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Harassment Prohibited
[Camp] is committed to maintaining a work environment
that is free of discrimination and harassment based on a person’s sex,
race, age, color, creed, religion, disability, ancestry or national origin,
or any other classification protected by state or federal laws. All employees
should respect the rights, opinions, and beliefs of others. Harassment,
because of sex, race, age, color, creed, religion, disability, ancestry,
national origin or [list here any other categories addressed in the state’s
anti-discrimination laws] whether conducted by, or affecting an employee,
vendor, client, volunteer, board member, or any other individual connected
with [the camp] is strictly prohibited. Examples of conduct prohibited
by this policy include using racial and ethnic slurs, making offensive
references to stereotypes, or making jokes about characteristics protected
by law. Any such harassment is prohibited by this policy whether or not
the conduct also violates federal or state law. This policy applies to
all employees, directors, officers, volunteers, and agents of [the camp],
including the chief executive officer and the Board of Directors.
Sexual Harassment Prohibited
No one may threaten or imply that an employee’s submission
to or rejection of sexual advances will in any way influence any decision
about that staff member’s employment, advancement, duties, compensation,
or other terms or conditions of employment. No one may take any personnel
action based on an employee’s submission to or rejection of sexual advances.
No one may subject another employee, volunteer, or client
to any unwelcome conduct of a sexual nature. This includes both unwelcome
physical contact, such as touching, blocking, staring, making sexual gestures,
and making or displaying sexual drawings or photographs, and unwelcome
verbal conduct such as sexual propositions, slurs, insults, jokes, and
other sexual comments. An employee’s conduct will be considered unwelcome
and in violation of this policy when the employee should have known that
the conduct was unwelcome, or when the person subjected to the conduct
voiced his or her objection.
Examples of sexual harassment are: demanding sexual favors
in return for employment conditions; unwelcome physical touching; sexual
remarks, innuendos and jokes; graphic, obscene or sexual posters or calendars
or other print material; e-mail, voice messages, or similar communications
which are persistent and unwelcome and sexual in nature; and lewd suggestive
comments regarding a staff member’s style of dress, appearance, body,
or personal life.
Making Complaints — Mandatory Reporting
If you believe you are the victim of harassment you must
immediately report this fact to ____________ (person or position designated
to receive complaints) or ____________ (second person or position designated
to receive complaints). Also, if you observe harassment you should bring
the offensive conduct to [the Camp’s] attention. You should make any complaint
about harassment directly to one of the two persons listed above. Complaints
of harassment do not need to be in writing, however, in order for [the
Camp] to properly investigate the report, it may not be anonymous. It
is the policy of [the Camp] that no reprisal, retaliation, or other adverse
action will be taken against any complainant for making a good faith report
of harassment, or for assisting in an investigation of harassment.
Investigation of Complaints
[The Camp] will promptly and thoroughly investigate all
alleged violations of this policy assuming the allegation is in good faith
and made in sufficient detail for [the camp] to conduct a confidential
but thorough investigation. An investigation cannot be accurately conducted
if the allegation is anonymous. The investigation will generally consist
of an interview with fact witnesses including the complainant and the
alleged harasser. Every effort will be made during the course of the investigation
to protect the confidentiality of those involved and of the information
gained during the investigation; however, information will be disclosed
as necessary in order to conduct a thorough investigation. The investigation
may take several weeks. During the time period following a complaint of
harassment the alleged harasser and alleged victim are not permitted to
have one-on-one unsupervised contact at the workplace. The results of
the investigation will be reported to the complainant and the alleged
wrongdoer.
Penalties for Violations
[The Camp] will take prompt disciplinary and remedial
action in response to policy violations, including breach of confidentiality,
retaliatory action, or bad faith allegations. Disciplinary action may
include termination of employment.
If you have questions about this policy, contact ____________
for additional information.
Originally published in the 1999 Fall issue
of The CampLine.
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