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Policy Number: 01.007 Policy Title: Equal Employment Opportunity and Anti-Harassment Policy Policy Type: Board Policy Governing Body: Board of Trustees Date of Current Revision or Creation: May 22, 2010 Equal Employment Opportunity and Anti-Harassment Policy Antioch College Corporation (the “College”) is committed to providing a work environment that is free of discrimination and harassment. The College is also committed to the policy of equal opportunity in employment. I.
EQUAL
EMPLOYMENT
OPPORTUNITY
a.
It
is
our
policy
to
recruit
and
employ
qualified
persons
on
the
basis
of
merit
without
regard
to
race,
color,
religion,
national
origin,
sex,
age,
ancestry,
marital
status,
sexual
orientation,
disability,
military
or
veteran
status,
or
any
protected
class
as
set
forth
under
applicable
state
and
federal
civil
rights
law.
Employment
decision
will
be
based
on
the
individual’s
qualifications
to
perform
the
job.
This
policy
of
nondiscrimination
applies
to
employment,
training,
compensation,
promotion,
transfer,
social
and
recreational
programs,
and
all
other
conditions
of
employment.
Additionally,
the
College’s
policy
is
to:
i.
Follow
personnel
procedures
that
will
ensure
equal
opportunity
for
all
people
without
regard
to
race,
color,
religion,
national
origin,
sex,
age,
ancestry,
marital
status,
sexual
orientation,
disability,
military
or
veteran
status,
or
any
other
protected
class.
ii.
Make
reasonable
accommodations
wherever
necessary
for
all
employees
or
applicants
with
disabilities,
provided
that
the
individual
is
otherwise
qualified
to
perform
the
major
functions
of
the
job.
iii.
Thoroughly
investigate
instances
of
alleged
discrimination
and
take
corrective
action
if
warranted.
b.
Any
employee
who
has
any
questions
regarding
the
College’s
equal
opportunity
policy
or
who
believes
he
or
she
has
in
any
way
been
discriminated
against
should
contact
his
or
her
immediate
supervisor
immediately.
If
the
employee
cannot
discuss
the
matter
with
his
or
her
immediate
supervisor
for
any
reason,
then
the
employee
should
contact
the
next
highest
or
another
level
of
management,
including
an
appropriate
Board
committee
or
Board
member.
II.
SEXUAL
HARASSMENT
a.
Sexual
harassment
infringes
on
an
employee’s
right
to
a
comfortable
work
environment,
and
is
a
form
of
misconduct
that
undermines
that
integrity
of
the
employment
relationship.
No
employee-‐
male
or
female-‐
should
be
subjected
to
unsolicited
and
unwelcome
sexual
overtures
or
conduct,
either
verbal
or
physical,
by
anyone
connected
with
the
College
whether
a
supervisor,
coworker,
student
or
vendor.
b.
Sexual
harassment
refers
to
conduct
which
is
offensive
to
the
individual,
which
harms
morale,
or
which
interferes
with
the
effectiveness
of
our
business
an
intimidating,
hostile
or
offensive
working
environment.
c.
Sexual
harassment
is
prohibited.
Instances
of
sexual
harassment
may
occur
when
an
employee
who
is
in
a
position
to
control
or
affect
another
employee’s
job
uses
that
power
or
authority
to
cause
the
employee
to
submit
to
sexual
activity
or
to
feel
that
he
or
she
will
be
punished
for
refusing
to
submit
to
such
conduct.
Repeated
offensive
sexual
flirtations,
advances,
or
propositions;
continued
or
repeated
verbal
abuse
of
a
sexual
nature;
explicit
or
degrading
verbal
comments
about
another
individual
or
his
or
her
appearance;
the
display
of
sexually
suggestive
pictures
or
objects;
or
any
offensive
or
abusive
physical
contact
are
examples
of
prohibited
conduct.
d.
The
College
encourages
any
employee
who
believes
that
he
or
she
is
being
sexually
harassed
at
work
to
immediately
take
action.
The
employee
should
consider
confronting
the
person
whose
actions
are
offensive,
letting
that
person
know
that
his
or
her
behavior
is
offensive
and
that
the
behavior
must
cease.
e.
If
an
employee
is
uncomfortable
with
this
course
of
action
or
if
he
or
she
is
unable
to
eliminate
the
offensive
behavior,
the
employee
should
report
the
conduct
immediately
to
his
or
her
immediate
supervisor.
If
the
employee
would
be
uncomfortable
or
otherwise
reluctant
to
report
the
conduct
to
his
or
her
immediate
supervisor,
then
the
employee
should
report
the
conduct
immediately
to
the
next
highest
or
another
level
of
management,
including
to
an
appropriate
Board
committee
or
Board
member.
Employees
who
bring
their
legitimate
concerns
to
the
attention
of
the
College
will
not
be
retaliated
against
for
reporting
offensive
conduct.
f.
To
prepared
for
the
meeting
with
the
immediate
supervisor,
the
next
highest
or
another
level
of
management,
including
to
an
appropriate
Board
committee
or
Board
member,
as
the
case
may
be,
an
employee
should
organize
his
or
her
thoughts
about
the
offensive
incident(s)
and
be
prepared
to
(i)
describe
the
incident,
giving
the
date
and
time
if
possible;
(ii)
identify
(iii)
discuss
what
the
employee
believes
will
be
a
comfortable
way
of
proceeding
or
a
satisfactory
resolution.
g.
A
thorough
and
impartial
investigation
or
all
complaints
will
be
conducted
in
as
confidential
a
manner
as
possible.
To
help
ensure
that
investigations
of
sexual
harassment
are
handled
as
confidentially
as
possible,
all
individuals
involved
are
expected
to
maintain
confidentially
during
the
investigation.
h.
In
certain
cases,
the
employee
will
be
given
suggestions
to
effectively
discourage
the
offender.
Other
cases
may
require
the
intervention
of
the
College.
Immediate
disciplinary
action
may
be
taken
against
an
employee
engaging
in
sexual
harassment.
Such
action
may
include,
depending
on
the
circumstances,
a
warning,
suspension,
demotion
or
discharge.
i.
While
the
College
will
consider
the
wishes
of
the
victim
or
complaining
party
in
resolving
a
complaint
of
sexual
harassment,
it
reserve
the
right
to
take
whatever
action
it
deems
necessary
to
ensure
a
workplace
free
of
future
sexually
harassing
conduct.
In
each
case,
the
College
will
endeavor
to
resolve
the
situation
in
a
timely
yet
professional
manner.
III.
WORKPLACE
HARASSMENT
AND
DISCRIMINATION
The
College
is
likewise
committed
to
treating
all
employees
equally
without
regard
to
race,
color,
religion,
national
origin,
sex,
age,
ancestry,
marital
status,
sexual
orientation,
disability,
military
or
veteran
status.
Consequently,
harassment
or
discrimination
of
any
employee
due
to
his
or
her
race,
color,
religion,
national
origin,
sex,
age,
ancestry,
marital
status,
sexual
orientation,
disability,
military
or
veteran
status
is
also
a
violation
of
this
policy
and
will
not
be
tolerated.
Engaging
in
such
harassing
or
discriminatory
behavior
will
subject
the
harasser
to
disciplinary
action
up
to
and
including
discharge.
Any
employee
who
believes
he
or
she
is
being
subjected
to
any
form
of
workplace
harassment
or
discrimination
should
follow
the
procedure
outline
in
Section
II
above
to
bring
the
matter
to
the
attention
of
the
College.
This
Policy
was
approved
by
the
Board
of
Trustees
of
the
College
on
May
22,
2010
By:
Print
name:
Pavel
Curtis
Title:
Secretary
