(2) requests for sexual acts or favors, (3) verbal or physical conduct of a harassing nature, or (4) displaying sexually explicit material. If an employee has a complaint of sexual harassment at work by anyone, including supervisors, co-workers, or visitors, he/she must bring the problem to the attention of the Principal or other administrator with whom he/she feels comfortable. If the complaint of sexual harassment is against the Head of School, the employee must bring the problem to the attention of the Chairman of the Board. All complaints will be promptly handled. All employees should be aware that every attempt will be made to assure that the identity of the charging party and the person accused of sexual harassment will be kept strictly confidential. Madison-Ridgeland Academy will retain confidential documentation of all allegations and investigations and will take appropriate corrective action, including disciplinary measures, up to and including discharge, to remedy all violations of this policy. Sexual Misconduct Madison-Ridgeland Academy will not tolerate sexual misconduct. Any employee who engages in sexual misconduct shall be subject to disciplinary action up to and including termination. Definition: Sexual misconduct includes, but is not limited to, engaging in any sexual activity with a student; or any inappropriate or deviant sexual activity (e.g. verbal, written, physical, etc.) with or toward any employee; possessing, using, or distributing in any fashion any pornographic material (written, audio, video, etc.). Whether there has been sexual misconduct will be determined by Madison-Ridgeland Academy. Hiring: All applicants for employment will be screened to determine whether he/she has engaged in any sexual misconduct. If it is determined that the applicant has engaged in sexual misconduct, he/she will not be hired. Applicants have an obligation to cooperate fully with Madison-Ridgeland Academy’s background investigation of them. Employee Responsibility: All current employees are subject to this policy. Furthermore, employees have an obligation to immediately report to their Principal/supervisor, the Head of School, or the Chairman of the Board of Trustees any suspected sexual misconduct by any adult involving a minor. Furthermore, all employees have an obligation to cooperate fully with any investigation relative to any suspected sexual misconduct. Finally, if an employee has reason to believe anyone has been involved in illegal sexual activity, he/she shall immediately report the information to his/her Principal/supervisor, the Head of School, or the Chairman of the Board of Trustees and provide a written explanation of the facts relative
to the arrest and/or conviction and answer any and all questions about the matter. Failure to comply with the above shall result in the employee’s termination.
Madison-Ridgeland Academy’s Response to Suspected Sexual Misconduct Madison-Ridgeland Academy will promptly investigate any alleged sexual misconduct or any alleged violations of this policy. Any suspected sexual activity by an adult involving a minor will be reported to the appropriate law enforcement authorities. The Madison-Ridgeland Academy and all of its employees shall fully cooperate with any such investigation by the law enforcement authorities.
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