Service to School (the “Company”) is committed to providing and maintaining a workplace that is free of sexual harassment and any form of harassment based upon a legally protected characteristic. Sexual harassment in the workplace is a violation of the Company’s policy and is unlawful. This policy applies to all employees, volunteers, ambassadors, or service providers otherwise applicable (collectively, the “Individuals”) at all levels of the Company.
Prohibited sexual harassment includes harassment of a person of the same or opposite gender, including unwanted sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature that has the purpose or effect of unreasonably interfering with an Individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive working environment. In addition, no Individual, male or female, may sexually harass any other Individual by making submission to or rejection of sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature either explicitly or implicitly a term or condition of employment, a basis for employment decision, or continued service as a volunteer or ambassador or similar relationship to include those of an independent contractor nature.
The Company strives to provide a work environment with a professional atmosphere where all Individuals can work together comfortably and productively. We prohibit and do not tolerate harassment that is motivated by gender, pregnancy, age, color, race, national origin, ancestry, marital status, religion, physical or mental disability, sexual orientation, veteran status, or any other legally protected characteristic. Prohibited harassment takes many forms, including but not limited to, epithets, slurs, derogatory comments or jokes, intimidation, negative stereotyping or characterization to include caricatures in any form, threats, assault, and offensive written or graphic materials. This policy protects not only employees but also volunteers, ambassadors, directors, contractors and any other class of person substantially similar to a defined Individual as well as customers and beneficiaries against unlawful harassment on the Company’s premises, and beyond to any place in which the Company conducts its business. As part of its commitment to maintain a workplace in which all Individuals may thrive, the Company provides periodic training on how to avoid or eliminate harassment.
An Individual who engages in sexual harassment is subject to disciplinary action, up to and including termination of relationship with the Company. It is also a violation of Company policy and it is unlawful to retaliate against any Individual for making or filing a complaint of harassment either internally or with a government agency, for opposing harassment, for cooperating in an internal or governmental investigation of a complaint of harassment, or for participating in a hearing or other proceeding related to a claim of harassment. Any such retaliation will also result in disciplinary action, up to and including termination of relationship with the Company.
The following are examples of sexual harassment:
- An Individual refuses to have romantic relationship with a supervisor and, in retaliation, the supervisor terminates the Individual’s relationship with the Company.
- An Individual engages in a pattern of unwelcome sexual language or conduct that is sufficiently severe or pervasive that it interferes with the job performance of co-workers.
It is important to note that, while intended to further the Company’s goal of providing a workplace that is free of sexual harassment, this policy does not limit the Company’s authority to discipline or take remedial action for workplace conduct that we regard as unacceptable, regardless of whether that conduct meets the legal definition of sexual harassment.
To determine if particular language or conduct is subject to disciplinary action under this policy, the Company will evaluate all facts and circumstances on a case by case basis. The following are some additional examples of conduct that all Individuals conducting business for and/or behalf of the Company are cautioned to avoid. Such conduct may violate the Company’s policy against sexual harassment, whether or not it constitutes sexual harassment under the law. This is not an exhaustive list.
- Unwanted sexual advances
- Offering employment benefits in exchange for sexual favors
- Actual or threatened retaliation
- Leering; making sexual gestures; or displaying sexually suggestive objects, pictures, cartoons, or posters
- Making or using derogatory comments, epithets, slurs, or jokes
- Sexual comments including graphic comments about an individual’s body; sexually degrading words used to describe an individual; or suggestive or obscene letters, notes, or invitations
- Physical touching or assault, as well as impeding or blocking movements
The Company takes allegations of sexual and other harassment seriously and will respond promptly to complaints of harassment. When the Company determines that harassment has occurred, it will act promptly to eliminate the harassment and impose such corrective action as it determines necessary.
Therefore, if an Individual believes that s/he has been subjected to sexual or other harassment, whether by a supervisor, a co-worker or any other person with whom the Individual comes in contact in connection with his/her work for the Company, the Individual should report the incident immediately to the Executive Director or Legal Counsel.
The following is an outline of the procedure that is pursued once a complaint has been brought to the attention of the Company:
- The Executive Director, or Legal Counsel or outside investigator as impartiality may dictate, will conduct a prompt investigation of the complaint. That investigation may include (but will not necessarily be limited to) interviews with the Individual who made the complaint, with the person or persons against whom the complaint was made, and with other persons who may have knowledge about the reported incident or incidents.
- Upon completion of the investigation, the investigating party will meet individually with the Individual who made the complaint and the person or persons against whom the complaint was made to report the results of the investigation and to inform the parties of any steps that will be taken to correct the situation.
The Company makes every effort to restrict information arising out of a complaint or investigation of sexual harassment on a need-to-know basis. Individuals should be aware, however, that information must be shared with appropriate parties in order for an effective investigation to be conducted.
An Individual who believes that s/he has been subjected to sexual harassment may also file a complaint with these government agencies:
United States Equal Employment Opportunity Commission
350 The Embarcadero, Suite 500, San Francisco, CA 94105-1260
Phone: 1-800-669-4000 Fax: 415-625-5609
Department of Fair Employment and Housing San Francisco District Office
121 Spear Street, Suite 430, San Francisco, CA 94105
Phone: (415) 904-2303; Toll-free: (800) 884-1684; Fax: (415) 904-2310
A complaint must be filed with the California Department of Fair Employment and Housing within one year from the act of harassment.