Scott B. ?ndsev, PEER

Senior Director. Employee Rela?bns
it Human Resources and Talent Services
1% r} 313.333.3333

l.

F. 13'; Cl

I
.-

r?i

I33



Dctober 3G, Ei? 1'

Mr. Robert Blankenship

Dear Mr. Blankenship:

?t the request of Dr. David Williams, Executive Director of Instruction, you
are being placed on administrative leave with pa?;r to examine accusations
of harassment. It is alleged that you have harassed a coworker. It was
determined it would best to place you on adrturliettative teave pending
heather investigation. This leave will last until the investigation is
completed.

Please understand that this adaunistrative leave with payr does not indicate
corrective or disciplinarv action on the part of the Metropolitan Nashville

Public Schools. Should the administration decide to take aotion
resulting from this investigation, you will be informed.

You are not to return to school or attend are; school events until vou have
been advised bv me to do so.

Sincerelv 

(3.4.33 3

Lindsev

co: Dr. David Williams. Executive Director. Instmotion
Emplovee Central l'Clilice File (Certificated)

BEE-1 Etanst'otd livenue. Nashville. TN 313114

METRO

f"
PUBLIC
SCHOOLS

November 22, 2017'

 

Robert ?Bob? Blankenship

Dear Mr. Blankenship:





The purpose of this letter is to inform you of the outcome of it
sexual harassment, inappropriate touching of one of your wt
and creating an intimidating work environment which was ini

As discussed with you during the investigation, MNPS takes 1
not tolerate inappropriate behavior in the workplace. Employe
matters to the attention of Human Resources at any time, wit
such allegations are investigated and appropriate action take
has a commitment to comply with our policy and to provide 0
professional work environment.

Our investigation is now complete and all employees involve:
the complainant as being able to provide relevant information
was not sufficient evidence to support a finding of discriminat
touched the complainants arm in a manner that was unwelco
corroborated and is inappropriate. Likewise, although there it
on racetreligionfnational origin, you did engage in a conversa
and demonstrated a lack of sensitivity regarding a co-worker?
unable to substantiate other allegations raised during the inve
based on race, national origin, and sexual orientation. Thus,
inappropriate conduct, there is no finding of discrimination.

Effective Tuesday, November 28, 2017, you may to return to
coaching notification regarding your behavior and district exp
does not repeat itself. If you choose to return to your role as
intact, your team meetings for the next three months will be 
Curriculum and Instruction leadership team. These actions a
Harassment and Cultural Sensitivity Training. Should any no

policy occur, it may result in corrective action up to and incluc

Respectfully?
Sharon ertiller
Executive Officer of Human Resources

Go: Deborah Story, Chief of Human Resources

2501 BRANSFORD AVENUE. NASHVILL





rid-delivered and mailed via US Mail

investigation into an allegation of
iordinates on more than one occasion
tially reported on October 27, 2017.

such allegations very seriously and will
aes are always encouraged to bring such
hout the fear of retaliation or reprisal. All
to stop inappropriate conduct. NINPS
.ir associates with a safe and

i or who were identi?ed either by you or
have been interviewed. Though there
ion based on sex, the allegation that you
me on at least one occasion was

vas not a finding of discrimination based
tion on a subject that was inappropriate
alleged religious affiliation. We were
estigation that included discrimination
while there is a finding of some

work and will be issued a documented
ectations to ensure that such behavior
STEAM Director and the team remains
o-facilitated with another member of the
re in addition to attending Sexual

concerns arise, or any violations of
ing the recommendation for termination.

E. TN 31204