FILE: GAEAA
SEXUAL HARASSMENT
The Cameron Parish School Board recognizes that harassment on the basis of sex is a violation of state and federal law. The Board, therefore, will not tolerate any sexual harassment within the workplace on the part of any employee towards another employee or a student. Conduct in violation of this prohibition shall result in disciplinary measures, up to and including dismissal.
Harassment on the basis of sex is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment/education.
Submission to or rejection of such conduct by an individual is used as a basis for employment/education decisions affecting the individual.
Such conduct has the purpose or effect of unreasonably interfering with an individual's work/education or creating an intimidating, hostile, or offensive working/educational environment.
Incidents of sexual harassment may include verbal harassment such as derogatory comments, jokes, or slurs, or remarks or questions of a sexual nature; physical harassment such as unnecessary or offensive touching; and visual harassment such as derogatory or offensive posters, cards, cartoons, graffiti, drawings, looks, or gestures. Harassment does not only depend upon the perpetrator's intention, but also upon how the person who is the target perceives the behavior or is affected by it. Individuals who experience sexual harassment from co-workers or others should make it clear that such behavior is offensive to them.
It is recognized that instances occur within the school system involving individuals and personalities and these matters are best handled informally. In the event that an individual believes such instances require a remedy or that there is a basis for a complaint, the individual shall first discuss the issue with the individual's principal or immediate supervisor. Should no resolution occur to the satisfaction of the individual after five (5) days, a formal complaint may be filed.
FORMAL PROCEDURE FOR SEXUAL HARASSMENT COMPLAINTS:
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STEP 1: |
If any employee has concerns or a complaint about the nature of any conduct or physical contact by another employee of the school district, the individual should file a formal written complaint with the Personnel Department or with the Superintendent. The receiving office will be charged with investigating the complaint and attempt to remedy it to the mutual satisfaction of all parties involved within five (5) working days of the date of receipt of the complaint. The investigating office shall indicate its disposition of the complaint in writing and shall furnish copies to all concerned parties.
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STEP 2: |
In the event any of the concerned parties are not satisfied with the disposition of the complaint at Step One (1) or if no disposition has been made, then the concerned party may appeal to the Sexual Harassment Panel. The Sexual Harassment Panel shall include a chairperson, three (3) males and three (3) females selected by the Superintendent.
The Sexual Harassment Panel has seven (7) working days to schedule a hearing. If harassment is found, the panel may exercise one of the following options:
The Sexual Harassment Panel shall give written disposition of the complaint within five (5) working days of such hearing and shall furnish copies to the appropriate parties and to the Superintendent.
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STEP 3: |
In the event the parties concerned are not satisfied with the disposition of Step Two (2) or if no disposition has been made within five (5) working days of such meeting, the parties concerned may appeal to the Superintendent. The appeal shall be in writing and set forth the same information as in Step Two (2). The Superintendent, within thirty (30) days, shall meet with the appropriate parties. Disposition shall be made not later than five (5) days after the meeting. A copy of such disposition shall be furnished to the appropriate parties.
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STEP 4: |
In the event the parties concerned are not satisfied with the disposition of Step Three (3), or if no disposition has been made in Step Three (3), the concerned parties may appeal to the Cameron Parish School Board. The appeal shall be in writing and shall request that the Superintendent place the concern on the agenda of the next regularly scheduled Board meeting. Such written request must include copies of all decisions previously rendered in connection with the complaint. |
Administrators and supervisors who become aware of any allegation of possible harassment shall report such allegations to the Superintendent or designee. All reports received shall be properly and adequately investigated. Appropriate disciplinary action shall be taken when violations of this policy have been determined. The Board shall prohibit retaliation against an employee or student for a complaint made or for participating in an investigation of alleged harassment.
Nothing contained in this policy and/or procedure shall restrict or diminish the authority of the Superintendent to suspend any employee in accordance with the policies of the Cameron Parish School Board, state law, and applicable statutes.
CONFIDENTIALITY
A report of sexual harassment or intimidation and the investigation shall be kept in strictest confidence, where practical, for the protection of all parties involved. The School Board's obligation to investigate and take corrective action may supersede an individual's right to privacy.
Revised: October, 1998
Ref: 42 USC 2000e (Civil Rights - Definitions)
29 CFR 1604.11 (Guidelines on Discrimination Because of Sex - Sexual Harassment)
La. Rev. Stat. Ann. ยงยง14:41, 14:42, 14:42.1, 14:43, 14:81.4, 17:81
Board minutes, 10-6-93, 9-21-98
Cameron Parish School Board