HARASSMENT POLICY

Harassment is unwelcome conduct toward an individual because of his or her age, disability, marital status, national origin, race or color, religion, sex, sexual orientation or gender identity, when the conduct creates an intimidating, hostile or offensive work environment that:

Causes work performance to suffer; or

Negatively affects job opportunities.

Harassment is against the law in the United States and many other countries. Examples of harassment that may violate the law and will violate this policy include:

Oral or written communications that contain offensive name-calling, jokes, slurs, negative stereotyping, or threats. This includes comments or jokes that are distasteful or targeted at individuals or groups based on age, disability, marital status, national origin, race or color, religion, sex, sexual orientation or gender identity.

Nonverbal conduct, such as staring, leering and giving inappropriate gifts.
Physical conduct, such as assault or unwanted touching.

Visual images, such as derogatory or offensive pictures, cartoons, drawings or gestures. Such prohibited images include those in hard copy or electronic form.

Sexual harassment is a form of harassment that is based on a person’s sex or that is sex-based behavior. It is also sexual harassment for anyone in a position of authority to tie hiring, promotion, termination or any other condition of employment to a request or demand for sexual favors.   Our goal is to have a work environment where we all treat each other respectfully and professionally. Any unprofessional or disrespectful behavior, even if not illegal, interferes with that goal and will not be tolerated.

What to avoid

Any behavior that is unprofessional or disrespectful, or that has the purpose or effect of harassing anyone.

Any retaliation against someone who raises a concern or potential violation under this policy.

Missed opportunities to respectfully communicate to someone that you found his or her behavior offensive.

Unreported concerns or violations of this policy.

How to report a violation

Most reports of suspected violations of this policy are made to the Program Director.

If you report a complaint of harassment or inappropriate behavior, the Program Director will investigate your concerns. Where there has been a violation of policy, the Program Director will take appropriate action to try to avoid future violations. In appropriate cases, the Program Director may take disciplinary action (up to and including immediate termination) against those violating the Harassment Policy.

The Program Director will inform parties about the status of reviewing their complaints. To respect the privacy and confidentiality of all people involved, The Program Director might not share specific details of the discipline or other action taken.

Retaliation is prohibited

This policy strictly prohibits any retaliation against an employee or other person who reports a concern about harassment or other inappropriate behavior.