AC-R-2 – Sexual Discrimination and Harassment

Sexual harassment is recognized as a form of sex discrimination and thus a violation of the laws which prohibit sex discrimination. A learning and working environment that is free from sexual harassment shall be maintained. It shall be a violation of policy for any member of the District staff to harass another staff member or students through conduct or communications of a sexual nature.  All staff members of the District are charged with the duty of responsible implementation of this policy. The following definition shall apply as sexual harassment. Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature may constitute sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or educational development.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual.
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work or educational performance or creating an intimidating, hostile or offensive working or educational environment.

Sexual harassment as defined above may include but is not limited to:

1. Sex-oriented verbal "kidding" abuse or harassment
2. Pressure for sexual activity
3. Repeated remarks to a person with sexual or demeaning implications
4. Unwelcome touching, such as patting, pinching or constant brushing against another's body
5. Suggesting or demanding sexual involvement, accompanied by implied or explicit threats concerning one's grades, employment status or similar personal concerns

Staff members who believe they have been subject to sexual harassment should report the incident to their supervisor or building principal who will inform the Assistant Superintendent of Human Resources through use of the accompanying grievance procedure. If the alleged harasser is the immediate supervisor or principal, with whom a grievance routinely would be filed, the staff member may file the grievance with the Assistant Superintendent of Human Resources who will appoint a grievance officer for appropriate investigation and action. All matters involving sexual harassment complaints shall remain confidential to the extent possible. Filing of a grievance or otherwise reporting sexual harassment shall not reflect upon the individual's status or affect future employment or work assignments. Notice of this policy shall be circulated to all District schools and departments and incorporated in employee handbooks.

Legal References:	Title VII of the Civil Rights Act of 1964 - 42 U.S.C. § 2000(e) et seq.
	Title IX of the Education Amendments of 1972 - 20 U.S.C. § 1681 et seq.
	C.R.S. § 24-34-401 et seq. (Employment Practices)