8400: Nondiscrimination

District Policy 8400                                                                                     

NONDISCRIMINATION

1.0       Discrimination and Harassment Prohibited. The District is committed to nondiscrimination in relation to race, color, sex (including pregnancy, childbirth, and related medical conditions), age, religion, creed, national origin (including ethnicity), ancestry, genetic information (including family medical history), marital status, family composition, sexual orientation, transgender identity, gender identity, gender expression, or disability (“Protected Classes”), in its educational programs or activities, operations, and employment applications and decisions. The District’s “educational programs” include but are not limited to the District’s schools of choice program. Harassment may be a form of discrimination.

2.0       Publication of Policy. The Superintendent or designee shall notify students, parents/guardians of students, sources of referral of applicants for employment, applicants for employment, and employees of the District’s nondiscrimination policy. Notice shall be provided in the District’s employment application materials; in new employee handbooks; and in annual communications provided to students, parents/guardians, and staff.

3.0       Application of Policy. This policy applies to complaints and reports filed by or on behalf of students, parents or guardians of students, employees, and third parties alleging discrimination or harassment as defined by this policy carried out by employees, students, or third parties such as parents or guardians, volunteers, independent contractors, and visitors. It is applicable to incidents of discrimination or harassment occurring on District property or incidents occurring off-District property that have continuing effects in the District’s learning and/or working environment(s). Certain categories of sexual harassment are addressed separately in District Policy 8410. Student bullying is addressed in Policy 5110.

3.1       The District’s Human Resources Department shall follow the definitions and procedures required by Colorado’s “Protecting Opportunities and Workers Rights Act” (POWR). The Human Resources Department will implement a harassment prevention program and will continue to take prompt, reasonable action to investigate or address allegations of discriminatory or unfair employment practices.

4.0       Definitions.

4.1       “Complaint” means an allegation, filed by the person who is the subject of the alleged harassment or discrimination. Complaints should contain a detailed description of the alleged events such as date(s), names of persons involved, witnesses, what occurred, and location(s).

4.2       “Report” means an allegation of harassment or discrimination that is submitted by a person who is not the subject of the alleged event(s). Reports should contain a detailed description of the alleged event(s) such as date(s), names of persons involved, witnesses, what occurred, and location(s).

4.3       “Staff member” means all District employees and persons serving as authorized volunteers pursuant to District Policy 8800.

4.4       “Protected Classes” means race, color, sex (including pregnancy, childbirth, and related medical conditions), age, religion, creed, national origin (including ethnicity), ancestry, genetic information (including family medical history), marital status, family composition, sexual orientation, transgender identity, gender identity, gender expression, or disability (“Protected Classes”), in its educational programs or activities, operations, and employment applications and decisions. The District’s “educational programs” include but are not limited to the District’s schools of choice program. Harassment may be a form of discrimination.

4.5       This policy addresses two broad categories of prohibited conduct or communication: a) “Discriminatory Harassment” and b) “Harassment” or “Discrimination.”

4.5.1    “Discriminatory Harassment” means unwelcome conduct directed at an individual based on one or more of the individual’s Protected Classes which is so severe, persistent, or pervasive that it interferes with an individual’s academic performance, employment, or participation in District programs or activities, and creates an environment that a reasonable person would find intimidating, hostile or abusive. Offensive conduct based on an individual’s protected class may include, but is not limited to:

4.4.1.1       Offensive jokes, slurs, epithets, or name calling;

4.4.1.2       Physical assaults, threats, or intimidation;

4.4.1.3       Offensive objects or pictures;

4.4.1.4       Interference with school or work performance.

4.5.2    “Harassment” or “Discrimination” is based on the totality of the circumstances. It means to engage in, or the act of engaging in, any unwelcome physical or verbal conduct or any written, pictorial, or visual communication by a student or employee; that is directed at a student or group of students because of that student's or group's membership in, or perceived membership in, a protected class based on disability, race, creed, color, sex, sexual orientation, gender identity, gender expression, family composition, religion, age, national origin, or ancestry, which conduct or communication is objectively offensive to a reasonable individual who is a member of the same protected class. The conduct or communication does not need to be severe or pervasive to constitute harassment or discrimination.

4.6       “Retaliation” means any attempt to seek retribution against an individual or group of individuals involved in filing a complaint or report under this policy, filing an external complaint, participating in a disciplinary process, or opposing in a reasonable manner an action believed to constitute a violation of this policy. Retaliation can take many forms, including abuse or violence, threats, harassment, and intimidation. Actions in response to a good faith Complaint or report or response under this policy are considered retaliatory if they have a materially adverse effect on the academic or working environment of an individual or if they hinder or prevent the individual from accessing the District’s educational programs or from carrying out the staff member’s work responsibilities. Charges against a student for code of conduct violations related to the incident for the purpose of punishing a student for making a Complaint or report or otherwise interfering with any right or privilege secured by this section constitutes retaliation.

4.7       The District’s “Non-Discrimination Compliance Officer” is the Title IX/Non-Discrimination Coordinator. The Title IX/Non-Discrimination Coordinator shall be responsible for coordinating, monitoring and documenting District compliance with this policy and with Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act, Age Discrimination in Employment Act, Genetic Information Nondiscrimination Act of 2008 (GINA) and federal and state civil rights/nondiscrimination laws. The District’s Title IX/Non-Discrimination Coordinator is:

Megan Brooks
Educational Support Center (ESC)
1500 E. 128^th Avenue
Thornton, CO 80241
720-972-4179
megan.brooks@adams12.org

4.8       The District’s charter schools are responsible for conducting their operations in a manner consistent with applicable nondiscrimination laws. Charter schools shall designate their own Non-Discrimination Compliance Officer and publish the contact information for their Non-Discrimination Compliance Officer.

5.0       Compliance Requirements.

5.1       The Title IX/Non-Discrimination Coordinator shall provide guidance and training to District staff as appropriate to inform students and staff regarding the District’s policy of nondiscrimination in all District programs, activities, and employment practices.

5.2       All students, parents or guardians, sources of referral of applicants for employment, applicants for employment, and employees of the District shall be notified of the title, address, and telephone number of the Title IX/Non-Discrimination Coordinator by inclusion in the District’s employment application materials, new employee handbooks, online postings of student/parent handbooks, and/or by other means reasonably calculated to advise all students, parents or guardians, sources of referral of applicants for employment, applicants for employment, and employees.

6.0       Complaint and Reporting Process.

6.1       Any student, staff member, parent/guardian, or community member who believes s/he/they has/have been discriminated against or harassed shall promptly make a complaint. Exhibit A of this policy includes the names and contact information for the person at each school who is designated to receive complaints of harassment and discrimination (“Designated Administrator”). In addition, complaints may be submitted to the District’s Title IX/Nondiscrimination Coordinator or on the online complaint form Linked on the District’s Nondiscrimination webpage. Complaints concerning the Title IX/Non-Discrimination Coordinator shall be submitted to the Superintendent and complaints concerning the Superintendent shall be submitted to the President of the Board of Education.

6.1.1    Any student, staff member, parent/guardian or community member who witnesses or receives credible information about alleged discrimination or harassment shall submit a report.

6.2       Complaints or Reports of harassment or discrimination are accepted in writing, in-person, by phone, email, or through the district’s online form. Individuals requiring accommodations for purposes of making a complaint or report due to disability or other reasons shall contact the Title IX/Non-Discrimination Coordinator.

6.3       The designated administrator and/or Title IX/Non-Discrimination Coordinator shall conduct a preliminary inquiry of all complaints and reports to determine whether to proceed to an investigation under this policy or to take other appropriate steps.

6.4       A complaint shall be filed with one of the people identified in section 6.1 as soon as possible from the date of the complainant’s knowledge of the alleged discrimination. Complaints filed more than 180 days after the alleged discrimination occurred shall not be accepted for investigation, except extensions may be granted upon a determination by the Title IX/Non-Discrimination Coordinator that the aggrieved individual was prevented from filing as a result of circumstances beyond the individual’s control. Reports shall be submitted as soon as practical after the information is received.

6.5       Complaints and reports shall be kept confidential to the extent practical except as provided by law.

6.6       The district shall not use a student complaint of harassment or discrimination, whether verbal or in writing, or information revealed in any investigation or disciplinary proceedings of the complaint, as the basis for, or a consideration in, investigating or exacting any disciplinary response for a school violation by the complaining student or complainant related to the alleged incident for any of the following: engaging in reasonable self-defense against the respondent, consensual sexual activity, drug use, alcohol use, late arrival, truancy, unauthorized access to facilities, talking publicly about the alleged harassment or discrimination, or expressing a trauma symptom; except that nothing in this section prohibits a school or local education provider from disciplining a student who knowingly makes a false Complaint of harassment or discrimination, or disciplining a student when necessary to ensure the safety of any student or employee. A finding of no harassment or discrimination does not itself constitute a false Complaint.

7.0       Supportive Measures.

7.1       A school shall offer accommodations and supportive measures to a student experiencing harassment or discrimination that are designed to protect the safety of all students and that preserve and restore equal access to education for the student.

7.2       Students may make a request for supportive measures to their designated administrator, or to the District’s Title Ix/Nondiscrimination Coordinator.

7.3       A school shall not require a formal complaint or finding of harassment or discrimination before providing supportive measures.

7.4       As a supportive measure, a school shall grant an excused absence to a student who has experienced harassment or discrimination for any time the student is out of school because of a therapy, medical, legal, or victim services appointment related to the harassment or discrimination. Other accommodations and supportive measures may include, but are not limited to:

7.4.1    Counseling;

7.4.2    Extensions of deadlines or other course-related adjustments;

7.4.3    Extra time for homework or tests;

7.4.4    The opportunity to resubmit homework or retake a test;

7.4.5    Remedying an impacted grade;

7.4.6    The opportunity for home instruction;

7.4.7    Modifications to class schedules; and,

7.4.8    Restrictions on contact between the parties to a Complaint of harassment or discrimination.

7.5       Additional accommodations are available for students with disabilities depending on their disability-related need for an accommodation or supportive measure in response to discrimination or harassment. Accommodations are determined on an individual basis. Accommodations may include, but are not limited to: Visual supports with pictoral reminders of how to request support, pressure pass, or a check in/check out with a school mental health provider.

8.0       Informal Resolution.

8.1       If both parties agree and the Title IX/Non-Discrimination Coordinator deems it appropriate, an informal resolution process, which does not involve an investigation and may involve mediation or other alternative dispute resolution models, may be instituted.

8.2       The parties must make progress toward an informal resolution within a reasonable amount of time.

8.3       The parties’ agreement must be voluntary, non-coerced, and documented in writing. At any time prior to engaging in an informal resolution, any party has the right to withdraw from the informal resolution process and begin or resume the formal resolution process.

8.4       Informal resolution is not available when the complainant is a student or the student’s parent/guardian and the complaint is against a staff member.

9.0       Formal Resolution.

9.1       If informal resolution is inappropriate, unavailable, not completed within a reasonable amount of time, or unsuccessful, the complaint or report shall be resolved through a formal investigation.

9.2       The designated administrator shall inform the Title IX/Nondiscrimination Coordinator of an investigation under this Policy. The designated administrator shall conduct the investigation except where:

9.2.1    Complaints or reports involve staff, parents or third-parties;

9.2.2    There are instances of investigator bias or unavailability; or,

9.2.3    There are Complex allegations.

9.3       Upon the institution of an investigation, the investigator shall provide the parties with written notice of the complaint or report. The written notice shall include the specific section of the policy allegedly violated, and the conduct constituting the alleged violation. All questions related to the investigation shall be directed to the individual conducting the investigation, or the individual’s designee.

9.4       Both parties shall have an equal opportunity to be heard and to provide evidence obtained through the course of the investigation. The investigator shall interview the parties and any witnesses, review any available relevant evidence, and consider patterns of misconduct as relevant evidence. Both parties shall have the same opportunity to have an advisor or other person present during any part of the investigative process. During interviews and meetings, the advisor may not speak for the party and must limit their role to consulting with and advising the party. The District retains the right to establish restrictions regarding the extent to which the advisor(s) may participate in the proceedings. Any restrictions on advisor(s) shall apply equally to both parties.

9.5       The investigator shall not rely solely on a criminal investigation by a law enforcement agency.

9.6       The investigator shall make a good faith effort to complete an investigation that is fair, impartial, and prompt and make any findings within sixty days after the Complaint or report is made, without infringing upon the rights enshrined in federal and state law of the Complainant or the Respondent. The investigator may extend the sixty-day deadline for up to thirty additional days for good cause, with written approval from the Title IX/Nondiscrimination Coordinator, and with prior written notice to the Complainant and to the Respondent of the delay and the reason for the delay or may extend the deadline at the request of a law enforcement agency.

9.7       The Investigator shall provide written updates about the status of an investigation or proceeding to the parties and the parties' parents or legal guardians, and to the Title ix/nondiscrimination at each stage of the investigation or proceeding, but at least every fifteen business days.

9.8       The investigator shall also determine the relevance of evidence and what evidence shall be included in the investigator’s findings of fact. Investigations will be conducted using preponderance of the evidence as the evidentiary standard. This means the investigator shall determine whether it is more likely than not that a policy violation occurred. The investigator shall provide concurrent notification to the parties of the outcome of the investigation and any findings.

9.9       Appeals. If either party is not satisfied with the investigator's findings, the party may appeal to the Title IX/Nondiscrimination Coordinator or an official designee(s) within five work days following the notification of the findings. If no appeal is filed, the findings shall become final after five work days. Both parties shall receive written notice of any appeal and both shall have the opportunity to submit written statements either in support of or challenging the written determination. The Title IX/Nondiscrimination Coordinator shall have up to ten work days to arrange for and hold a meeting with each party. Following the meeting, the Title IX/Nondiscrimination Coordinator shall have ten work days to provide a written decision to the parties. The Title IX/Nondiscrimination Coordinator may 1) affirm the written determination; 2) overturn the written determination, or 3) send the report back to the investigator for additional investigation. The Title IX/Nondiscrimination Coordinator’s decision to affirm or overturn the report is final.

9.9.1    Grounds for appeal. There are three grounds for appeal set forth below and other asserted grounds shall not be considered. A party’s appeal must state the grounds for appeal and facts supporting those grounds in order to be considered.

9.9.1.1    Procedural irregularity that affected the outcome of the grievance process;

9.9.1.2    New evidence that was not reasonably available at the time of the determination regarding the existence of a policy violation that could affect the outcome of the grievance process; and/or;

9.9.1.3    The Title IX/Non-Discrimination Coordinator, the investigator, or the decision-maker had a conflict of interest or bias that affected the outcome of the grievance process.

10.0     Consequences.

10.1     If the investigating official concludes that this policy has been violated, appropriate consequences shall be imposed, including but not limited to warning, exclusion, progressive discipline, suspension, expulsion, transfer, remediation or termination. Consequences to third parties include imposing conditions or a total ban upon the individual’s future presence on District property, cancellation of a contract, or other appropriate measures.

10.2     The District will make available support and interventions (e.g., counseling) as appropriate.

10.3     Nothing in this policy shall be construed to prohibit discipline of a student or staff member for conduct which, although it does not rise to the level of discrimination or harassment as defined here, otherwise violates one or more of the Board’s or District

11.0        Record Keeping.

11.1     The School shall provide the Title IX/Nondiscrimination Coordinator with all records of a harassment or discrimination complaint or report. The district shall retain the records for a minimum of seven years. The record of a complaint or report includes any accommodations or supportive measures taken in response to a complaint, report, or formal complaint or report of harassment or discrimination and documentation of the basis for the school’s action and response.

12.0     Request for Impartial Due Process Hearing under Section 504.

12.1     A parent/guardian (or the student, if the student is 18 years of age or older) may submit a request with the Title IX/Non-Discrimination Coordinator for an impartial due process hearing to resolve a complaint alleging discrimination on the basis of disability regarding a student’s section 504 identification, evaluation, or educational placement.

12.2     The request for an impartial due process hearing may be made orally or in writing and shall specify each issue the complainant wishes to have decided through the hearing

process and the remedy sought for each issue. Individuals requiring accommodations for purposes of making a request due to disability or other reasons shall contact the title ix/non-discrimination coordinator.

12.3     The request for an impartial due process hearing must be submitted no later than 180 days after the last date on which the alleged discrimination occurred.

12.4     Upon the Title IX/Non-Discrimination Coordinator’s receipt of an appropriate request for an impartial due process hearing, the District shall appoint a hearing officer who is knowledgeable about Section 504.

12.5     The hearing officer shall coordinate with the parties to set a date, time and place for the hearing within thirty (30) days of the initial request or as soon thereafter as reasonably practicable; shall advise the parties in advance regarding applicable hearing procedures and rules of evidence; and shall issue any prehearing orders deemed necessary or advisable.

12.6     The impartial due process hearing shall be recorded. Each party shall have the right to be represented by legal counsel and the right to present witnesses, documents or other relevant evidence in support of their case.

12.7     The hearing officer shall issue a written decision within ten (10) work days after the conclusion of the hearing that addresses each of the issues properly submitted.

12.8     The hearing officer’s decision shall:

12.8.1  Be confined to matters concerning the student’s 504 identification, evaluation, or educational placement;

12.8.2  Be based solely on relevant evidence presented at the hearing;

12.8.3  Include a summary of the relevant evidence presented and the reasons for the decision rendered; and

12.8.4  Be provided to all parties to the hearing.

12.9     The hearing officer may not assess or award attorney fees related to the hearing.

12.10   Within thirty (30) days of receipt of the hearing officer’s written decision, either party may seek review of the decision in a court of competent jurisdiction, as authorized by law.

13.0     Engaging in Retaliation or Making a False Complaint or Report.

13.1     It shall be a violation of this policy for any person to retaliate against a person who alleges discrimination/harassment or who testifies, assists or participates in an investigation, proceeding or hearing relating to discrimination/harassment allegations. A violation of this anti-retaliation provision may exist regardless of whether the underlying complaint or report of discrimination is substantiated.

13.2     Allegations of retaliation shall be subject to the complaint, report, investigation, and enforcement procedures set forth in this policy or other applicable policy.

13.3     Any person who knowingly makes a false complaint, or false report of discrimination/harassment shall be subject to disciplinary action in accordance with District policies. The outcome of an investigation, standing alone, shall be insufficient to support a finding of a false complaint or false report.

14.0     Reporting to Federal or State Agency. In addition to, or as an alternative to, filing a discrimination/harassment complaint pursuant to this policy, a person may file a complaint with the U.S. Department of Education, Office for Civil Rights, or the Colorado Civil Rights Commission at the addresses below:

Denver Office                                           

Office for Civil Rights                                     Colorado Civil Rights Division
U.S. Department of Education                       1560 Broadway, Suite 1050
Federal Building                                             Denver, CO 80202
1244 Speer Boulevard, Suite 310                  Telephone: 303-894-2997
Denver, CO 80204-3582                                FAX: 303-894-7830
Telephone: 303-844-5695                              Toll Free: 800-262-4845
FAX: 303-844-4303; TDD: 303-844-3417      English/Spanish
Email: OCR_Denver@ed.gov                        Email: DORA_CCRDIntake@state.co.us

15.0     Contact Information for Victims of Violence.

RAINN
National Sexual Assault Hotline 24/7:
800-656-4732
Online Chat: Online.Rainn.Org
Español: rainN.org/es

Colorado Coalition Against Sexual Assault
1330 Fox Street, Suite 2
PO Box 40350
Denver, CO 80204
Telephone: 303-839-9999
Email: info@ccasa.org

LEGAL REFERENCES:
20 U.S.C. §1681
20 U.S.C. §1701-1758
29 U.S.C. §621 et seq.
29 U.S.C. §701 et seq.
42 U.S.C. §12101 et seq.
42 U.S.C. §2000d
42 U.S.C. §2000e
42 U.S.C. §2000ff et seq.
34 C.F.R. Part 100
C.R.S. 2-4-401 (13.5)
C.R.S. 18-9-121
C.R.S. 22-32-109 (1) (II)
C.R.S. 22-32-110(1)(k)
C.R.S. 24-34-301 (7)
C.R.S. 24-34-301 et seq.
C.R.S. 24-34-401 et seq.
C.R.S. 24-34-601
C.R.S. 24-34-602

CROSS REFERENCES:
Policy 1210
Policy 2100
Policy 4140
Policy 5110
Policy 5260
Policy 8410
Policy 8800

Adams 12 Five Star Schools
Most Recent Adoption: June 27, 2024  

Exhibit A
School Designated Administrator Name and Contact Information

Elementary

Arapahoe Ridge: Veronica White; 720-972-5740; whi029894@adams12.org

Cherry Drive: Laura Spratt; 720-972-5315; spr023471@adams12.org

Coronado Hills: Susannah Penney; 720-972-5324; pen012523@adams12.org

Cotton Creek: Nicole Gillest; 720-972-5343; goo012923@adams12.org

Eagleview: Kyle Hartman; 720-972-5764; har012601@adams12.org

Federal Heights: Lori Underwood; 720-972-5364; und007753@adams12.org

Malley Drive: Jill Ellison; 720-972-5496; ell020461@adams12.org

McElwain: Josh Drozdowski; 720-972-5504; dro027430@adams12.org

North Mor: Keely Osorio; 720-972-5544; oso024798@adams12.org

North Star: Angela Chambliss; 720-972-5564; cha020474@adams12.org

Prairie Hills: Ryanne Kleingarn; 720-972-8784; kle010035@adams12.org

Riverdale: Felicia Sandoval; 720-972-5584; san011659@adams12.org

Skyview: Julie Luoma            ; 720-972-5624; luo019322@adams12.org

Stukey: Helen Butts; 720-972-5424; but025777@adams12.org

Thornton Elementary: Vicki Murray; 720-972-5664; mur010431@adams12.org

Centennial: Lovella Stainback; 720-972-5283; sta018346@adams12.org

Coyote Ridge: Veronica White; 720-972-5783; whi029894@adams12.org

Glacier Peak: Ryanne Kleingam; 720-972-5944; kle010035@adams12.org

Hillcrest: Chris Peterson; 720-972-5384; Pet016122@adams12.org

Hunters Glen: Mishel Reilly; 720-972-5444; rei0103534@adams12.org

Leroy Elementary: Nick Corso; 720-972-5464; cor027619@adams12.org

Meridian: Jessica Bishop; 720-972-7884; bis027380@adams12.org

Mountain View: Mike Baumann; 720-972-5524; bau016056@adams12.org

Rocky Mountain: Suzy O'Dorisio; 720-972-5604; odo021575@adams12.org

Silver Creek: Kristen Masterson; 720-972-3944; mas006256@adams12.org

Stellar: Julie Luoma; 720-972-2344; luo019322@adams12.org

Studio School: Laura Spratt; 720-972-3467; spr023471@adams12.org

Tarver: Mishel Reilly; 720-972-3467; rei0103534@admas12.org

Westview: Pam Olson; 720-972-5684; ols008617@adams12.org

Woodglen: Michelle Kerber; 720-972-5704; ker006394@adams12.org

K-8

Hulstom K-8: Molly Gibney; 720-972-5403; gib010350@adams12.org

STEM Lab: Andrea Overton; 720-972-3344; ove010023@adams12.org

STEM Launch: Rochelle Boyd; 720-972-5127; boy006563@adams12.org

Thunder Vista: Sarah Hotchkiss; 720-972-7309; hot027532@adams12.org

Middle School

Century: Jennifer Viers; 720-972-5252; vie005980@adams12.org

Northglenn: Isaac Bond; 720-972-5084; bon019024@adams12.org

Rocky Top: Melissa Brown; 720-972-2209; bro021559@adams12.org

Shadow Ridge: Helen Song; 720-972-5046; son018369@adams12.org

Silver Hills: Steve Marx; 720-972-5004; mar009525@adams12.org

Thornton Middle: Kristie Robbins; 720-972-8927; rob023439@adams12.org

Westlake: Robin Skolnick; 720-972-5205; sko013097@adams12.org

High School

Horizon: Terra Paul; 720-972-4405; pau012158@adams12.org

Legacy: Ruben Chacon; 720-972-6707; cha007456@adams12.org

Mountain Range: Dillon Bohlender; 720-972-6305; boh008747@adams12.org

Northglenn High: Sarah Collins; 720-972-4669; col011748@adams12.org

Thornton High: Camile Carlson; 720-972-4807; car010833@adams12.org

Alternative Schools

Crossroads Middle: Alison Helfand; 720-972-5903; hel022422@adams12.org

Independence Academy: Kendra Billen; 720-972-6563; bil026381@adams12.org

Pathways Future Center: Mike Evans ; 720-972-8262; eva023164@adams12.org

Vantage Point High: Alison Helfand; 720-972-5903; hel022422@adams12.org

CTE/Online

Future Forward at Bollman: Christopher Duran; 720-972-5824; dur025341@adams12.org

Future Forward at Washington Square: Tessa Gargano; 720-972-2904; gar015968@adams12.org

FSOA: Adam Martin; 720-972-7446; mar017290@adams12.org