The Board of Education forbids discrimination against any employee or applicant for
employment on the basis of sex. The Board of Education will not tolerate sexual harassment
activity by any of its employees. This policy similarly applies to non-employee volunteers who
work subject to the control of school authorities.
A. General Prohibitions
1. Unwelcome Conduct of a Sexual Nature
a. Conduct of a sexual nature may include verbal
or physical sexual advances, including subtle pressure for sexual activity; touching, pinching,
patting, or brushing against; comments regarding physical or personality characteristics of a
sexual nature; and sexually-oriented kidding, teasing, double-entendres, and jokes.
b. Verbal or physical conduct of a sexual nature
may constitute sexual harassment when the allegedly harassed employee has indicated by his or
her conduct that it is unwelcome.
c. An employee who has initially welcomed such
conduct by active participation must give specified notice to the alleged harasser that such
conduct is no longer welcome in order for any such subsequent conduct to be deemed
2. Sexual Harassment
For the purpose of this policy, unwelcome sexual advances, request for
sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual
a. Submission to the conduct is made either an
explicit or implicit condition of employment;
b. Submission to or rejection of the conduct is
used as a basis for an employment decision affecting the harassed employee; or
c. The conduct substantially interferes with an
employees work performance, or creates an intimidating, hostile, or offensive work
B. Specific Prohibitions
1. Administrators and Supervisors
a. It is sexual harassment for an administrator
or supervisor to use his or her authority to solicit sexual favors or attention from
subordinates when the subordinates failure to submit will result in adverse treatment or when
the subordinates acquiescence will result in preferential treatment.
b. Administrators and supervisors who either
engage in sexual harassment or tolerate such conduct by other employees shall be subject to
sanctions, as described below.
2. Non-administrative and Non-supervisory
a. It is sexual harassment for a
non-administrative and non-supervisory employee to subject another such employee to any
unwelcome conduct of a sexual nature. Employees who engage in such conduct shall be subject to
sanctions as described below.
C. Reporting, Investigation, and Sanctions
1. It is the express policy of the Board of
Education to encourage victims of sexual harassment to come forward with such claims. This may
be done through the Employees Grievance Procedure (GAE).
a. Employees who feel that administrators or
supervisors are conditioning promotions, increases in wages, continuation of employment, or
other terms or conditions of employment upon sexual favors, are encouraged to report these
conditions to the appropriate administrator. If the employees direct administrator or
supervisor is the offending person, the report shall be made to the next higher level of
administration or supervision.
b. Employees are also urged to report any
unwelcome conduct of a sexual nature by supervisors or fellow employees if such conduct
interferes with the individuals work performance or creates a hostile or offensive working
c. Confidentiality will be maintained and no
reprisals or retaliation will be allowed to occur as a result of the good faith reporting of
charges of sexual harassment.
2. In determining whether alleged conduct
constitutes sexual harassment, the totality of the circumstances, the nature of the conduct,
and the context in which the alleged conduct occurred will be investigated. The Superintendent
has the responsibility of investigating and resolving complaints of sexual harassment.
3. Any employee found to have engaged in sexual
harassment shall be subject to sanctions, including, but not limited to, warning, suspension,
or termination subject to applicable procedural requirements.