In order to maintain a school environment that encourages optimum human growth and development, it is policy of the district to maintain and ensure a learning and working environment free of any form of sexual harassment or intimidation.
Sexual harassment refers to unwelcome sexual advances, requests for sexual favors and other verbal, written, or physical conduct of a sexual nature. Prohibited conduct may include:
- Unwelcome requests or demands for sexual favors. This includes subtle or blatant expectations to engage in sexual relations and pressures for dates;
- Verbal abuse or unwelcome kidding of a sexual nature, such as telling "dirty jokes" and comments about body parts, appearance, or clothing, where such comments go beyond mere courtesy.
- Unwelcome or unwanted sexual advances, such as patting, pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar contact.
- Creating a work environment that is intimidating, hostile, abusive, or offensive because of the display or circulation of offensive written materials, unwelcome conversations, suggestions, requests, demands, or physical contacts which are sexually oriented.
These constitute sexual harassment when:
a) Submission to such conduct is made either explicitly or implicitly, a term or condition of an individual's employment.
b) Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; or
c) 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.
Any person who believes he/she has been sexually harassed may file a complaint in accordance with procedures established for dealing with discrimination. Employees who report harassment will not be subject to retaliation or reprisals of any kind.
All administrators are responsible for the implementation of this policy and for ensuring that employees know and understand this policy. All employees will be held responsible and accountable for avoiding or eliminating prohibited conduct.
LEGAL REFERENCE: EEOC 29 C.F.R. - Part 1604.11
Section 703 of Title VII of the Civil Rights Act of 1964
Wisconsin Statutes Section 111.36
CROSS REF.: Policy #524.3-Rule - Procedure for Handling Sexual Harassment Complaints
APPROVED: March 12, 1992
REVISED: July 8, 1993
APPROVED: August 12, 1993
REVISED: August 12, 1999
APPROVED: September 9, 1999
12/21/2004 pw