To comply with applicable laws ensuring equal employment opportunities for qualified individuals with a disability, the school will make reasonable accommodations for known physical or mental limitations of an otherwise qualified individual who is an applicant or an employee to the extent the accommodation will enable them to perform the essential functions of the job unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact their direct supervisor or the Head of School. The individual with the disability should specify what accommodation he or she needs to perform the job. The School will identify possible accommodations, if any, that will help eliminate the limitation. If the accommodation is reasonable and will not impose an undue hardship, the School will make the accommodation.
Policy Against Harassment
The School intends to provide a work environment that is healthy, professional, and free from intimidation, hostility, or other offenses that might interfere with work performance. CSB condemns and prohibits harassment based on an individual’s Legally Protected Characteristics as defined above. This policy applies to all workers – not only employees but also to contractors, unpaid interns and volunteers. It both protects these workers and governs their conduct while engaged in CSB business and interacting with other School workers.
Our workplace is not limited to the School’s facilities. In fact, any place where workers and their supervisors are together is likely seen as the workplace.
Prohibited harassment includes, but is not limited to:
1.
Verbal harassment such as epithets, lewd talk, suggestive comments, derogatory
comments, jokes negative stereotyping or slurs; 2. Physical harassment such as assault, intimidation, impeding or blocking movement or any physical interference with normal work or movement; 3. Visual forms of harassment such as derogatory posters, cartoons, photographs, calendars, or drawings; or any written or graphic material circulated that denigrates, shows hostility or aversion towards an individual or group because of any Legally Protected Characteristic. Whether or not the person means to give offense or believed his or her comments or conduct were welcome is not significant. Rather, the School’s policy is violated when other workers,
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2017-2018
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