GBAA - LRSD Board Policy

Published by jackbgarvey on Fri, 10/04/2013 - 13:49





It is the policy of the Board of Education that all employees have the right to work in an environment free from any type of unlawful discrimination.  This includes the right to work in an environment free from sexual harassment.  The District will not tolerate sexual harassment of employees in any form.  Any such conduct will result in disciplinary actions up to and including dismissal.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1)         submission to such conduct is made either explicitly a term or condition of an individual's employment,

2)         submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual,

3)         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.

Uninvited conduct with sexual overtones occurring in the workplace is sexual harassment.  Whether or not the conduct is uninvited is based on the victim's perception and not that of the harasser.

Such conduct can be verbal (i.e., jokes, sexual remarks, invitations), nonverbal (i.e., gestures, suggestive actions, facial expressions), or physical (i.e., patting, stroking, cornering).  Additionally, conduct that is not sexual in nature but is engaged in because of the victim's gender can be sexual harassment and will not be tolerated.

Any employee who becomes aware of possible sexual harassment must report the incident of sexual or other unlawful harassment to his or her supervisor.  If the supervisor is unavailable or the employee believes it would be inappropriate to contact their supervisor, the employee should immediately contact the Associate Superintendent for Human Resources.  Employees can raise concerns and make reports without fear of reprisal.

Any supervisor or other administrative employee who becomes aware of possible sexual or other unlawful harassment shall promptly advise the Associate Superintendent for Human Resources who will handle the matter in a timely manner.  Confidentiality to the extent possible will be maintained.

Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action up to and including termination of employment.


Revised: May 19, 2011


Adopted:  November 18, 1999

Legal Reference:  See Policy AC

Cross References:  Board of Education Policies AC, ACA, ACH and ACH-R