Common use of Sexual Harassment Policy and Procedure Clause in Contracts

Sexual Harassment Policy and Procedure. Sexual harassment is strictly prohibited in accordance with the law. Pursuant to Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, “sexual harassment” is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: A. Submission to such conduct is made either implicitly or explicitly a term or condition or an individual’s employment, or status in a class, educational program, or activity: B. Submission or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; C. Such conduct has the purpose or effect of interfering with the individual’s work or educational performance; of creating an intimidating, hostile or offensive working, and/or learning environment; or of interfering with one’s ability to participate in or benefit from a class or an educational program or activity. D. Sexual harassment may involve the behavior of a person of either gender against a person of the same or opposite gender. The procedure for processing sexual harassment complaints shall include: 1. Any employee who believes he or she to be the object of sexual harassment shall bring such behavior to the immediate attention of his or her PRINCIPAL/ SUPERVISOR. Should the employee’s PRINCIPAL/ SUPERVISOR be the alleged harasser, the complaint should be brought to the immediate attention of the Superintendent. Should the Superintendent be the alleged harasser, the complaint shall be brought to the immediate attention of the employee’s PRINCIPAL/ SUPERVISOR and any member of the Board whom the employee chooses. 2. Complaints shall be reduced to writing within 5 days after being reported in accordance with paragraph 1 and shall contain sufficient specificity to enable the Employer to investigate. 3. Complaints shall be processed and investigated in such confidence as is commensurate with the Employer’s right and duty to investigate. All the circumstances will be considered in determining whether or not sexual harassment has occurred. 4. Sexual harassment of another employee, supervisor, management person, or other person may subject the offender to disciplinary action up to and including involuntary termination.

Sexual Harassment Policy and Procedure. Sexual harassment is strictly prohibited in accordance with the law. Pursuant to Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, “sexual harassment” is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: A. Submission to such conduct is made either implicitly or explicitly a term or condition or of an individual’s employment, or status in a class, educational program, or activity:; B. Submission or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; C. Such conduct has the purpose or effect of interfering with the individual’s work or educational performance; of creating an intimidating, hostile hostile, or offensive working, and/or learning environment; or of interfering with one’s ability to participate in or benefit from a class or an educational program or activity. D. Sexual harassment may involve the behavior of or a person of either gender against a person of the same or opposite gender. The procedure for processing sexual harassment complaints shall include: 1. Any employee who believes he or she to be is the object of sexual harassment shall bring such behavior to the immediate attention of his or her PRINCIPAL/ SUPERVISORprincipal. Should the employee’s PRINCIPAL/ SUPERVISOR principal be the alleged harasser, the complaint should shall be brought to the immediate attention of the Superintendentsuperintendent. Should the Superintendent superintendent be the alleged harasser, the complaint shall be brought to the immediate attention of the employee’s PRINCIPAL/ SUPERVISOR principal and any member of the Board whom the employee chooses. 2. Complaints shall be reduced to writing within 5 days after being reported in accordance with paragraph 1 and shall contain sufficient specificity to enable the Employer to investigate. 3. Complaints shall be processed and investigated in such confidence as is commensurate with the Employer’s right and duty to investigate. All the circumstances will shall be considered in determining whether or not sexual harassment has occurred. 4. Sexual harassment of another employee, supervisor, management person, or other person may subject the offender to disciplinary action up to and including involuntary termination.

Sexual Harassment Policy and Procedure. Sexual harassment is strictly prohibited in accordance with the law. Pursuant to of Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, “sexual harassment” is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: A. Submission to such conduct is made either implicitly or explicitly a term or condition or of an individual’s employment, or status in a class, educational program, or activity:; B. Submission or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; C. Such conduct has the purpose or effect of interfering with the individual’s work or educational performance; of creating an intimidating, hostile hostile, or offensive working, and/or learning environment; or of interfering with one’s ability to participate in or benefit from a class or an educational program or activity. D. Sexual harassment may involve the behavior of or a person of either gender against a person of the same or opposite gender. The procedure for processing sexual harassment complaints shall include: 1. Any employee who believes he or she to be is the object of sexual harassment shall bring such behavior to the immediate attention of his or her PRINCIPAL/ SUPERVISORprincipal. Should the employee’s PRINCIPAL/ SUPERVISOR 's principal be the alleged harasser, the complaint should shall be brought to the immediate attention of the Superintendentsuperintendent. Should the Superintendent superintendent be the alleged harasser, the complaint shall be brought to the immediate attention of the employee’s PRINCIPAL/ SUPERVISOR 's principal and any member of the Board whom the employee chooses. 2. Complaints shall be reduced to writing within 5 days after being reported in accordance with paragraph 1 and shall contain sufficient specificity to enable the Employer to investigate. 3. Complaints shall be processed and investigated in such confidence as is commensurate with the Employer’s 's right and duty to investigate. All the circumstances will shall be considered in determining whether or not sexual harassment has occurred. 4. Sexual harassment of another employee, supervisor, management person, or other person may subject the offender to disciplinary action up to and including involuntary termination.

Sexual Harassment Policy and Procedure. Sexual harassment is strictly prohibited in accordance with the law. Pursuant to of Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972, “sexual harassment” is defined as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: A. Submission to such conduct is made either implicitly or explicitly a term or condition or an individual’s employment, or status in a class, educational program, or activity:; B. Submission or rejection of such conduct by an individual is used as the basis for employment or educational decisions affecting such individual; C. Such conduct has the purpose or effect of interfering with the individual’s work or educational performance; of creating an intimidating, hostile or offensive working, and/or learning environment; or of interfering with one’s ability to participate in or benefit from a class or an educational program or activity. D. Sexual harassment may involve the behavior of a person of either gender against a person of the same or opposite gender. The procedure for processing sexual harassment complaints shall include: 1. Any employee who believes he or she to be the object of sexual harassment shall bring such behavior to the immediate attention of his or her PRINCIPAL/ SUPERVISOR. Should the employee’s 's PRINCIPAL/ SUPERVISOR be the alleged harasser, the complaint should be brought to the immediate attention of the Superintendent. Should the Superintendent be the alleged harasser, the complaint shall be brought to the immediate attention of the employee’s 's PRINCIPAL/ SUPERVISOR and any member of the Board whom the employee chooses. 2. Complaints shall be reduced to writing within 5 days after being reported in accordance with paragraph 1 and shall contain sufficient specificity to enable the Employer to investigate. 3. Complaints shall be processed and investigated in such confidence as is commensurate with the Employer’s 's right and duty to investigate. All the circumstances will be considered in determining whether or not sexual harassment has occurred. 4. Sexual harassment of another employee, supervisor, management person, or other person may subject the offender to disciplinary action up to and including involuntary termination.