An Administrator's Guide to California Private School Law Compendium

Being a whistleblower.

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 If the complaint concerns general misconduct by a student or employee, determine school standard of conduct or policy that was allegedly violated or other alleged misconduct on which the complaint is based such as:  Bullying;  Academic dishonesty;  Physical abuse;  Drug or alcohol use; and/or  Theft.  Select the appropriate person to conduct the investigation. The investigator is responsible for: (1) conducting the investigation to gather the facts, including witness interviews and document review; (2) evaluating the facts; (3) making any needed credibility determinations; (4) rendering factual findings; and (5) making a verbal or written report.  Depending on the circumstances, the investigator may be any of the following:  Head of School;  Principal or Division Head;  Director;  Human Resources Director;  Another designated administrator;  Private licensed investigator; or  Attorney acting in his or her capacity as an attorney.  Factors to consider in selecting the investigator include:  Qualifications, knowledge and training;  Credibility, rank and experience;  Personality, demeanor and character;  Impartiality; and  Adequate time.  Consider whether it is appropriate or necessary to utilize someone from outside the school to conduct the investigation. Utilizing an outside investigator is often advisable including in the following circumstances:  Alleged harasser is a high level administrator at the school;  The investigation is complex; and/or  The school does not have an administrator with adequate qualifications, knowledge, training, credibility, rank, experience, appropriate personality,

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