Policy

SEXUAL HARASSMENT POLICY, ANTI-HARASSMENT POLICY AND APPLICABLE GRIEVANCE PROCEDURES

These sexual harassment and anti-harassment policies, and the grievance procedures for the same, apply to all Academy Employees, exempt and non-exempt, clergy and lay.

1. SEXUAL HARASSMENT POLICY

Sexual harassment in the workplace is illegal. It violates Title VII of the Civil Rights Act of 1964. The Academy for Leadership Excellence Board is committed to providing a work environment free from sexual harassment and intimidation. Sexual harassment from any employee, manager, supervisor, executive or non-employee will not be tolerated. The Equal Employment Opportunity Commission (EEOC) guidelines describe sexual harassment as follows:

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

  1. Submission to such conduct is made either explicitly or implicitly 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 an individual; or
  3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Sexual harassment refers to behavior that is unwelcome, that is personally offensive, or that fails to respect the rights of others. Sexual harassment may take different forms:

VERBAL HARASSMENT: Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, and threats.

NON-VERBAL HARASSMENT: Sexually suggestive objects, pictures, suggestive or insulting sounds, leering, whistling, or making obscene gestures.

PHYSICAL HARASSMENT: Unwanted physical contact, including unnecessary touching, patting, pinching, subtle or overt pressure for sexual activity.

Sexual harassment, in whatever form it takes — verbal, non-verbal or physical — is insulting and demeaning and will not be tolerated. All employees, managers, supervisors, and executives alike will be expected to comply with this policy to ensure that such conduct does not occur. Violations of this policy will be considered just cause for disciplinary action, which may include termination of employment.

Confidentiality will be respected and preserved to the extent possible. All complaints will be investigated. Complaints should be made under the provisions of the Grievance Procedure. Care will be taken to ensure there is no retaliation or intimidation toward the person(s) making the complaint or persons serving as witnesses.

The Academy Board Chair will appoint a Board representative to investigate all claims. The investigator will gather facts from both the complainant and the alleged harasser. If the investigation shows that sexual harassment has occurred, the employee will be disciplined, up to and including termination.

2. ANTI-HARASSMENT POLICY

In addition to enforcing its no-tolerance policy for sexual harassment, the Academy is also committed to providing all employees with a work environment free from harassment and discrimination in any form. This anti-harassment policy prohibits harassment on the basis of gender, race, age, color, national origin, religious beliefs, physical/mental disabilities and any other category protected by law.

Examples of inappropriate and unacceptable harassment covered by this policy include, but are not limited to, improper or inappropriate harassing comments, harassing gestures of dissemination and/or publication of harassing and derogatory materials in the workplace that are based upon a person’s gender, race, color, age national origin, religion or disability. Examples of unacceptable discrimination include failure to promote, hire or transfer based upon a person’s race, gender, color, age, national origin or disability.

All employees, managers, supervisors, and executives alike will be expected to comply with this policy to ensure that such conduct does not occur. Violations of this policy will be considered just cause for disciplinary action, which may include termination of employment.

Confidentiality will be respected and preserved to the extent possible. All complaints will be investigated. Complaints should be made under the provisions of the Grievance Procedure. Care will be taken to ensure there is no retaliation or intimidation toward the person(s) making the complaint or persons serving as witnesses.

The Academy Board Chair will appoint a Board representative to investigate all claims. The investigator will gather facts from both the complainant and the alleged harasser. If the investigation shows that sexual harassment has occurred, the employee will be disciplined, up to and including termination.

3. GRIEVANCE PROCEDURE

All employees are encouraged to resolve problems concerning workplace relationships, working conditions, or other matters concerning their employment. Informal dispute resolution, such as discussion with your immediate supervisor, is strongly encouraged.

However, to ensure that employee concerns are properly addressed, this grievance policy provides a formal method for resolution of employee problems and concerns.

Any employee who wishes to bring a grievance may do so. The specific problem or concern must be described in writing by the employee and signed. An employee must submit the grievance to the Academy Board Chair or any member of its Executive Committee.

In all instances, the person or persons bringing the grievance, as well as the person against whom the grievance is brought, shall have the right to be heard.

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