Employment-Related Sexual Harassment
It is the policy of the school district to provide an environment free of unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communication constituting sexual harassment.† Sexual harassment by and of employees and students is unequivocally prohibited.† Sexual harassment is misconduct that interferes with work productivity and wrongfully deprives employees of the opportunity to work and students of the opportunity to study and be in an environment free from unsolicited and unwelcome sexual overtones.† Sexual harassment includes all unwelcome sexual advances, requests for sexual favors and other such verbal or physical misconduct.† Sexual harassment is a prohibited practice and is a violation of the law.†
The U.S. Equal Employment Opportunity Commission has issued guidelines interpreting Section 703 of Title VII as prohibiting sexual harassment.† Sexual harassment is defined in those guidelines as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical misconduct of a sexual nature constitutes sexual harassment when:
(1)†††† Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment,
(2)†††† Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
(3)†††† Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.†
A person who feels harassed is encouraged to inform the person engaging in sexually harassing conduct or communication directly that the conduct or communication is offensive and must stop.† If the person who feels harassed does not wish to communicate directly with the person whose conduct or communication is offensive, or if direct communication with the offending person has been ineffective, the person who feels harassed should report the conduct or communication to a supervisor, principal, the superintendent of schools, or a board of education member with whom he or she feels comfortable in reporting the issue.
Regardless of the means selected for resolving the problem, the good faith initiation of a complaint of sexual harassment will not affect the complainantís employment, compensation or work assignments as an employee, or status as a student.
Sexual harassment of one student by another student or students is addressed in a separate policy.††††††††
Adopted on: July 13, 2009
Revised on: _______________
Reviewed on: January 13, 2014
Reviewed on March 13, 2016