2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 86
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Sexual comments or sexual jokes;
Requests for sexual favors used as a condition of employment affecting any personnel
decision such as hiring, promotion, or compensation.
Legally, employers and employees may be liable for acts of harassment/discriminatory conduct
whether committed by supervisors or fellow employees. The school may be liable for acts of
harassment/discriminatory conduct committed by one employee against another, regardless of
whether there exists a supervisory relationship.
An employee can be held individually liable as a harasser and subject to the same penalties which
may be imposed upon employers under Title VII of the Civil Rights Act.
The school shall prohibit any form of harassment by employees, co-workers, and supervisors, and
will view such actions very seriously. Harassment and other unacceptable activities that could
become a condition of employment or a basis for personnel decisions, or which create a hostile
environment are prohibited. Any employee who engages in such harassment/discriminatory
conduct is subject to immediate discipline, up to and including dismissal. Schools will not tolerate
any form of harassment/discriminatory conduct not only by employees, co-workers, and
supervisors, but also by third parties. All reports of such actions are taken very seriously.
It is the responsibility of the principal, teacher, and all staff to ensure that these prohibited
activities do not occur. An initial report of harassment/discriminatory conduct should be made to
the principal; however, if the report concerns the principal, or if an employee is dissatisfied with
the response from the administrator, one may also make a report to the Superintendent of Schools
and/or the Archdiocesan Director of Human Resources.
Any employee who feels that he/she has been subjected to harassment or intimidation may follow
the Informal or Formal Complaint Procedures.
Because of the private nature of most harassment incidents, and the emotional and moral
complexities surrounding such issues, every effort should be made to resolve problems on an
informal basis.
Informal Complaint Procedure
Any person who feels he/she has been subjected to harassment/discriminatory conduct should
contact the local supervisor of the person accused. If the problem cannot be resolved at the local
level or consultation is needed from the Archdiocese, the person should contact the Office of
Catholic Schools and the Director of Human Resources for the Archdiocese of Atlanta.
The duty to investigate a harassment/discriminatory conduct complaint is an immediate one. A
grievance must be received within fifteen (15) business days of the date on which the cause of the
grievance was known to the employee or could reasonably be expected to have been known. Upon
receipt of a report, a prompt and thorough investigation will ensue. Failure to investigate such a
complaint immediately can give rise to liability on the part of the employer.
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