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.