operating expenses are approved by a majority of qualified voters present and voting at the annual school district meeting (RSA 197:1, RSA 40:13), except that bond issues require a two-thirds vote. The administration of the schools is under the executive direction of the Superintendent of Schools, who works under the School Board policies in addition to State Board of Education rules.

Statutory/Case Law References:
NH Constitution, Pt. 2 Article 83;
Claremont School District vs. Governor, 138 N183 (1993)
RSA Chapter 33, 194:2, 195:6, 197:1, 40:13
Clough v. Osgood 37 NH 444 (1935)

Adopted: October 7, 1999
Revised: March 9, 2017

CSD File: AFA
CANDIA SCHOOL DISTRICT
EVALUATION OF BOARD OPERATIONAL PROCEDURES

The School Board shall periodically establish realistic objectives related to Board procedures and relationships and shall, from time to time, measure its performance against the stated objectives.
The following areas of Board operations and relationships are representative of those in which objectives may be set and progress appraised
1. Board meetings.
2. Policy development.
3. Fiscal management.
4. Board role in educational program development.
5. Board member orientation.
6. Board member development.
7. Board officer performance.
8. Board-Superintendent relationship.
9. Board-staff relationships.
10. Board-community relationships.
11. Legislative and government relationships.
12. Risk management.

Adopted: October 7, 1999
Reviewed: April 6, 2017

CSD File: AEB/AEC
CANDIA SCHOOL DISTRICT
RECOGNITION OF ACCOMPLISHMENT/
ACCOMPLISHMENT REPORTING TO PUBLIC

The Board will recognize the accomplishments of its students, staff, and other members of the school community. Such recognition will be publicized through periodic school newsletters, technology, media publications, town reports, and other available means.

Adopted: October 7, 1999
Reviewed: April 6, 2017