Sexual Harassment.
All individuals associated with this school, including but not necessarily limited to, the Board, the administration, the staff, and students, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when made by a member of the School staff to a student or to another staff member, or when made by a student to another student where:
- Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment or education; or
- Submission to or rejection of such conduct is used as a basis for employment or education decisions affecting such individual; or
- Such conduct has the purpose or effect of substantially interfering with an individual’s educational or work performance, or creating an intimidating, hostile, or offensive employment or education environment.
Sexual harassment may include, but is not limited to:
- Suggestive or obscene letters, notes, invitations, derogatory comments, slurs, jokes, epithets, assault, touching, impeding or blocking movement, leering, gestures, or display of sexually suggestive objects, pictures, or cartoons.
- Continuing to express sexual interest after being informed that the interest is unwelcome. (Reciprocal attraction between peers is not considered sexual harassment.)
- Implying or withholding support for an appointment, promotion, or change of assignment; suggesting that a poor performance report will be prepared; suggesting that probation will be failed; implying or actually withholding grades earned or deserved; or suggesting that a scholarship recommendation or college application will be denied.
- Coercive sexual behavior used to control, influence, or affect the career, salary, and/or work environment of another employee; or engaging in coercive sexual behaviour to control, influence, or affect the educational opportunities, grades, and/or learning environment of a student.
- Offering or granting favors or educational or employment benefits, such as grades or promotions, favorable performance evaluations, favorable assignments, favorable duties or shifts, recommendations, reclassifications, etc., in exchange for sexual favours.
Anyone who is subject to sexual harassment, or who knows of the occurrence of such conduct, should inform the compliance officer.
A substantiated charge against a staff member in the School shall subject such staff member to disciplinary action, which may include suspension or termination.
A substantiated charge against a student in the School shall subject that student to disciplinary action, which may include suspension or expulsion.
All matters involving sexual harassment complaints will remain confidential to the extent possible.
Compliance Officer.
The Principal shall be the compliance officer. Any person who feels sexually harassed or otherwise unlawfully discriminated against or to have been the victim of sexual harassment or otherwise unlawful discrimination by an agent, employee or student of the School or who knows of such sexual harassment or discrimination against another person should file a complaint with the Principal. If the Principal is the one alleged to have unlawfully sexually harassed or discriminated, the complaint shall be filed with the Chairman of the Board.
Complaint Procedure.
The School is committed to investigating such complaint and to taking appropriate action on all confirmed violations of policy. The Principal shall investigate and document complaints filed pursuant to this regulation as soon as reasonable. In investigating the complaint, the Principal will maintain confidentiality to the extent reasonably possible. The Principal 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 President of the Board.