whether recipients or mere observers are, in fact, offended by comments or conduct based on any Legally Protected Characteristic. Sexual Harassment Sexual harassment is a form of prohibited harassment requiring special mention. Sexual harassment is defined as unwelcome sexual conduct of any nature that creates an offensive or hostile work environment or unwelcome sexual conduct that is made a condition of working at the Company. Sexual harassment, like other forms of prohibited harassment, will not be tolerated. Examples of prohibited sexual harassment include unwelcome sexual conduct such as: • Verbal harassment (e.g., sexual requests, comments, jokes, slurs); • Physical harassment (e.g., touching, kissing) and; • Visual harassment (e.g., posters, cartoons or drawings of a sexual nature.) Sexual harassment is not limited to conduct motivated by sexual attraction or desire. It may occur between members of the opposite sex or members of the same sex, regardless of their sexual orientation. It also may be in the form of non-sexual, offensive conduct that is directed at an employee because of his or her gender (including gender identity and gender expression). The legal standards and consequences of unlawful sexual harassment are still evolving. The School’s policy is more all-encompassing than what the law prohibits. This is because CSB’s policy rests on the fundamental precept that each employee must treat all others with respect, dignity and professionalism. Deviation from that standard will not be tolerated. Any worker who believes he/she has been subjected to any form of discrimination or harassment prohibited by this handbook is encouraged to report them through the complaint procedure outlined below. You can raise concerns and make reports without fear of retaliation. The School encourages any worker who believes he or she has been discriminated against, harassed or retaliated against in violation of this policy, or who has witnessed such conduct toward others, to report that conduct regardless of the identity of the offender. (For example, it does not matter if the offender is another worker, or a parent, alumnae, or business contact of the School.) Reports may be either orally or in writing, and should be directed to the employee’s immediate supervisor. If the immediate supervisor is involved in the conduct or if for some other reason the employee feels uncomfortable making the report to that individual, the employee should contact the Head of the School or the President of the Board of Trustees. The School encourages prompt reporting of complaints so we can take appropriate action. Late reporting by itself, however, will not preclude CSB from taking remedial action. In addition, an individual may lodge a complaint of unlawful discrimination, harassment or retaliation with the California Department of Fair Complaint and Reporting Process
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2017-2018
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