Equal Employment Opportunity and Sexual Harassment

The Library District is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age over 40, race, sex, color, religion, national origin, disability, sexual orientation or any other applicable status protected by state or local law.

The Library District prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please follow the complaint procedure outlined below. The situation will be promptly investigated.

ADA Accommodation
The Library District will make reasonable accommodation for qualified individuals with known disabilities unless doing so would result in an undue hardship to the Library District. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training.

Unlawful EEO Harassment
The Library District strives to maintain a work environment free of unlawful harassment. In doing so, the Company prohibits unlawful harassment because of age over 40, race, sex, color, religion, national origin, disability, sexual orientation or any other legally protected status.

Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Actions based on an individual’s race, color, national origin, religion, disability, or any other legally protected characteristic will not be tolerated. Prohibited behavior includes but is not limited to the following:

  • Written form such as cartoons, e-mail, posters, drawings, or photographs.
  • Verbal conduct such as epithets, derogatory comments, slurs, or jokes.
  • Physical conduct such as assault, or blocking an individual’s movements.

This policy applies to all employees including directors, managers, supervisors, co-workers, and non-employees such as patrons, vendors, consultants, etc.

Sexual Harassment
Because sexual harassment raises issues that are to some extent unique in comparison to other harassment, the Library District believes it warrants separate emphasis.

The Library District 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-mail.
  • 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.

EEO/Harassment Complaint Procedure
If you believe there has been a violation of the EEO policy or harassment based on the protected classes outlined above, including sexual harassment, please use the following complaint procedure. The Library District expects employees to make a timely complaint to enable a prompt investigation and correct any behavior that may be in violation of this policy.

Report the incident to the Manager of Human Resources or the Director of Administrative Services who will investigate the matter and take corrective action. Your complaint will be kept as confidential as practicable. If you prefer not to go to either of these individuals with your complaint, you should report the incident to your supervisor.

If the Library District determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken against the offending employee, up to and including termination of employment.

ADOPTED 11/2001
REVISED 10/2007
REVIEWED 4/2015

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