Sexual Harassment POLICY AC Procedures

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Sexual Harassment

POLICY AC Procedures

Sexual Harassment

POLICY AC Procedures

Human Resources

2013-2014

Human Resources

2013-2014

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Definition of Sexual Harassment

Definition of Sexual Harassment

“Unwanted sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature when submission to such conduct is made a condition of employment or when such conduct creates an intimidating, hostile or offensive environment.” EEOC

“Unwanted sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature when submission to such conduct is made a condition of employment or when such conduct creates an intimidating, hostile or offensive environment.” EEOC

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Laws Provide Protection Against Sexual Harassment, Discrimination, Retaliation

Laws Provide Protection Against Sexual Harassment, Discrimination, Retaliation

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Two Types of Sexual Harassment

Two Types of Sexual Harassment

Quid pro quo – “this for that” Hostile work environment or

learning environment

Quid pro quo – “this for that” Hostile work environment or

learning environment

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Key Word – UnwelcomeKey Word – Unwelcome

UNWELCOME is not a matter of intent; it is a matter of the victim’s perspective.

UNWELCOME is not a matter of intent; it is a matter of the victim’s perspective.

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Examples of Sexual Harassment Identified in

Court

Examples of Sexual Harassment Identified in

Court Sexual jokes and cartoons. Broderick v Ruder (1988)

Love letters and repeated requests for a date. Ellison v. Brady (1991)

Sexual remarks, insults or innuendoes. Jew v Univ. of Iowa (1990)

Attempted kissing. Carrero v NYC Housing Authority (1989)

Nude or suggestive pictures or posters. Hall v Bus Construction Company (1988)

Sexual jokes and cartoons. Broderick v Ruder (1988)

Love letters and repeated requests for a date. Ellison v. Brady (1991)

Sexual remarks, insults or innuendoes. Jew v Univ. of Iowa (1990)

Attempted kissing. Carrero v NYC Housing Authority (1989)

Nude or suggestive pictures or posters. Hall v Bus Construction Company (1988)

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Acts of Harassment in Schools

Acts of Harassment in Schools

Sexual comments, gestures, jokes, or looks

Being touched, grabbed, or pinched in a sexual way

Flashing or mooning Spreading sexual rumors Being shown or given sexual

messages, pictures, or notes

Sexual comments, gestures, jokes, or looks

Being touched, grabbed, or pinched in a sexual way

Flashing or mooning Spreading sexual rumors Being shown or given sexual

messages, pictures, or notes

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What If Someone Reports Harassment?What If Someone Reports Harassment? All persons must report incidents that might

constitute discrimination, harassment, or retaliation directly to the compliance officer: Director of Human Resources

All district employees will instruct all employees seeking to make a grievance to communicate directly with the compliance officer.

All persons must report incidents that might constitute discrimination, harassment, or retaliation directly to the compliance officer: Director of Human Resources

All district employees will instruct all employees seeking to make a grievance to communicate directly with the compliance officer.

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Reports Continued…Reports Continued… The supervisor must report the alleged

harassment to the District Compliance Officer without screening or investigating the report.

The supervisor may request a written statement from the individual but it is not required.

The supervisor must report the alleged harassment to the District Compliance Officer without screening or investigating the report.

The supervisor may request a written statement from the individual but it is not required.

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Reports Continued…Reports Continued… If the report is given verbally, the

principal must reduce it to written form within 24 hours and forward to the Compliance Officer.

If the report is given verbally, the principal must reduce it to written form within 24 hours and forward to the Compliance Officer.

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Reports Continued …Reports Continued …

Failure to forward a harassment report or complaint can result in disciplinary action.

Failure to forward a harassment report or complaint can result in disciplinary action.

Procedure RecapProcedure Recap

Complaint Received Verbal – ask person to submit a

written complaint to the Compliance Officer

Supervisor completes written report Written – forward to Compliance

Officer

Complaint Received Verbal – ask person to submit a

written complaint to the Compliance Officer

Supervisor completes written report Written – forward to Compliance

Officer

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Important NoteImportant Note

A grievance is not needed for the district to take action. An investigation will be conducted.

A grievance is not needed for the district to take action. An investigation will be conducted.

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Student-on-StudentStudent-on-Student

Administrators can immediately discipline students for prohibited behavior in accordance with the district’s discipline policy.

Administrators can immediately discipline students for prohibited behavior in accordance with the district’s discipline policy.

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Student-on-StudentStudent-on-Student

Any incident that extends beyond everyday disciplinary matters should be directed to the Director of Instructional Services who will consult the Compliance Officer.

Any incident that extends beyond everyday disciplinary matters should be directed to the Director of Instructional Services who will consult the Compliance Officer.

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Student-on-StudentStudent-on-Student

Grievance: Direct the Parent/Guardian and Student to the Director of Instructional Services or Compliance Officer.

Grievance: Direct the Parent/Guardian and Student to the Director of Instructional Services or Compliance Officer.

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Communication is KeyCommunication is Key

Upon first learning of potential work place discrimination/harassment or receiving a grievance, notify Compliance Officer immediately.

Upon first learning of potential work place discrimination/harassment or receiving a grievance, notify Compliance Officer immediately.

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GRIEVANCE FORMGRIEVANCE FORM

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REPORTING FORMREPORTING FORM

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