1. Albany County School District One

2.  Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment.

3.  Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment  Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law.

4.  Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment  Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law.  ACSD does not condone nor tolerate sexual harassment or discrimination against anyone.

5.  Everyone has the right to come to work and perform their job duties in an environment free from sexual harassment.  Sexual harassment is a form of sex discrimination. It violates ACSD policy and state and federal law.  ACSD does not condone nor tolerate sexual harassment or discrimination against anyone.  ACSD employees who engage in conduct which is sexually harassing or who contribute to a hostile, oppressive, intimidating or offensive work environment related to sexual harassment will be subject to disciplinary action, which may include dismissal.

6.  Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature when: - submission to such conduct is made explicitly or implicitly a term or condition of employment; - submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or - such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

7.  Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and/or other verbal or physical conduct of a sexual nature when: - submission to such conduct is made explicitly or implicitly a term or condition of employment; - submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or - such conduct has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. - sexual harassment can be verbal, non-verbal, physical conduct, or a combination of one or more of these forms.

8.  Harassment typically falls into two categories

9.  Harassment typically falls into three categories  Hostile work environment

10.  Harassment typically falls into three categories  Hostile work environment  Quid Pro Quo

11.  Harassment typically falls into three categories  Hostile work environment  Quid Pro Quo  Sex based or same sex harassment

12.  Hostile work environment occurs when unwelcome sexual conduct is so severe or pervasive that it unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile or offensive work environment.

13.  Hostile work environment can happen in a variety of ways – it could be:

14.  Unwanted direct conversation or contact of a sexual nature

15.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature

16.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature  Unwelcome jokes

17.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature  Unwelcome jokes  Unwelcome/inappropriate photos/calendars in the work place

18.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature  Unwelcome jokes  Unwelcome/inappropriate photos/calendars in the work place  Unwelcome conversations between two or more people in the presence of a third party who is uncomfortable with the nature of the conversation of the others

19.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature  Unwelcome jokes  Unwelcome/inappropriate photos/calendars in the work place  Unwelcome conversations between two or more people in the presence of a third party who is uncomfortable with the nature of the conversation of the others  Provocative/inappropriate dress

20.  Hostile work environment can happen in a variety of ways – it could be:  Unwanted direct conversation or contact of a sexual nature  Unwanted e-mails of a sexual nature  Unwelcome jokes  Unwelcome/inappropriate photos/calendars in the work place  Unwelcome conversations between two or more people in the presence of a third party who is uncomfortable with the nature of the conversation of the others  Provocative/inappropriate dress  Other behavior which is offensive to others

21.  Consistently calling a person a girl, hunk, doll, babe or honey;  Turning work discussions into sexual topics;  Repeatedly asking out a person who is not interested;  Consistently looking a person up and down (elevator eyes); and  Giving letters, gifts and/or materials of a sexual nature.

22.  The basic guideline is:  Could the behavior in question reasonably be viewed as offensive, and if so, was someone offended?

23.  Examples of verbal harassment may include, but are not limited to: Calling a person a girl, hunk, doll, babe, honey, sweetie, etc. Whistling at someone or cat calls Making sexual innuendoes Turning work discussions to sexual topics Telling sexual jokes or stories Asking about sexual fantasies, preferences, or history Asking personal comments about a person‘s clothing, body, or looks Repeatedly asking out a person who is not interested Making kissing sounds, howling, smacking lips Telling lies or spreading rumors about a person‘s sex life

24.  Examples of Non-Verbal Harassment may include but are not limited to: Looking a person up and down (elevator eyes) Staring at someone Blocking a person‘s path; restricting, hindering the other person‘s movements Following the person Displaying sexually suggestive visuals, artifacts, items Displaying sexual and/or derogatory comments about men/women on coffee mugs, hats, clothing, etc. Making facial expressions, such as winking, throwing kisses, or licking lips Making sexual gestures with hands and/or body movements Giving letters, gifts, and or materials of a sexual nature Hanging around a person Invading a person‘s body space; standing closer than appropriate or necessary for the work being done

25.  Examples of Physical Harassment may include but are not limited to: Touching the person‘s clothing, hair, or body Hugging, kissing, patting, and stroking. Massaging a person‘s neck, shoulders, etc. Touching or rubbing oneself sexually around or in the view of another person Brushing up against a person Patting, goosing, caressing, or fondling Gestures/sounds: making sexual pleasure/desire/groaning sounds; gestures that nonverbally describe/draw/sexual parts of the anatomy Tearing/pulling/yanking a person‘s clothing Exposing oneself

26.  What does UNWELCOME mean?  According to federal guidelines, conduct must be unwelcome in the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive.  There is a distinction between conduct that is invited, uninvited-but-welcome, offensive-but- tolerated, and flatly rejected.  If the individual willingly participates, it may not be seen as unwelcome.  Some sexual conduct is so blatant that it is inherently offensive and unwelcome.

27.  What should you do if you feel a hostile work environment exists?  The answer depends on a few factors:  How overt are the actions which have occurred?  Whether you are the recipient, a witness or the harasser.

28.  If you are the RECIPIENT:  Don’t put up with behavior which causes you to feel uncomfortable and which you deem as inappropriate.  If you know the person well enough to speak to him/her directly and are comfortable doing so, then confront the person and let him/her know that the behavior is offensive and you want it to stop.  Keep records, write down dates, times, places and witnesses to what happened. If you receive any notes, emails or written letters from the harasser, keep them.

29.  If talking with the harasser is unsuccessful, then notify your immediate supervisor or contact the Assistant Superintendent for Human Resources and Quality Learning.

30.  On the other hand, if what is happening is more overt in nature, or if, for any reason, you are not comfortable speaking to the individual yourself, then notify your immediate supervisor.

31.  After you have spoken to your immediate supervisor, should any subsequent acts occur, or should you feel you are subjected to anything which could be construed as retaliatory in nature, then contact your immediate supervisor or contact the Assistant Superintendent for Human Resources and Quality Learning.

32.  If you are a WITNESS:  Contact your immediate supervisor or the Assistant Superintendent for Human Resources and Quality Learning immediately. ACSD will take it seriously.  Keep records. Write down dates, times, places and names of others that witnessed the harassment. ACSD will investigate the allegation and take prompt, effective action to correct the problem.

33.  If you are the HARASSER:  What should you do if someone speaks with you about your own behavior and how it is offending him/her?  STOP THE BEHAVIOR!  SEEK HELP! ACSD has an employee assistance program.

34.  Remember, the question isn’t rather or not you would view your own behavior as offensive – the question is whether or not someone else has become offended and if someone is speaking to you about your behavior then obviously they have been offended and you need to stop.  The harasser’s intent is irrelevant when evaluating his or her conduct.  The conduct is evaluated from an objective “reasonable person” standard: whether a person in similar circumstances would have found the conduct to be so severe or pervasive that it created a hostile environment.

35.  The second form of sexual harassment is much less common and much more serious  Quid Pro Quo is a Latin term which means “something for something” or “this for that.”

36.  Ask yourself: –Would I mind if someone treated my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son this way? - Would I mind if this person told my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son about what I was saying or doing? –Would I do this if my wife/husband, partner, girlfriend/boyfriend, mother/father, sister/brother, or daughter/son were present? –Would I mind if a reporter wanted to write about what I was saying or doing? –If I ask someone for a date, and the answer is no, do I keep asking? –If someone asks me to stop a particular behavior, do I get angry and do more of the same behavior instead of apologizing and stopping? –Do I tell jokes or make funny remarks involving the opposite sex and/or sexuality? If the answer to any of these questions is yes, the chances of the behavior being considered sexual harassment are very high. Because such behavior is likely to be a high risk, if you have to ask, it is probably better not to do it.

37.  The second form of sexual harassment is much less common and much more serious.  Quid Pro Quo is a Latin term which means “something for something” or “this for that”  In essence it is the promise of employment or job advancement in exchange for sexual favors or it is the denial of employment or the withholding of job advancement or other job benefits unless sexual favors are provided

38.  The other form of sexual harassment is much less common and much more serious  Quid Pro Quo is a Latin term which means “something for something” or “this for that”  In essence it is the promise of employment or job advancement in exchange for sexual favors or it is the denial of employment or the withholding of job advancement or other job benefits unless sexual favors are provided  If you are subjected to this type of harassment report it to the Assistant Superintendent for Human Resources and Quality Learning immediately

39.  A manager tells her employee that she will give him a raise if he goes on a date with her.  A teacher‘s assistant tells a student he will score the student higher on a test if she will kiss him.

40.  Sex-based harassment:  This is also a less common form of harassment in which the harassment does not involve sexual activity and/or language. Nonetheless, the behavior could rise to a policy violation if it is sufficiently patterned or pervasive and directed at employees because of their gender.  An example would be that a female professor tells sexist jokes during class on a regular basis as a teaching method.

41.  Same Sex Harassment:  This is also a less common form of harassment which does not involve sexual activity and/or language. It involves sexual harassment between individuals of the same gender.  An example of same sex harassment would be a male supervisor promotes a male candidate over a female candidate solely based on her gender despite the female having more experience and qualifications.

42.  ACSD does not retaliate against any individual for filing or encouraging one to file a complaint of discrimination, participating in an investigation of discrimination or opposing discrimination.  ACSD does not tolerate coercion, intimidation, threats or interference in the exercise of another employee’s rights or encouragement of someone else’s exercise of rights.

43.  In closing:  Everyone has the right to attend work and perform their job assignments in an environment free from harassment.

44.  In closing:  Everyone has the right to attend work and perform their job assignments in an environment free from harassment.  No form of sexual harassment is tolerated at ACSD.

45.  In closing:  Everyone has the right to attend work and perform their job assignments in an environment free from harassment.  No form of sexual harassment is tolerated at ACSD.  Make sure you are not behaving in a manner which may be construed as offensive to others.

46.  In closing:  Everyone has the right to attend work and perform their job assignments in an environment free from harassment.  No form of sexual harassment is tolerated at ACSD.  Make sure you are not behaving in a manner which may be construed as offensive to others.  If someone speaks to you about your behavior then listen to them and stop whatever it is that you are doing.

47.  In closing:  Everyone has the right to attend work and perform their job assignments in an environment free from harassment.  Make sure you are not behaving in a manner which may be construed as offensive to others.  If someone speaks to you about your behavior then listen to them and stop whatever it is that you are doing.  If you are subjected to behavior which is offensive to you then either speak to the person or report the behavior to your supervisor or the Assistant Superintendent.