A. Statement of Philosophy.

The School is proud of its tradition of providing all of its employees with a congenial work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere which promotes equal opportunities for all employees and prohibits discriminatory practices, including sexual harassment. At School, sexual harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated.

The behaviour described above is unacceptable in the workplace itself and in other work related settings such as on business trips and business related events.

B. Nondiscrimination.

1. The Board is committed to a policy of nondiscrimination in relation to race, color, religion, sex, age, national origin, and handicap. This, however, does not permit or accommodate sexual orientations that are not heterosexual. This policy will prevail in all matters concerning staff members, students, the public, educational programs and services, and individuals with whom the Board does business.

2. Compliance Officer. The Principal shall be the compliance officer. Any person who feels unlawfully discriminated against or to have been the victim

of unlawful discrimination by an agent or employee of the School or who knows of such discrimination against another person should file a complaint

with the Principal . If the Principal is the one alleged to have unlawfully discriminated, the complaint shall be filed with the Chairman of the Board.

3. Complaint Procedure. The School is committed to investigating each complaint and to taking appropriate action on all confirmed violations of

policy. The Principal or designee, shall investigate and document complaints filed pursuant to this policy as soon as reasonable. In investigating the complaint, the Principal will maintain confidentiality to the extent reasonably possible. The Principal, or designee, shall also investigate incidents of policy violation that are raised by the Board, even though no complaint has been made.

If after the initial investigation the Principal has reason to believe that a violation of policy has occurred, the Principal shall determine whether to hold an administrative hearing and/or to recommend bringing the matter before the Board.

If there is reason to believe that the Principal has violated policy, the complaint shall be made to the Chairman of the Board.