EQUAL EMPLOYMENT OPPORTUNITY AND UNLAWFUL HARASSMENT - REGULATION
Douglas County School District (DCSD) is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, race, sex, color, religion, creed, national origin, ancestry, disability, genetic information, marital status, military status, pregnancy, sexual orientation, or any other status protected by federal, state or local law. This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating hostile or offensive work environment. This policy applies to all employees, including supervisors, co-workers, and non-employees such as students, customers, clients, vendors, consultants, volunteers, etc.
Disability and Religious Accommodation
DCSD will make reasonable accommodation for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship to DCSD or cause a direct threat to health or safety. Employees seeking disability accommodation click here.
DCSD strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and 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 is used as the basis for decisions affecting an individual’s employment.
- Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:
- Written form, such as cartoons, posters, calendars, notes, letters, e-mails.
- Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
- Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.
Any employee who believes there has been a violation of the EEO policy or harassment based on the protected classes listed above, including sexual harassment, must make a report immediately using the complaint procedure described within this section. DCSD expects employees to make a timely complaint to enable DCSD to promptly investigate and correct any behavior that may be in violation of this policy.
Depending on the circumstances of the incident, you can report the incident to one of the following persons: your immediate supervisor, next level supervisor, or a Human Resources Director. Your complaint will be kept as confidential as practicable.
DCSD prohibits retaliation against any employee for filing a complaint under this policy or for assisting in a complaint investigation. If you believe there has been a violation of our EEO or retaliation standard, please follow the complaint procedure outlined above.
DCSD will respond to every complaint of discrimination or harassment reported. If DCSD determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment.
Adopted: April 21, 2016