Office of Employee Relations

The Office of Employee Relations (OER) at Atlanta Public Schools (APS) is dedicated to fostering a workplace where everyone is treated with fairness, respect, and professionalism. We support a positive work environment by ensuring that workplace concerns are addressed consistently, impartially, and in accordance with Atlanta Public Schools Board policies and applicable federal, state, and local laws.

OER serves APS employees by reviewing and investigating concerns related to employee conduct, discrimination, harassment, retaliation, and other workplace matters. We also provide guidance and support to employees, supervisors, and district leaders to help resolve workplace issues, promote accountability, and encourage respectful working relationships.

Our mission is to build trust by ensuring that every concern is handled fairly, confidentially, and with integrity. By promoting equity, inclusion, and accountability, the Office of Employee Relations helps create a safe and respectful workplace where employees can thrive and remain focused on what matters most—providing every APS student with an excellent education.

The Office of Employee Relations is responsible for:

Administering employee relations policies, procedures, and programs.
Receiving, reviewing, and investigating complaints of workplace misconduct, discrimination, harassment, retaliation, and other policy violations.
Supporting compliance with federal, state, and local employment laws, including Title VII, Title IX, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and other applicable employment laws.
Providing guidance and consultation to employees and supervisors regarding workplace concerns, employee conduct, performance-related issues, and conflict resolution.
Coordinating the District's response to Equal Employment Opportunity (EEOC) and Title IX employment-related complaints.
Conducting or coordinating employee investigations and recommending appropriate corrective or disciplinary action when warranted.
Supporting the administration of progressive discipline and ensuring consistency in the application of Board policies and administrative procedures.
Providing training and resources related to workplace expectations, harassment prevention, discrimination prevention, employee rights and responsibilities, and respectful workplace practices.
Promoting early resolution of workplace concerns through consultation, mediation, and other informal resolution strategies, when appropriate.
Maintaining the confidentiality of employee relations matters to the extent permitted by law.

Title IX

Atlanta Public Schools (APS) does not discriminate on the basis of sex in its education programs or activities, as required by Title IX of the Education Amendments of 1972. This prohibition against sex discrimination extends to admissions and employment.

APS prohibits unlawful discrimination, harassment, and retaliation on the basis of sex, gender, gender identity, gender expression, or sexual orientation in any employment decision, admissions determination, education program, or educational activity, to the extent required by applicable law.

Complaints alleging sex discrimination, including sex-based harassment prohibited under Title IX, will be addressed promptly and equitably in accordance with the Atlanta Public Schools Title IX Grievance Procedures, Board Policy GAEB (Discrimination, Harassment, and Retaliation), Board Policy JCAC (Harassment), and all applicable federal and state laws and regulations.

Retaliation against any individual for reporting alleged sex discrimination, participating in an investigation, or exercising rights protected by Title IX is strictly prohibited.

Questions regarding the application of Title IX, or reports of alleged sex discrimination or sex-based harassment, should be directed to the appropriate APS Title IX Coordinator. Current contact information and the Title IX Grievance Procedures are available on the Atlanta Public Schools Title IX webpage.

Dr. Lakisha Wright, Title IX Coordinator for Employee Matters

Director of Employee Relations
130 Trinity Avenue, S.W.
Atlanta, GA 30303
404-802-2345
OffEmpRelations@apsk12.org

Workplace Investigations

Investigation Procedure

Intake: The complainant reports the incident via the Incident Intake Form.
Acknowledge and Protect: OER acknowledges receipt to Respondents and Complainant and implements protective measures to ensure safety and prevent retaliation.
Assign: The case is assigned to an investigator who develops the investigation plan.
Investigate: The assigned investigator conducts a thorough investigation and compiles an Investigation Summary Report.
Review: The designated committee reviews the potential policy violations and the investigative report.
Finalize: Upon approval, the investigator finalizes the case.
Inform: OER informs all appropriate parties the case is finalized.

Note: Files are retained for a minimum of ten years based on legal and regulatory recommendations.

Diagram of the Incident Investigation Process

Complaints & Grievances

The Atlanta Board of Education Policy GAE: Complaints and Grievances provides guidance on the definitions and exclusions related to complaints and grievances.
- Complaint: A claim made by a school system employee who believes their employment relationship has been negatively affected by an alleged violation, misinterpretation, or misapplication of statutes, policies, rules, regulations, or written agreements that the school system must follow.
  - To file a complaint, use the form available in the Employee Intranet (Sharepoint).
- Grievance: A formal complaint regarding a specific policy violation that can be resolved at the lowest possible administrative level through the process outlined in Board policy. You can file a grievance if you believe the district has wronged or treated you unfairly.

We understand that filing a complaint or grievance can be a challenging process. We are here to support you and advocate for your rights. If you have any questions about our complaints and grievance processes, please don't hesitate to contact our office by emailing OffEmpRelations@apsk12.org or calling 404-802-2345.

Grievance / Appeal Levels
Process

Grievance / Appeal Levels

The Process to File a Complaint or Grievance

Time Bound Requirement

Step 1: Submit the grievance using the form in the employee intranet (SharePoint) within 10 business days of the alleged act or most recent incident.

Grievance/Appeal Steps

Step 2.1: Level One/Administrator

Must review the case and respond within 5 business days from the date of receipt by the Supervisor.

Step 2.2: Level Two/Central Office Administrator

If dissatisfied with the Level One outcome, file an appeal within 10 business days of the Level One decision.
The Central Office Administrator has 10 business days to review the case and respond.

Step 2.3: Level Three/Director of Employee Relations

If dissatisfied with the Level Two outcome, file an appeal within 10 business days of the Level Two decision.
The Director of Employee Relations has 25 business days to review the case and respond with the final decision.
Total time from first written grievance to final decision: not to exceed 60 business days.

Process

File Grievance: Employee present grievance in writing to immediate supervisor within 10 business days of the incident.

Level 1: Administrator must hear the case and respond within 5 business days.

Level 2:

Employee: 10 business days to file appeal
Central Office Administrator: 10 business days to review and respond

Level 3:

Employee: 10 business days to file appeal
Director of Employee Relations: 25 business days to review and respond