The Human Resources Department will contribute to the overall mission of the School Board by creating a supportive environment for faculty and staff. By providing sound and responsive advice and consultation, accurate information, and efficient and courteous service, we will motivate and support the faculty and staff who serve our students and the community. Human Resources staff will model respectful and ethical behavior, provide a welcoming and positive work environment while recognizing the need for innovation and flexibility as the needs of our workforce change.
Important Documents and Resources:
- Complaint Procedures
- Federal and Florida Employment Notices
- Florida Educational Equity Act
- Job Descriptions
- Salary Schedules
- Public Records Request
- Teacher Certification
- Certified Mentor/Peer Educator
Equal Opportunity Laws & Policies
- Title VI of the Civil Rights Act of 1964 - prohibits discrimination on the basis of race, color, religion or national origin
- Title VII of the Civil Rights Act of 1964 - as amended - prohibits discrimination in employment on the basis of race, color, religion, gender or national origin
- Title IX of the Education Amendments of 1972 - prohibits discrimination on the basis of gender
- Age Discrimination in Employment Act of 1967 (ADEA) as amended - prohibits discrimination on the basis of age with respect to individuals who are at least 40
- The Equal Pay Act of 1963 as amended - prohibits gender discrimination in payment of wages to women and men performing substantially equal work in the same establishment
- Section 504 of the Rehabilitation Act of 1973 - prohibits discrimination against the disabled
- Americans with Disabilities Act of 1990 (ADA) - prohibits discrimination against individuals with disabilities in employment, public service, public accommodations and telecommunications
- Florida Educational Equity Act (FEEA) - prohibits discrimination on the basis of race, gender, national origin, marital status or handicap against a student or employee.
- Florida Civil Rights Act of 1991 - secures for all individuals within the state freedom from discrimination because of race, color, religion, sex, national origin, age, handicap, or marital status
- Wakulla County School Board Policies 2.70 and 2.80 - prohibits discrimination and harassment against students, employees, volunteers or visitors on the basis of race, color, religion, national origin, sex, disability, marital status, political or religious beliefs, national or ethnic origin, or age
- Title 34: Education
- PART 100-NONDISCRIMINATION UNDER PROGRAMS RECEIVING FEDERAL ASSISTANCE THROUGH THE DEPARTMENT OF EDUCATION EFFECTUATION OF TITLE VI OF THE CIVIL RIGHTS ACT OF 1964
Employee or applicant who believes that s/he has been the subject of any form of discrimination or sexual harassment by anyone at the district or by any person who does business with the district reports the matter to her/his supervisor and/or the Equal Employment Opportunity (EEO) Coordinator.
Supervisor or employee notifies the EEO Coordinator of the discrimination or harassment via telephone, email or by completing the EEO Employee and Applicant Discrimination Complaint Form (WMIS HR2169 - Discrimination/Harassment Complaint Form).
- The Supervisor submits a written statement to the EEO Coordinator regarding the discussion.
- If the grievant is not satisfied with the resolution s/he may pursue and submit a level one formal grievance. Equity Coordinator investigates the grievance.
- If the grievant is not satisfied following the level one formal grievance hearing s/he may pursue by filing a level two grievance with the Superintendent.
- If the grievant is not satisfied following the level two formal grievance hearing s/he may appeal to the school board.
- Consistent with Board Policy 6.35, if dissatisfied with the resolution, employee may elect to appeal such action or resolution in accordance with the appropriate grievance procedure or administrative process through the EEOC office.
- If employee or applicant decides to not use the district's internal process for filing charges and goes directly to the EEOC, the EEOC office will forward the Charge of Discrimination to the district's EEO Coordinator.
- EEO Coordinator conducts a prompt and thorough investigation of the alleged incident as specified in Florida Statutes.
- EEO Coordinator develops resolution and corrective action for the complaint.
- EEO Coordinator notifies employee and Supervisor or Principal of the resolution to the complaint
Discrimination/Harassment Complaint Information:
Any person who believes that he or she has been discriminated against, or placed in a hostile environment based on gender, marital status, sexual orientation, race, national origin, religion, age or disability by an employee, volunteer, agent or student of the School District should within 60 days of alleged occurrence file a written or oral complaint. The complaint should set forth a description of the alleged discriminatory actions/harassment, the time frame in which the alleged discrimination occurred, the person or persons involved in the alleged discriminatory actions, and any witnesses or other evidence relevant to the allegations in the complaint. It is the policy of the Wakulla County School District, in accordance with the Title VII of the Civil Rights Act of 1963, that all employees and applicants have the right to work in an environment free from discrimination and harassment or coercive conduct.
Resources and Tools
- U.S. EEOC Laws, Regulations and Policy
- Frequently Asked Questions
- School Board Policy 2.70
- School Board Policy 2.80 (Unlawful Discrimination Prohibited)
- School Board Policy 6.35 (Grievance Procedure for Personnel)
- School Board Policy 6.36 (Complaints Against Employees)
- Complaint - Initial
- Discrimination/Harassment Complaint Form
- Investigation - Interview
- Investigation - Witness
- Investigation-Final Summary of School Based Investigation
- Investigation Checklist & Timeline
by phone at
or by fax at
with any questions you may have.
- Employee Rights under the National Labor Relations Act
- Federal Employee Polygraph Protection Act Poster
- Federal Employee Rights and Responsibilities under the Medical Leave Act
- Federal Equal Opportunity is the Law 2
- Federal Equal Opportunity is the Law Poster
- Federal Job Safety and Health
- Federal Rights under the Fair Labor Standards Act
- Federal Your Rights under USERRA Poster
- Employee Rights Employee Polygraph Protection Act
- FEEA, Section 1000.05, F.S.
- State Board Rules 6A-19.001-6A-19.010
- Boy Scouts of Amerca Equal Access Act, 34 C.F.R. 108
- Teenage Parent Programs, Section 1003.54, F.S.
- Dear Colleague Letter: Athletic Activities Counted for Title IX Compliance
- 2022-2023 District Equity Handbook
- 2021-2022 Annual District Equity Report
- ADMINISTRATIVE ASSISTANT TO THE SUPERINTENDENT AND SCHOOL BOARD
- ADMINISTRATIVE SECRETARY
- ADMINISTRATIVE SECRETARY II
- ASSISTANT COORDINATOR OF TRANSPORTATION
- ATTENDANCE OFFICER
- AUTOMOTIVE MECHANIC/ BUS INSPECTOR
- AVID TUTOR
- BUS ATTENDANT- VAN DRIVER
- BUS DRIVER
- BUS DRIVER- SUBSTITUTE
- CHILD DEVELOPMENT ASSOCIATE
- COORDINATOR OF SAFETY AND RISK MANAGEMENT
- COORDINATOR OF TRANSPORTATION
- CURRICULUM SOFTWARE SPECIALIST
- DATA ENTRY CLERK
- DISTRIBUTED SYSTEMS ELECTRONICS TECHNICIAN
- DISTRIBUTED SYSTEMS ELECTRONICS TECHNICIAN SUPERVISOR
- DISTRICT OFFICE SUPPORT LIAISON
- EMPLOYMENT SPECIALIST (PARAPROFESSIONAL)
- ENERGY EDUCATION SPECIALIST
- ESE BEHAVIORAL ASSISTANT
- ESE JOB COACH
- FINANCE ASSISTANT
- FISCAL SPECIALIST
- FOOD AND NUTRITION SUPERVISOR
- HR SPECIALIST
- IT DATA OPERATOR
- IT WEBSITE, AND SOFTWARE MANAGER
- K-3 TUTOR
- MAIL COURIER
- MAINTENANCE SUPERVISOR
- MECHANIC SUPERVISOR
- MIS FTE DATA OPERATOR
- OPERATIONS FOREMAN
- OTHER HEALTH SERVICES ASSISTANT
- PART-TIME NON-INSTRUCTIONAL (OTHER)
- PUBLIC INFORMATION SPECIALIST
- RISK MANAGEMENT SPECIALIST
- SCHOOL BUS OPERATOR TRAINER/TESTER & ROUTING SPECIALIST
- SCHOOL FOOD SERVICE MANAGER
- SCHOOL FOOD SERVICE RESOURCE MANAGER
- SCHOOL FOOD WORKER
- SCHOOL SAFETY AND SECURITY GUARD
- SPEECH PARAPROFESSIONAL
- TRADES SPECIALIST- ELECTRICIAN, CARPENTER, REFRIGERANT MECHANIC, HEATING/AIR CONDITIONING, PLU
- ASSOCIATE DEAN
- ASSOCIATE DEAN OF STUDENT SERVICES
- ASSOCIATE TEACHER
- ATHLETIC TRAINER
- CAREER PATHWAY SPECIALIST
- CARPENTRY TEACHER
- CHILD FIND SPECIALIST
- DEAN OF STUDENTS
- EMPLOYMENT SPECIALIST (RESOURCE TEACHER)
- GUIDANCE TEACHER
- HIGH RISK SPECIALIST RESOURCE TEACHER
- HOMEBOUND TEACHER
- INSTRUCTIONAL COACH
- MEDIA SPECIALIST
- NAVAL SCIENCE INSTRUCTOR
- OCCUPATIONAL THERAPIST
- PHYSICAL THERAPIST
- READING COACH
- REGIONAL LOCAL ASSISTIVE TECHNOLOGY SERVICES SPECIALIST
- RESOURCE TEACHER
- RESOURCE TEACHER- ESE
- SCHOOL SOCIAL WORKER
- SCHOOL PSYCHOLOGIST
- SENIOR NAVAL SCIENCE INSTRUCTOR
- SPEECH/LANGUAGE PATHOLOGIST
- STAFFING SPECIALIST
- STAFFING SPECIALIST AND STUDENT SERVICES
- SUBSTITUTE FOR TEACHER OR INSTRUCTIONAL SUPPORT PERSONNEL
- TEACHER. ADULT EDUCATION
- TEACHER. CARPENTRY
- WRITING COACH
- ADULT/COMMUNITY EDUCATION PROGRAM AND SECOND CHANCE SCHOOL PRINCIPAL
- ASSISTANT PRINCIPAL- MIDDLE SCHOOL
- ASSISTANT PRINCIPAL- ELEMENTARY
- ASSISTANT PRINCIPAL- HIGH SCHOOL
- ASSISTANT SUPERINTENDENT FOR ADMINISTRATION
- ASSISTANT SUPERINTENDENT FOR INSTRUCTION
- CHIEF ACADEMIC OFFICER
- CHIEF FINACIAL OFFICER
- CHIEF HUMAN CAPITAL OFFICER
- CURRICULUM COORDINATOR
- DIRECTOR OF ADULT ED, ATHLETIC, AND DIVERSITY RECRUITMENT
- DIRECTOR OF FOOD SERVICES
- DIRECTOR OF SPECIAL PROGRAMS AND DISTRICT ASSESSMENT
- EXECUTIVE DIRECTOR OF CURRICULUM
- EXECUTIVE DIRECTOR OF FACILITIES AND MAINTENANCE
- EXECUTIVE DIRECTOR OF HUMAN RESOURCES
- EXECUTIVE DIRECTOR OF STUDENT SERVICES AND EXCEPTIONAL STUDENT EDUCATION
- INFORMATION TECHNOLOGY DIRECTOR
- PRINCIPAL- PREK
- PRINCIPAL- ELEMENTARY SCHOOL
- PRINCIPAL- HIGH SCHOOL
- PRINCIPAL- MIDDLE SCHOOL
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The records management team is firmly committed to excellence in all areas of records management services. Our goal is to efficiently create, manage, and retain all records to meet all legal, financial, auditing, administrative, research, and historical needs of Wakulla County School District.
- Public Records Law Exemptions
- WCSB School Board Policy 3.50 Public Information and Inspection of Records
- Steps for School Personnel in Reference to School/Department Records
- Student Records - ESE, Non-ESE, Inactive Instructions For Preparing Student Files For Transfer To Another School Or Record Storage For Document Scanning
- Instructions For Public Records Requests
- Public Records and The Florida Sunshine Law
- Access to Online Public Records from the Executive Office of the Governor
- General Records Schedules
To make a Public Records Request, please contact Lori Sandgren at (850) 926-0065.
Florida's records management program is authorized by section 257.36, Florida Statutes and applies to public records as defined in 119.011(11), F.S.
Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail to this entity. Instead, contact this office by phone or in writing.
A valid Florida Educator's Certificate is required under Florida Law by all teachers. The Human Resources Department staff will be happy to assist you with the certification process. However, securing and updating a certificate is the responsibility of the teacher. Our office is here to provide guidance, but the teacher must fulfill the requirements and complete all procedures. Further information concerning Florida Educator Certification can be found at the Florida Department of Education website.
- General Knowledge and Temporary Certified Teachers
- Routes to a Florida Professional Certificate
- Florida Bureau of Educators Certification
- Steps to Certification
- Testing Requirements
- Florida Teacher Certification Exams (FTCE) and Florida Educational Leadership Examination (FELE)
- Registering to Test
- Access Unofficial FTCE/FELE Scores
- Online Registration for Teacher Cert. Exams - FTCE/FELE - Computerized and Paper-Based Testing
- Florida Teacher Financial Aid Application
- Certification Requirements by Subject
- Florida Teacher Certification Application Status Look-up
- Highly Qualified FAQ's
- Non-Education Majors (Alternative Certification Program)
- Teaching in Florida Information
- The American Board for Certification of Teacher Excellence
- Out-of-Field Teacher List 2022-2023
- Q1. How Do I File a Charge or Claim of Discrimination with the Wakulla County School District?
- Q2. Is it necessary for me as an employee of the Wakulla County School District to File a Charge or Claim of Discrimination with the District?
- Q3. How long does it take for the District's Office of Equal Employment Opportunity (EEO) to conclude or finalize my complaint?
- Q4. How Do I File a Charge or Claim of Discrimination with the Equal Employment Opportunity Commission (EEOC)?
- Q5. What is Title VII?
- Q6. What is the definition of Race?
- Q7. What is the definition of Color?
- Q8. What is meant by the term "disparate treatment?"
- Q9. What is meant by the term "disparate impact?"
- Q10. What is Retaliation?
- Q11. What is National Origin Discrimination?
- Q12. Do the basic principles of disparate treatment, disparate or adverse impact, and harassment apply to national origin discrimination?
- Q13. What is the Age Discrimination in Employment Act (ADEA) of 1967?
- Q14. What is the Equal Pay Act?
- Q15. What is the Equal Pay & Compensation Discrimination Act?
- Q16. What is the Pregnancy Discrimination Act?
- Q17. What is Religious Discrimination?
- Q18. What is Religious Accommodation?
- Q19. What is "undue hardship?"
- Q20. What is Sex Discrimination?
- Q21. What is Sexual Harassment?
- Q22. Are sexual harassers always men?
- Q23. Can harassment be other than verbal and physical?
- Q24. Are there different types or categories of sexual harassment?
- Q25. What is "tangible employment action" harassment?
- Q26. Does a pattern of harassment resulting in a tangible employment action have to exist?
- Q27. What is "hostile work environment" harassment?
- Q28. Can only a supervisor engage in "hostile work environment" harassment?
- Q29. Does a pattern of harassment resulting in "hostile work environment" harassment have to exist?
Answer: You may file your complaint with your supervisor or the Equity Coordinator, Karen J. Wells, verbally or by completing the Discrimination/Harassment Complaint Form located at wakullaschooldistrict.org under the yellow employees tab, click on forms.
Answer: No, employees of the District may elect to file a claim of discrimination directly with the Equal Employment Opportunity Commission ( EEOC ) or a private attorney of the employee's choosing and at the expense of the employee.
Answer: The District's Office of Equal Employment Opportunity (EEO) will conclude its investigation of your complaint within a reasonable time frame. Ideally, 90 working days; however, because the District's main concern is that due diligence be given to all complaints, it may take longer than 90 working days. Nonetheless, throughout the investigative process all parties shall be apprised as to the status of the investigation and its conclusion.
Answer: Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their Race, Color, National Origin, Age, Religion, or Sex.Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
A typical dictionary definition of race is "a local, geographic or global human population distinguished as a more or less distinct group by genetically transmitted physical characteristics [or]…any group of people united or classified together on the basis of common history, nationality, or geographical distribution."
The U.S. Government currently recognizes five minimum racial categories for legislative, programmatic and administrative requirements of the federal government: 1) American Indian/Alaska Native; 2) Asian; 3) Black/African American; 4) Native Hawaiian/Pacific Islander; 5) White.
Hispanic/Latino origin is characterized by the government as an ethnicity, because people of Hispanic/Latino origin can be of any race.
There is no accepted definition of the term color. As used in Title VII, color has frequently been viewed as synonymous with race or as a basis for defining a subclass within a race subjected to disparate treatment.
Color discrimination can occur because of a person's preference for, or aversion to, persons whose skin color differs from his own. Color discrimination can also occur within the same racial group as members of the group may have biases against those whose skin is lighter or darker than their own.
If race or color enters into an employment decision, Title VII is implicated, even if the discrimination involves a distinction among or by members of a particular racial group.
Disparate treatment stems from intentional discrimination - the employer acted in such a way as to deliberately disfavor an individual due to her/his race or color.
A person claiming discrimination based on disparate treatment must show that s/he was a member of a protected class (such as American Indian, Black/African American, etc.), and was treated differently than similarly-situated persons of different backgrounds.
Answer: Another method of demonstrating discrimination is called adverse impact or disparate impact. This proof of discrimination applies to situations where there was no intentional discrimination. Rather, the employer used facially neutral practices or criteria that disproportionately affected members of a particular protected group, and the practices or criteria could not be justified by business necessity. Disparate impact has also been used to challenge hiring tests which disproportionately affect racial minorities; height requirements, which can adversely affect certain groups; or use of arrest records (rather than actual convictions) to deny employment, where members of certain minority groups are arrested at rates disproportionate to their representation in the population.
Retaliation is another version of the disparate treatment theory. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, and disability, as well as wage differences between women and men performing substantially equal work, also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.
Simply stated, an employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.
It is illegal to discriminate against an individual because of her/his birthplace, ancestry, physical, cultural, or linguistic characteristics common to a specific ethnic group.
The EEOC examines with particular concern charges alleging discrimination due to association with persons of a national origin group; discrimination due to attendance at schools or places of worship used by persons of a national origin group; and discrimination because of an individual's or spouse's name is associated with a national origin group.
The ADEA protects individuals who are 40 years of age or older from discrimination based on age. The ADEA has no upper age limit.
ADEA Sections 4(a), (b), and (c) prohibit an employer, employment agency, or labor organization from discriminating against any individual with respect to compensation, terms, conditions, or privileges of employment because of her/his age. These sections also prohibit covered entities from depriving an individual of employment opportunities or taking any other adverse action against an individual because of her/his age.
Answer: The Equal Pay Act (EPA ) prohibits discrimination on the basis of sex in the payment of wages or benefits, where women and men perform work of similar skill, effort, and responsibility for the same employer under similar working conditions.
Answer: The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the US Equal Employment Opportunity Commission (EEOC): the Equal Pay Act of 1963 , Title VII of the Civil Rights Act of 1964 , the Age Discrimination in Employment Act of 1967 ,and Title I of the Americans with Disabilities Act of 1990 .
Answer: The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964 . Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII.
Answer: Title VII of the Civil Rights Act of l964 prohibits employers, labor unions, and other covered entities from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII also requires that employers, labor unions, and other covered entities take steps to reasonably accommodate the religious practices of applicants and employees.
Answer: Undue hardship is defined as an "action requiring significant difficulty or expense" when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer's operation. Undue hardship is determined on a case-by-case basis
Title VII's broad prohibitions against sex discrimination specifically cover:
Sexual Harassment - This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. (The "hostile environment" standard also applies to harassment on the bases of race, color, national origin, religion, age, and disability.)
Pregnancy Based Discrimination - Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 . Unwelcome verbal or physical conduct of a sexual nature (e.g., sexual advances, requests for sexual favors, etc.) constitutes unlawful sexual harassment, when submission to such conduct is made a term or condition of employment.
Also, when submission to or rejection of such conduct is used as the basis for employment decisions, it is sexual harassment.
In addition, when such conduct unreasonably interferes with job performance or creates an intimidating, hostile, or offensive work environment, it is sexual harassment.
Answer: No. The harasser, as well as the target, can be a woman or a man. Overwhelmingly, the majority of sexual harassment cases involve men as the harassers and women the victims.
Nevertheless, cases do arise in which women harass men. Also, the US Supreme Court recognizes that a man can sexually harass a man and a woman, a woman.
The US Supreme Court has defined a tangible employment action as "a significant change in employment status." Tangible job benefits (e.g., promotion, job retention, or compensation) are granted or denied based on the submission to or rejection of unwelcome sexual conduct. A tangible employment action can only be carried out by a person with supervisory authority.
Also, the demand for sexual favors in return for job benefits can be explicit or implicit.
No. Unlike tangible employment action harassment, "hostile work environment" harassment can be committed by a supervisor, co-worker or non-employee (e.g., contractor, etc.).
In contrast to a claim of harassment that results in a tangible employment action, a "hostile work environment" harassment claim does not require a showing that the victim was fired, denied a promotion, or otherwise penalized in a tangible way as a result of the harassment.
Answer: Yes and no. "Hostile work environment" harassment issues look at both frequency and severity. The more frequent the conduct, the less severe it need be to create a hostile work environment. On the other hand, the less frequent the conduct, the more severe it must be. Thus, one isolated instance of harassment is generally not enough, unless it is extremely severe such as a physical sexual assault.
Wakulla County School District: 2020–2021 Approved Mentor/Peer Educators
Revised: 08/2/2020-Teachers must renew their qualifications
Last Name/First Name/School/Mentor Cert Expiration