Non-Retaliation

PROTECTION AGAINST RETALIATION

Any form of retaliation against an individual who makes a bonafide complaint of harassment, for assisting in a complaint investigation, for providing information in a complaint investigation, or for making any determination necessary under this policy is prohibited. Retaliation is a serious violation of this policy, and any individual found to have retaliated against another person in violation of this policy will be subject to discipline, up to and including termination of employment. Staff should report any retaliatory conduct immediately to Human Resources.

OTHER STAFF RIGHTS

Nothing in this policy is intended to diminish or discourage a staff member who has experienced workplace harassment or discrimination, or sexual assault from talking about or disclosing his/her/their experience.

If a staff member who has been aggrieved by workplace harassment, discrimination or sexual assault wants to enter into a settlement, separation or severance agreement with the school, the staff member should contact Human Resources. The staff member’s request to enter into such an agreement must be in writing (email or text is acceptable). If the school and the staff member reach an agreement, the staff member will have seven days to revoke the agreement after signing it. The school may not require a staff member to enter into a nondisclosure agreement (which would prohibit the staff member from discussing or communicating about his/her/their experiences in the workplace or the terms of the agreement) or a non-disparagement agreement (which would prohibit the staff member from speaking poorly about the School or making comments that would lower the School in rank or reputation). If, however, a staff member initiates the request for the agreement, nondisclosure and non-disparagement are terms that may be agreed upon. Under such circumstances, the staff member will have seven days to revoke the agreement after signing it.

FALSE ACCUSATIONS OF MISCONDUCT

False and malicious complaints of harassment, as opposed to complaints which are brought in good faith, will result in appropriate discipline, up to and including termination.

AUTHORITY AND RESPONSIBILITY

If a manager learns that a staff member is suffering potentially harassing behavior, the manager must act expediently to ensure that the harassing behavior is investigated, and if necessary, promptly stopped. All managers are responsible for preventing employees from being subjected to harassment, and for reporting any complaint or incident of harassment to Human Resources immediately and at the very least within twenty-four (24) hours using the above outlined procedures.