Sexual Harassment Policy
See below for the Baton Rouge North Economic Development District (BRNEDD) Sexual Harassment Policy:
Sexual harassment is a violation of the law and against the policy of (BRNEDD). It will not be tolerated.
Recognizing Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
Some examples of conduct that may, alone or in cumulative effect, be sexual harassment include:
Recognizing Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
- b. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
- c. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Some examples of conduct that may, alone or in cumulative effect, be sexual harassment include:
Management Responsibility: Sexual harassment undermines employee morale, interferes with productivity, and causes hostility between employees. BRNEDD strongly disapproves of sexual harassment and will take appropriate action to end sexual harassment and to prevent a recurrence of any such misconduct. Whether or not a particular incident is the result of a social relationship without sexual harassment requires complete factual investigation. Given the nature of this type of discrimination, BRNEDD recognizes that false accusations of sexual harassment can have serious effects on innocent individuals. BRNEDD trusts that all employees will act responsibly in reporting sexual harassment.
Procedure for Making a Complaint: An employee who believes he or she has been the subject of sexual harassment should report the alleged act immediately, or as soon as possible, to either of the following: (a) Executive Director; or (b) Board Chairman. It is not necessary for an employee to complain first to the offending person or the employee’s immediate supervisor to report sexual harassment.
Investigation: BRNEDD will investigate each charge of sexual harassment by gathering information in as confidential a manner as possible from all concerned. BRNEDD will not retaliate against any employee who reports alleged sexual harassment or cooperates with any investigation. BRNEDD may consult with its attorneys in order to determine whether any conduct found to have occurred constitutes sexual harassment. If sexual harassment is found to have occurred, BRNEDD will take prompt remedial action to end the harassment. In addition, BRNEDD may make subsequent inquiries, from time to time, to ensure that any such harassment has not resumed and that the subject of any such harassment has not suffered any retaliation.
Discipline: Any employee found by BRNEDD to have sexually harassed another employee will be subject to appropriate discipline, up to and including termination.
Retaliation is Prohibited: BRNEDD absolutely forbids reprisals or retaliation against any employee for reporting a violation of this policy, for opposing a violation of this policy, or for participating in an investigation of sexual harassment. Any employee who believes he/she has been the subject of retaliation should report it immediately, or as soon as possible, to the Board Chairman. If for any reason the employee does not wish to report the matter to the Board Chairman, or if the employee is dissatisfied with the response of the Board Chairman, then the employee should report their complaint of retaliation immediately or as soon as possible to the Executive Director.
Procedure for Making a Complaint: An employee who believes he or she has been the subject of sexual harassment should report the alleged act immediately, or as soon as possible, to either of the following: (a) Executive Director; or (b) Board Chairman. It is not necessary for an employee to complain first to the offending person or the employee’s immediate supervisor to report sexual harassment.
Investigation: BRNEDD will investigate each charge of sexual harassment by gathering information in as confidential a manner as possible from all concerned. BRNEDD will not retaliate against any employee who reports alleged sexual harassment or cooperates with any investigation. BRNEDD may consult with its attorneys in order to determine whether any conduct found to have occurred constitutes sexual harassment. If sexual harassment is found to have occurred, BRNEDD will take prompt remedial action to end the harassment. In addition, BRNEDD may make subsequent inquiries, from time to time, to ensure that any such harassment has not resumed and that the subject of any such harassment has not suffered any retaliation.
Discipline: Any employee found by BRNEDD to have sexually harassed another employee will be subject to appropriate discipline, up to and including termination.
Retaliation is Prohibited: BRNEDD absolutely forbids reprisals or retaliation against any employee for reporting a violation of this policy, for opposing a violation of this policy, or for participating in an investigation of sexual harassment. Any employee who believes he/she has been the subject of retaliation should report it immediately, or as soon as possible, to the Board Chairman. If for any reason the employee does not wish to report the matter to the Board Chairman, or if the employee is dissatisfied with the response of the Board Chairman, then the employee should report their complaint of retaliation immediately or as soon as possible to the Executive Director.
