S E C T I O N     7 0 0 :

     A F F I R M A T I V E      A C T I O N

     D I S C R I M I N A T I O N      &      H A R A S S M E N T

Orig Date: 08/06/98

      Last Rev:   

 

700.100 Policy on Discrimination & Harassment

      It is the policy of the Stevens County Rural Library District that all employees will be able to work in an environment free from discrimination and/or harassment including but not limited to sexual harassment.

      Sexually discriminating or harassing conduct in the workplace or while on district business is prohibited, whether committed by supervisors, non supervisory personnel, or individuals not employed by the District.  Therefore:

      No supervisor, employee, or non employee shall discriminate or sexually harass another employee by:

      A.    Making submission to unwelcome sexual advances or requests for sexual favors either explicitly or implicitly as a term or condition of an employee’s continued employment.

      B.    Making submission to or rejection of such conduct the basis for employment decisions affecting the employee.

      C.    Creating an intimidating, hostile, or offensive working environment.

      D.    Making repeated and unwelcomed offensive sexual flirtations, advances, propositions, or continued verbal commentaries about an individual’s body, using sexually degrading words to discredit an individual, or displaying sexually suggestive objects or pictures in the workplace.

 

700.110 Discrimination and Harassment Complaints

      A.    The Director shall develop and administer a procedure for investigating and resolving discrimination and harassment complaints.

      B.    Any employee who believes s/he is, or has been, the subject of discrimination or harassment has the right and is encouraged to follow the District’s procedure to file a complaint.

      C.    All complaints will be investigated immediately and will be treated in confidence, if possible.

      D.    Any supervisor or employee who has been found, after appropriate and thorough investigation, to have discriminated against or harassed another employee, will be subject to appropriate disciplinary action, which may be termination or verbal and/or written warning that continued harassment may result in suspension or termination of employment.  This also applies to an employee who has been found, after investigation, to have intentionally fabricated a complaint of discrimination or harassment against another employee.