Human Resources Department
Compliance and Harassment Reporting
SEXUAL HARASSMENT OF EMPLOYEES
Sexual
harassment of employees is a form of discrimination and is a violation
of Title VII of the Civil Rights Act of 1964 in that it constitutes
differential treatment on the basis of sex. The Board of Education is
committed to safeguarding the right of all employees within the school
district to a work environment that is free from all forms of sexual
harassment. The Board reaffirms its commitment to enforce the
requirements of the law with respect to sexual harassment.
Therefore, the Board condemns all unwelcome behavior of a sexual nature
which is either designed to directly extort sexual favors from an
employee as a term or condition of employment, or which has the purpose
or effect of creating an intimidating, hostile, or offensive working
environment. The Board also strongly opposes any retaliatory behavior
against complainants or any witnesses.
Sexual harassment does
not refer to occasional compliments or behavior of a socially acceptable
nature. Sexual harassment, in general, is behavior or conduct that has
sexual overtones, that is unwelcome, that is personally offensive to
the recipient, and fails to respect the rights of others. Sexual
harassment does not only depend upon the intention of the offender, but
also upon how the victim perceives the behavior or is affected by it.
The Board recognizes that sexual harassment can originate from a person
of either sex against a person of the opposite or same sex, and from
peers as well as supervisors. Sexual harassment may take several
forms. Forms of harassment may include, but are not limited to:
- verbal:
sexual innuendos, suggestive comments, jokes of a sexual nature, sexual
propositions, threats, sexual favors, questions about a person’s sexual
practices, sexually explicit jokes, lewd comments or sexual insults;
- non-verbal:
sexually suggestive objects or pictures, graphic commentaries,
suggestive or insulting sounds, leering, whistling, obscene gestures or
crude cartoons; or
- physical: unwanted physical contact
including, but not limited to, touching, pinching, brushing against
another’s body, coerced sexual intercourse, assault, cornering, kissing
or fondling.
Any employee who believes that he or she has
been subjected to sexual harassment should report the alleged misconduct
immediately pursuant to Regulation 9110.2-R, so that appropriate
corrective action, up to and including discharge of the offender, may be
taken at once. In the absence of a victim’s complaint, the Board, upon
learning of, or having reason to suspect, the occurrence of any sexual
misconduct, will ensure that an investigation is promptly commenced by
appropriate individuals.
Given the nature of this type of
discrimination and the serious ramifications that may result from a
complaint, the Board recognizes that false accusations of sexual
harassment may have serious effects on innocent people. Any such false
accusation will be dealt with severely.
The Superintendent is
directed to develop and implement specific procedures on reporting,
investigating and remedying allegations of sexual harassment. Such
procedures are to be consistent with any applicable provisions contained
in the district’s collective bargaining agreements and the tenure laws.
Additional information on reporting may be found by clicking here.