Sexual harassment includes any uninvited sexual advances, touching, hugging, patting, pinching, requests for sexual favors, and other physical or verbal conducts of a sexual nature when (a) submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance; or (c) such advances, requests or conduct have the purpose or effect of creating an uncomfortable, intimidating, hostile, humiliating or sexually offensive work environment.
Administrators, department heads and supervisory personnel have a duty to maintain the workplace free of sexual harassment or intimidation. Administrators, department heads and supervisors must discuss this policy with subordinates. Any administrator, department head or supervisor who receives a report of, or has knowledge of conduct prohibited by this policy, is required to report the conduct or incident immediately to the Superintendent in writing and in duplicate.
The Narragansett Regional School District recognizes that the question of whether a particular action or incident is contrary to this policy or is a purely social, personal relationship without discriminatory employment intent or effect requires a determination based on all the facts related to the matter. The Narragansett Regional School District also recognizes that false accusations of sexual harassment can have a serious effect on an innocent person.
All employees are exptected, as a condition of their employment, to act responsibly in carrying out this policy and in establishing a pleasant working environment free of discrimination.
Any person violating this policy shall be subject to discipline, which may include discharge. The penalty should reflect the severity of the harassment. The penalties may include, but will not be limited to, any one or combination of the following: verbal admonition, written warning placed in the respondent's personnel file; (maintained for the duration of employment); probation, suspension without pay, demotion, removal from administrative duties within a department or dismissal. The Superintendent may also make appropriate recommendations, such as professional counseling.
For the aggrieved relief which reinstates and restores, as much as possible, may include measures such as the following: a different assignment, scheduling change, or temporary leave of absense as determined by the Superintendent.
Grievance Procedure
Any individual who wishes to file a complaint alleging sexual harassment in employment practices should use the following grievance procedure or the provision of work related programs, services and benefits by the Narragansett Regional School District.
The building administrator will investigate within one (1) working day all complaints and report them to the Superintendent. Within fifteen (15) working days of receipt of the complaint, the building administrator will respond in writing and duplicate to the complainant, and/or his or her representative the status of the ongoing investigation.
When the offender is the principal the report of the incident should be made to the Assistant Superintendent or the Superintendent and investigated within one (1) working day of the receipt of the complaint. Within fifteen (15) working days of receipt of the complaint the Assistant Superintendent or Superintendent will respond in writing and in duplicate to the complainant the status of the ongoing investigation.
The grievance should be in written form and in duplicate contain as much information as possible about the alleged sexual harassment (name, address, phone number, location, date and description of problem, etc.). The building administrator will interview the complainant within one (1) working day.
Other arrangements for submission of a grievance such as a personal interview with the Superintendent will be made available upon request. Grievances should be submitted by the grievant and/or their representative to the building administrator.
If the aggrieved is satisfied with the results of the investigation and administrative procedure, no further action should be necessary. However, formal legal procedures could be taken if necessary.
Alternate Grievance Procedure:
The following grievance procedure should be used by an individual who wishes to file a complain alleging sexual harassment in employment practices and policies or the provision of work related programs, services and benefits by the Narragansett Regional School District when the Superintendent of Schools is the offender:
