SEXUAL HARRASSSMENT POLICY
The Chatsworth Township
Library opposes sexual harassment
in any form. Sexual harassment is
against Library policy and is a
violation of Title VII of the Civil
Rights Act of 1964 and the Illinois
Human Rights Act as amended in
1993. It is also unlawful to
retaliate against a person who has
lodged a sexuakl harassment
complaint.
Top
of page
A. WORK ENVIRONMENT
It is the policy of the
board that all employees have a
right to work in an environment free
of sexual harassment. Sexual
harassment in the workplace includes
unwelcome sexual advances, request
for sexual favors, and other verbal
or physical conduct of a sexual
nature when:
1.,
Submission to such conduct is made,
either explicitly or implicitly, a
term or condition of employment.
2. ,Submission
to or rejection of such conduct by
an individual is used as the basis
for employment decisions affecting
such individual or
3. Such
conduct has the purpose or effect of
substantially interfering with the
individual's work performance or
creating an intimidating, hostile,
or offensive work environment.
Any employee who believes
that e or she is being subjected to
sexual harassment is urged to
immediately report such conduct to
the Director in accordance with the
sexual harassment reporting
procedure.
Top
of page
B. LIBRARY EMPLOYEE/PATRON
RELATIONSHIP
The Board affirms its commitment to
ensuring an environment for all
patrons free of sexual harassment.
The Board views sexual harassment of
patrons by Library employees as an
abuse of authority and, such
harassment will not be tolerated.
Sexual harassment of a
patron by a Library employee means:
1. Any sexual
advance by an employee toward a
patron.
2. Any
request by an employee to a patron
for sexual favors.
3. Any
acceptance by an employee of a
sexual advance or request for sexual
favors from a patron.
4. Any
conduct of a sexual nature by an
employee directed toward a patron
when the patron's submission to or
rejection of such conduct is either
explicitly or implicitly a term or
condition of a patron's
participation in any library
sponsored activity or such conduct
has the purpose or effect on a
patron of reasonable sensibilities,
of creating an intimidating,
hostile, or offensive library
environment for the patron.
Any patron who suspects
that he/she has encountered sexual
harassment should report the
incident to the director or, if not
immediately available, to the
director as soon as possible. Any
employee who witnesses or has
knowledge of sexual harassment by a
Library employee against a patron
shall immediately report it to the
director or to the president of the
Board of Library Trustees.
Top
of page
C. EXAMPLES
Sexual harassment
prohibited by this policy includes
verbal, non-verbal, or physical
contact. The terms "intimidating,"
"hostile, or "offensive" as used
above include conduct which has the
effect of humiliation,
embarrassment, or discomfort.
Examples of verbal sexual
harassment include: explicit sexual
propositions, sexual
innuendo, suggestive comments, foul
or obscene language, insults of a
sexual nature, and humor or jokes
about sex or gender-specific traits.
Examples of non-verbal
sexual harassment include
suggestions or insulting sounds,
leering, whistling.
obscene gestures, display of foul or
obscene printed or visual material.
Examples of physical
sexual harassment include: sexual
touching, patting or pinching of a
sexual nature,
intentionally brushing the body,
coerced sexual intercourse and
sexual assault.
Top
of page
D DUTY TO REPORT SEXUAL HARASSMENT
BY PATRONS TO FELLOW PATRONS
All library employees have
the affirmative duty to report
incidents of sexual harassment
perpetrated by patrons upon fellow
patrons, whether witnessed firsthand
or reported to them. Such incidents
must be reported to the director or
to the president of the Library
Board of Trustees.
Top
of page
E. RETALIATION
It is a violation of this
policy to retaliate or to tale
reprisal in any way against anyone
who has articulated any concern
about sexual harassment or
discrimination against the person
raising the concern or against
another individual.
Top
of page
F. SEXUAL HARASSMENT REPORTING
PROCEDURE
The following procedure
shall be used by any patron or
employee who suspects that he or she
has been subjected to sexual
harassment.
Step 1:
A. Reporting by Patrons
Any patron who suspects that he or
she is the victim of sexual
harassment by a Library employee or
a fellow patron is to report it to
the director as soon as possible.
B. Reporting by Employees
A complaint by a Library employee
that sexual harassment has occurred
shall first be presented to either
the director or to the president of
the Board of Library Trustees.
Step 2;
If
the alleged perpetrator of sexual
harassment is a Library patron,
normal disciplinary procedures
should be followed. In all other
cases, the director shall meet with
the complainant within three days of
receiving the complaint to discuss
the allegations. If the complainant
chooses to have a representative,
then the director may also have a
representative; such meeting shall
be informal. The director shall
issue a written decision within five
days of the meeting.
Step 3
If
the complainant is not satisfied
with the director's decision, within
five days of the date of that
decision, an appeal may be taken to
the Board President or his/her
designee.
The appeal shall be in writing and
shall state the reasons for
appealing the director's decision.
Within five days of receiving the
appeal, the Board President (or
designee) shall meet with the
complainant, any representatives,
and the director to resolve the
matter. The Board President (or
designee) shall issue a written
decision within ten days of this
meeting. Any employee found to have
sexually harassed a patron or
another employee, or retaliated
against a patron or employee who
alleges sexual harassment will be
subject to discipline up to and
including full discharge.
Step 4
If
the complainant is not satisfied
with the Board President's (or
designee) decision, then within ten
days, an appeal of that decision may
be made to the entire Board of
Library Trustees. Such an appeal
shall be instituted by filing with
the Secretary of the Board a
statement setting forth the reasons
for the appeal. Within twenty days
of receiving the appeal, the Board
or a committee thereof shall meet
with the complainant, the director,
and any representatives to discuss
the allegations of harassment. The
hearing with the Board shall be
informal, however, the complainant
and the administration may present
evidence, call, and cross-examine
witnesses. The Board may ask
questions of the complainant, the
administration and any witnesses.
The rules of evidence shall not
apply, however, hearsay evidence
shall not be presented for proof of
any ultimate facts.
Within ten days after the hearing
the Board shall issue its written
decision.
All hearings shall be held in
private and at times convenient for
the parties. In the event that the
person designated to hear a
complaint is the alleged offender,
then the employee may immediately
move to the next step of the
procedure. At any step, the person
hearing the complaint may conduct or
direct such investigation as they
deem appropriate, including
obtaining a response from the
alleged offender. There shall be no
harassment or retaliation by any
person involved in the process for
any reason.
Top
of page
G. LEGAL RECOURSE, INVESTIGATIVE,
AND COMPLAINT PROCESS AVAILABLE
THROUGH THE ILLINOIS DEPARMENT OF
HUMAN RIGHTS AND HUMAN RIGHTS
COMMISSION
Any Library Patron or
employee may also use the legal
recourse, investigative, and
complaint process through the
Illinois Department of Human Rights
and Human Rights Commission. The
address and telephone number is:
Illinois Department of Human Rights
222 S College Room 101A
Springfield, IL 62700
1-217-785-62700
Top
of page
