14.1 RDVIC will not tolerate sexual harassment of its staff or clients. This means that the following behaviors are grounds for disciplinary action, including termination:
• unwelcome sexual advances • requests for sexual acts or favors
• insulting or degrading sexual remarks or conduct directed against another staff
• threats. demands or suggestions that a staff member's work is contingent upon toleration of or acquiescence to sexual advances
• any other unwelcome statements or actions based on sex that are sufficiently severe or pervasive so as to unreasonably interfere with an individual's work performance, or create an intimidating, hostile or offensive working environment.
14.2 Any person who has a complaint of sexual harassment against a co-worker. a vendor or a person we serve should bring the problems to the attention of the Director or Board of Directors.
14.3 Complaints of sexual harassment will be investigated by the Director or the Personnel Committee as promptly as possible. The allegations of the complaint and the identity of the persons involved shall remain confidential in order to conduct a full and impartial investigation, remedy violations. monitor compliance and administer the policy. If the complaint is against the Director. the Personnel Committee will investigate and respond. ·
14.4 The investigation will include. but will not be limited to, discussion with both parties and witnesses. Where appropriate, a report shall be forwarded to the Personnel Committee with recommendations concerning remedial action, if necessary. The Personnel Committee wilt review the recommendation. determine the corrective action, if any, and notify the Board of Directors for a final decision.
