ASD: File AB

AUBURN SCHOOL DISTRICT
NEW HAMPSHIRE PARENTAL BILL OF RIGHTS

A. New Hampshire Parental Bill of Rights

I. All parental rights are reserved to the parents of a minor child in this state without obstruction or
interference from any school. These rights include, but are not limited to, the right:

1. To direct the upbringing and the moral or religious training.

2. To direct the education, including the right to choose to enroll the minor child in an
assigned resident public school, a public charter school, a non-public school, including a
religious school, a home education program, or any other state-based education
program, as authorized by law, as an alternative to public education, as set forth in RSA
193:1 and RSA 194-F:1, et seq.

3. To request that a minor child be enrolled in a public school other than the public school
assigned to them by their residence to avoid a manifest educational hardship, as set
forth in RSA 193:3.

4. To enroll his or her minor child in gifted or special education programs if the child
qualifies for such programs.

5. To inquire of the school or school personnel and promptly receive accurate, truthful, and
complete disclosure regarding any and all matters related to their minor child, unless an
immediate answer cannot be provided when the initial request is made, in which case, the
answer shall be provided no later than 10 business days after the request.

6. To be informed of the school’s policy regarding the discipline policies and procedures, as set forth in
RSA 193:13.

7. To obtain access for a minor child to public curricular courses and co-curricular programs offered by
the local school district where the student resides while choosing to enroll their child in a non-public
public chartered, home education, or any other state-based education program, as set forth in RSA
193:1-c and RSA 194-F:2, ll (d).

8. To inspect any instructional material used as part of the educational curriculum within a reasonable
period following a request, as set forth in 20 U.S.C. section 1232h(c)(1)(C).

9. To opt out of health or sex education and any other objectionable material, as set
forth in RSA 186:11, IX-b and IX-c.

10. To be advised of and have the right to opt the minor child out of any nonacademic
survey or questionnaire.

11. To opt out of any district-level data collection relating to his or her minor child not
required by federal or state law.

12. To exempt their public-school minor child from participating in required statewide
assessments in English, language arts, mathematics, and/or science, as set forth in RSA
193-C:6.

13. To receive information regarding the level of achievement and academic growth of their
minor child in the state academic assessments in English, language arts, mathematics,
and/or science, as set forth in the Every Student Succeeds Act, 20 U.S.C. section 1112
(e)(1)(B)(i).

14. To receive a school report card and be informed of his or her minor child’s
attendance requirements and compliance with such requirements.

15. To access and review all education records relating to their minor child within 10 business
days after the day the school receives a request for access, as set forth in RSA 189:66, IV
and 34 C.F.R. 99.5.

16. To consent in writing before the state or any of its political subdivisions, including,
without limitation, any school pursuant also to the provisions of RSA 189:68, III-V, makes
a video or voice recording, unless such recording is made during or as part of a court
proceeding or part of a forensic interview in a criminal or other investigation by the
bureau of child protective services or it is to be used solely for the purpose of a safety
demonstration, including the maintenance of order and discipline in the common areas of
a school or on student transportation vehicles.

17. To be notified whenever seclusion or restraint has been used on their minor child as set
forth in RSA 126-U:7.

18. To access and review all medical records of their minor child maintained by a school or
school personnel, unless otherwise prohibited by law.

19. To exempt their minor child from immunizations if, in the opinion of a physician, the
immunization is detrimental to the child’s health or because of religious beliefs, as set forth
in RSA 141-C:20-a and RSA 141-C:20-c.

II. Federal law provides for additional parent and family involvement for schools that are receiving
Title I, Part A; Title I, Part C (migrant); Title III, Part A (EL) funds, including:

1. The right to receive information, including student reports, in an understandable and uniform
format and to the extent practicable, in a language that parents can understand, as set forth in
20 U.S.C sections 1112(e)(4); 1114(b)(4); 1116(e)(5); and 1116(f).

2. Upon request of the parent, the right to receive information regarding state qualifications of the
student’s classroom teachers and paraprofessionals providing services to their minor child, as set
forth in 20 U.S.C. section 1112(e)(1)(A)(i-ii).

3. The right to receive an annual local educational agency report card that includes information on
such agency as a whole and each school served by the agency, as set forth in 20 U.S.C. section
1111(h)(2)(A- B)(i-iii).

B. Dissemination

Pursuant to RSA 189-B:5, II, the Board directs that the Superintendent provide a complete copy of Section A
(the Parental Bill of Rights) of this policy to be published:

1. Each year in the School District’s annual report;

2. Permanently on the District’s website; and

3. Each year in every student and employee handbook.

Legal References:
RSA 141-C:20-c,Exemptions,RSA 186:11, IX-b,Health and Sex Education RSA 186:11, IX-c Objectionable Course Material RSA 186:11, IX-d Duties of State Board of Education RSA 186:11, IX-e Notice to Parents/Guardian Required RSA 189:66 Data Inventory and Policies Publication RSA 189:67 Limits on Disclosure of Information RSA 189:68Student Privacy RSA 193:1Duty of Parent; Compulsory Attendance by Pupil RSA 193:13 Suspension and Expulsion of Pupils RSA 193:13 Change of School or Assignment, Manifest Educational Hardship or Best Interest, Excusing  Attendance 34 CFR. Part 99 Family Educational Rights and Privacy Act Regulations

Adopted: October 14, 2025

ASD File: ACF

AUBURN SCHOOL DISTRICT
FOOD AND NUTRITION SERVICES: ANTI-DISCRIMINATION AND CIVIL RIGHTS
COMPLAINTS

USDA Non-Discrimination Statement

In accordance with federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, this institution 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.(*See note at end of this Section A.)

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: USDA Form AD-3027 (linked tested 2024/5/9), 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:

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

Fax: (833) 256-1665 or (202) 690-7442; or

Email: Program.Intake@usda.gov

Additional Discrimination Complaint Information

Any person or representative alleging discrimination based on a prohibited basis relative to any of the District’s food service programs has the right to file a complaint within 180 days of the alleged discriminatory action.

District staff who receive a complaint alleging illegal discrimination in the district’s nutrition program will forward the complaint to the District’s Human Rights/Non-Discrimination Officer immediately, who shall note whether the allegation was made verbally or in person and will transcribe the complaint if it is not provided in writing. As required by the USDA, the Human Rights/Non Discrimination Officer will forward the complaint to the USDA Office of the Assistant Secretary for Civil Rights immediately and will not first attempt to resolve the complaint prior to contacting the USDA.

Notice of Non-Discrimination Statement and Program Rights

The Superintendent shall ensure that all materials and resources that are used to inform the public about any USDA supported Food and Nutrition Service (FNS) program include the complete, most current USDA nondiscrimination statement in its exact wording. The statement may be accessed at: https://www.usda.gov/non-discrimination-statement.

At a minimum, the full USDA non-discrimination statement must be included on the following materials related to USDA programs:

FNS Application Form(s)
Notification of Eligibility or Ineligibility
Expiration of Certification Notification
Discontinuance Notification
Program (Home) Web Page
Other Public Information

If the size of the material is too small to include the full USDA Non-Discrimination statement (e.g., newspaper printing of menus), the material must at a minimum include the following statement in print the same size font as the main text: “This institution is an equal opportunity provider.”

Display of “And Justice for All” Poster

The USDA requires that its “And Justice for All” non-discrimination poster is prominently displayed in each location where FNS meals are most frequently provided (e.g., school cafeteria). Each poster must be no smaller than 11″ x 17″ and placed in a location that enables program participants to read the text regarding civil rights complaints without obstruction.

Adopted: March 11, 2025

ASD File: ACN
AUBURN 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 summarized in applicable employee handbook.

Legal References: 20 U.S.C 1681, et seq, Title IX of the Education Amendments of 1972, 42
U.S.C. 2000ggPregnant Worker Fairness Act (“PWFA”),42 U.S.C. 218dPump for Nursing Mothers
Act (“PUMP Act”)

Adopted: November 14, 2023

ASD File: AE
AUBURN SCHOOL DISTRICT
ACCOUNTABILITY

The Auburn School Board directs the Superintendent to establish an accountability system in order to collect data needed for evaluation of the district’s compliance with state and federal laws on school accountability.
The Superintendent will ensure that the district’s statistical reports are filed in a timely manner with the New Hampshire Department of Education.

Legal Reference: RSA 189:28, RSA 192-H:4 NH Code of Administration Rules Section Ed. 306.23

Adopted: March 13, 2007

ASD FILE: AA
AUBURN 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.
Board policies are established by the Board, which serves as the agent of the District. Funds for school operating expenses are approved by a majority of qualified voters, except bond issues, which require a 60% vote.

Statutory/Case Law References:
NH Constitution, Pt. 2 Article 83
Claremont School District vs. Governor, 138 NH 183 (1993)
RSA Chapter 33, Municipal Finance Act
RSA 194:2 School Districts to be Corporations
RSA 197:1 Annual School District Meetings
RSA 40:13 Use of Official Ballot
Clough v. Osgood 37 NH 444 (1935)

Adopted: November 13, 1980
Revised: September 10, 1992
Adopted: August 10, 1999
Revised: September 12, 2017

ASD File: AC

AUBURN SCHOOL DISTRICT
NON-DISCRIMINATION, EQUAL OPPORTUNITY EMPLOYMENT AND DISTRICT ANTI-DISCRIMINATION POLICY

The District does not discriminate and prohibits discrimination on the basis of age, sex, gender, gender identity, race, creed, color, religion, familial status, marital status, sexual orientation,  national or ethnic origin, economic status, or disability, or any other classes protected under federal or state law, for employment in, participation in, admission/access to, or operation and  administration of any educational program or activity in the School District.  The District will not discriminate against any student or employee who is a victim of domestic violence, harassment, sexual assault, or stalking.

The Superintendent or his/her designee will receive all inquiries, complaints, and other communications relative to this policy and the applicable laws and regulations concerned with non-discrimination.

This policy of non-discrimination is applicable to all persons employed or served by the District. Any complaints or alleged infractions of the policy, law or applicable regulations will be processed through the grievance procedure.  This policy implements PL 94-142, Section 504 of The Rehabilitation Act of 1973, Title II of The American with Disabilities Act, Title VI or VII of The Civil Rights Act of 1964, Title IX of The Education Amendments of 1972, and the laws of New Hampshire pertaining to non-discrimination, including RSA 354-A and RSA 193:38 – 193:40.

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.

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, the SAU Human Resources
Director, 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, the SAU Human Resources
Director, 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 where 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.

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, the SAU Human
Resources Director.

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 ACE, except for complaints regarding facilities accessibility by disabled nonstudents 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.

Title IX

Inquiries about Title IX may be referred to the District’s Title IX Coordinator, the U.S. Department of
Education’s Office for Civil Rights, or both, whose contact information is below.

The District’s nondiscrimination policy and grievance procedures can be located at [include link to
location(s) on website or otherwise describe location(s)].

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 [include link to location(s) on website or otherwise describe location(s)].

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 Office for Civil Rights (“OCR”), of the United States Department of Education, or with the New Hampshire Commissioner for Human Rights.

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

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

Retaliation Prohibited

No reprisals or retaliation of any kind will be taken by the Board or by any District employee against the
complainant or other individual on account of his or her filing a complaint or report or participating in an
investigation of a complaint or report filed and decided pursuant to this policy, unless that person knew the complaint or report was false or knowingly provided false information.

The Superintendent shall ensure that District and or building personnel are assigned to the positions listed below:

Human Rights Officer — Human Resources Director
(90 Farmer Road, Hooksett, NH 03106 622-3731 x 4018)

Title IX Coordinator — Assistant Superintendent
(90 Farmer Road, Hooksett, NH 622-3731 x 4012)

504 Coordinator — Assistant Principal
(Auburn Village School 11 Eaton Hill Road, Auburn, NH 483-2769 x 1001)

This policy will be reviewed annually.

Legal References:
RSA 354-A:6 Opportunity for Employment without Discrimination a Civil Right
RSA 354-A:7 Unlawful Discriminatory Practices, The Age Discrimination in Employment Act of 196, Title VII of The Americans with Disabilities Act of 1990, Title VII of The Civil Rights Act of 1964 (15 or more employees), RSA 186:11, XXXIII, Discrimination, RSA 275:71, Prohibited Conduct by Employer, ED 306

Adopted: November 8, 1989
Revised: September 10, 1992, June 8, 1999, March 16, 2001, March 13, 2007, December 11, 2018, December 10, 2019, July 28, 2020
Reviewed: June 8, 2021, May 10, 2022, May 4, 2023
Revised: August 22, 2023
Reviewed: May 14, 2024, August 13, 2024, January 14, 2025

ASD File: ACE

AUBURN SCHOOL DISTRICT
PROCEDURAL SAFEGUARDS: NON-DISCRIMINATION ON THE BASIS OF DISABILITY

The Auburn School District will ensure that all students with a 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 Auburn School District Policy AC.

Legal References:
NHDOE Admin Rules, Ed 1120, Procedural Safeguards 34 C.F.R. Part 104, Nondiscrimination on the Basis of Handicap Section 504 of the Rehabilitation Act of 1973

Adopted: July 10, 1979
Revised: September 10, 1992
Adopted: June 8, 1999
Revised: December 13, 2016, January 10, 2017, January 14, 2025

ASD File: ACG
AUBURN SCHOOL DISTRICT
NONDISCRIMINATION POLICY
GRIEVANCE PROCEDURE

A complaint regarding a violation of law shall be subject to a grievance procedure that provides for the prompt and equitable resolution of disputes from all students, employees, and staff of the District.

Upon request, the building administrator will provide a copy of the District’s grievance procedures. The person who believes he/she has a valid basis for a grievance shall discuss the grievance informally and on a verbal basis with the building administrator, who shall in turn investigate the complaint and respond to the complainant. If not satisfied with the response, the complainant may initiate formal procedures according to the following steps:

Step 1. A written statement of the grievance signed by the complainant shall be submitted to the building administrator within five (5) school days of receipt of answer to the informal complaint. The building administrator shall communicate his/her decision to the aggrieved party in writing within five (5) days of receipt of the written grievance. If the building administrator is the person charged with the violation, the grievant may submit the complaint to the Superintendent of Schools, or his/her designee, for the Auburn School District.

Step 2. The aggrieved party, no later than five (5) school days after receipt of the building administrator’s decision, may appeal the building administrator’s decision to the Superintendent of Schools or his/her designee. The appeal to the Superintendent of Schools or his/her designee must be made in writing reciting the matter submitted to the building administrator and the aggrieved party’s dissatisfaction with decisions previously rendered. Superintendent of Schools, or his/her designee, shall meet with the aggrieved party to attempt to resolve the matter as quickly as possible, but within a period not to exceed five (5) school days. The Superintendent of Schools, or his/her designee, shall communicate his/her decision in writing to the aggrieved party and the building administrator no later than five (5) school days after the meeting.

Step 3. If the grievance is not resolved to the aggrieved party’s satisfaction, the aggrieved party, no later than five (5) school days after receipt of the Superintendent of School’s, or his/her designee’s, decision, may submit a written request for a hearing with the local School Board regarding the alleged discrimination through the Superintendent of Schools. The hearing will be held within thirty (30) calendar days of the written request. The School Board must provide the aggrieved party with a written decision on the appeal within ten (10) calendar days after the hearing.

Step 4. If the complainant wishes to appeal the local School Board’s decision, he/she may request an impartial hearing by contacting the NH Commissioner of Education, NH Department of Education, 101 Pleasant Street, Concord, NH 03301.

Step 5.  If at any point the grievance has not been satisfactorily settled, the complaint may be made to the Office for Civil Rights, US Department of Education, 33 Arch Street, Suite 900, Boston, Massachusetts 02110-1491.

A copy of the regulations on which this notice is based may be found in the building administrator’s office. During all steps of this complaint process, the aggrieved party and the School District may continue to negotiate a mutual solution to the alleged discrimination. Upon such a mediated agreement, the procedure would be terminated.

First Reading: May 11, 1999
Adopted: June 8, 1999
Revised: June 12, 2007

ASD File: AD
AUBURN SCHOOL DISTRICT
SCHOOL DISTRICT MISSION/CORE VALUES
It Takes a Village To Educate a Child

MISSION:
The mission of the Auburn School District is to ensure that each student develops the foundational academic skills and knowledge necessary to be a contributing participant in an evolving global society. We work collaboratively with our community to provide the highest quality education in a secure, positive, and challenging environment for all students.

CORE VALUES:

High Achievement
We will:
Set high expectations and standards for all students and staff.
Teach students to be involved and active learners who work hard, think critically and communicate effectively.
Educate the whole child through engagement in academic, physical, civic pursuits and the arts.

Excellence in Teaching
We will:
Recruit and retain passionate, knowledgeable and skillful teachers.
Support a professional and collaborative learning community that sustains a culture of intellectual excitement, creative instruction, and personal growth.

Innovation
We will:
Be recognized as a leader in education and curriculum development.
Foster critical thinking, open mindedness, creativity and collaborative problem-solving with our students and staff.
Continuously assess learning and adjust teaching practices accordingly.

Respect
We will:
Create an environment where students feel known, safe, and valued.
Recognize the uniqueness and dignity of individuals of differing races, religions, classes, ethnicities, sexual orientations, learning styles and abilities.
Create a culture of collaboration, collegiality and open communication.
Welcome divergent ideas on important issues.
Cultivate citizens who contribute to and care about their community and the world.

Each year, the Auburn Village School Board will identify strategic district goals. These goals will guide the work of administrators and promote the advancement of the Auburn Village School. Progression of goals will be assessed and discussed at monthly school board meetings. At the conclusion of the year, the Board shall reflect on the degree to which the goals and objectives have been accomplished.

Adopted: January 11, 1989
Revised: June 13, 2006
Revised: June 13, 2017

ASD File: ADB/GBEC
See Also JICH

AUBURN 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 in writing 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, and/or contracted personnel aware of dangers of drug and
alcohol abuse, the District will endeavor to:

a. Provide each employee, and/or contracted personnel with a copy of the District drugand
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, and/or contracted
personnel about 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, or contracted personnel who violates this policy may be subject to disciplinary
action; up to and including termination of employment. Alternatively, the Superintendent
may require an employee to successfully complete an appropriate drug- or alcohol-abuse,
employee-assistance rehabilitation program.

The Superintendent 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: June 13, 1991
Adopted: August 10, 1999
Revised: May 9, 2017, December 11, 2018, March 11, 2025