Thursday, March 13, 2014

A Little Bit Of Insight ...

 
Seems VERY Clear-cut!
 
 
GCSD Policy #6121

Personnel
SEXUAL HARASSMENT OF DISTRICT PERSONNEL
The Board of Education affirms its commitment to non-discrimination and recognizes its responsibility to provide for all District employees and students an environment that is free of sexual harassment and intimidation. Sexual harassment is a violation of law and stands in direct opposition to District policy. Therefore, the Board prohibits and condemns all forms of sexual harassment by employees, school volunteers, students, and non-employees such as contractors and vendors which occur on school grounds and at all school-sponsored events, programs and activities including those that take place at locations off school premises. Generally, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature.

The Board acknowledges that in determining whether sexual harassment has occurred the totality of the circumstances should be evaluated. The Board recognizes that sexual harassment can originate from a person of either sex against a person of the opposite or same sex, and from co-workers as well as supervisors, and from a third party such as a school visitor, volunteer, or vendor, or any other individual associated with the School District. Sexual harassment may occur from student-to-student, from staff-to student, from student-to-staff, as well as staff-to-staff.

The Executive Director of Human Resources will insure that employees receive professional development on the prevention of sexual harassment.
 
Employee acts determined to be in violation of this policy will be subject to a review for disciplinary action per Education/Civil Service Law and the collective bargaining agreements.

The Assistant Superintendent for Human Resources is the official receiver of formal complaints for sexual harassment and is responsible for the coordination of reports.

The Assistant Superintendent for Human Resources shall be responsible to review this policy every three years.

Title VII of The Civil Rights Act of 1964,
42 United States Code (U.S.C.) Section 2000-e et seq.
The Civil Rights Act of 1991
42 United States Code (U.S.C.) Section 1981(a)
29 Code of Federal Regulations (C.F.R.) Section 1604.11(a)
New York State Executive Law Sections 296 and 297
Approved: January 11, 1994
Revised: March 12, 2002
Revised: June 9, 2003
Reviewed: May 10, 2006
Reviewed: February 13, 2013
Next Review: 2015
 


3 comments:

SCATS said...

I'm posting this as an educational item of note for the broader community to give them a better understanding of certain recent school board actions.

Anonymous said...

I just read this comment on what is considered sexual harassment. If it so "clear cut" then why did the situation with the social studies teacher at Olympia HS a couple of years ago get swept under the carpet? I understand she had t-shirts made up for her students to wear(not for a fundraiser or any particular reason)with an offensive statement talking about penis's. I also understand that there are many of these t-shirts still around. What if they were to resurface? Would GCSD take action against this teacher or would it get swept under the carpet like it did before? I'm curious to the answer.

SCATS said...

To 11:45PM ~~ You ask a great question. I don't have "the" answer but it could be several things. Maybe it was before GCSD had a Sexual Harassment Policy in place. Maybe (doubtful, I know) something DID happen as a result. I'm pretty sure the T-shirts I've heard described violate dress codes. But more likely is your theory that it got swept under the rug.