Appendix D - Sexual Discrimination & Harassment Policy
Adopted January 12 and 21, 1993
Athens-Clarke and Athens Regional Library Boards
Prohibited Discrimination and Harassment Policy
The Athens Regional Library System does not and will not tolerate discrimination or harassment of employees in the workplace. No employee shall be subject to unlawful discrimination or harassment based on race, color, sex, religion, national origin, citizenship, age, or disability.
The Prohibited Discrimination and Harassment Policy provides for the appointment of the Administrative Assistant who will be charged with the responsibility of carrying out the provisions set forth in the policy and who will receive additional training to perform in this capacity.
The role of the Administrative Assistant is to be a neutral, confidential face-finder whose basic responsibilities include hearing the complaint, conducting the inquiry, compiling the facts, attempting informal resolution if appropriate, and making a recommendation to the Library Director.
Procedures for Filing a Complaint:
- The Library’s Administrative Assistant must be notified immediately of all harassment complaints.
- The complainant shall contact the Assistant to discuss a complaint of alleged discrimination or harassment. The Grievance Policy and procedures of the Library will be followed.
- The Assistant will document the case, gather additional information as necessary, and will suggest recommendations for addressing the complaint.
- The Library Director will determine the appropriate action to take including disciplinary action if warranted. Any and all actions will be included in the formal record.
- The Administrative Assistant shall disclose to the complainant finds of the inquiry. The Library Director shall disclose to the alleged violator the results of the inquiry and any disciplinary action to be taken. The Library Director will provide information regarding action taken to the Library Board.
- Any party involved in the inquiry may appeal first to the Library Director and secondly to the Library Board.
- All information obtained in the fact-finding inquiry shall be held in the strictest confidence by the parties involved. All interviewees, including the complainant and the alleged violator, shall be expected to maintain confidentiality, as so far as possible.
Policy based on Athens-Clarke County Government Ordinance.
Legal Definition of Sexual Harassment
(EEOC Sexual Harassment Guidelines of 1980)
Harassment on the basis of sex is a violation of Title VII. “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when”
- Submission to the verbal or physical harassment is made either explicitly or implicitly a term or condition of an individual’s employment.
- Submission to or rejection of the verbal or physical harassment is used as the basis for employment decisions affecting such an individual (promotion, salary, job assignment, hours, vacation).
- The verbal or physical harassment has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.