| Sexual Harassment - Title IX |
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| Sexual Harassment Policy |
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Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
*The victim as well as the harasser may be a woman or a man. The victim does
not have to be of the opposite sex.
*The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
*The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
*Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
*The harasser's conduct must be unwelcome.
*It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.
Sexual harassment will not be tolerated. Violation of the Rockford School District’s policy on sexual harassment (Board Policy 5.20) will result in discipline or discharge.
Employees should report claims of sexual harassment to the Nondiscrimination Coordinators or Complaint Managers in the Human Resources Department. The Uniform Grievance Procedure (Board Policy 2.260) may also be used to report sexual harassment concerns. There are no express time limits for initiating complaints and grievances. However, every effort should be made to file such complaints as soon as possible, while facts are known and potential witnesses are available.
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