Non-Harassment
All forms of harassment are prohibited at the School. This rule applies to all School employees and students as well as School vendors and
agents.
Statement of Purpose: The Episcopal Academy endeavors to provide an environment for students, faculty, staff, and administration to work,
study, and play together productively, in a nurturing, supportive environment free from all forms of harassment. Rules of proper conduct
appear as early in our history as May 16, 1785, when the founding trustees approved the Laws Proper for the Regulation of the Seminary.
In all relationships, community members should be guided by a concern for each other's integrity and safety. The operating principle should
be the Golden Rule: "Do unto others as you would have them do unto you." Such concern demands sensitivity and a sense of responsibility.
Definition of Harassment: Harassment is defined as unsolicited, unwelcome, or unwanted conduct that because of its severity and/or
frequency creates an intimidating, hostile, or offensive environment demeaning to another person. It may involve verbal, visual, or physical
contact relating to matters of race, national origin, religion, age, sexual orientation, appearance or demeanor, sex, or disability that is
unwelcome. Some forms of harassment, in particular, sexual harassment, are deemed illegal under both state and federal law. General
harassment as well as illegal sexual harassment is covered by this policy.
The definition of sexual harassment in this policy is based on one developed by the Equal Employment Opportunity Commission. It is
behavior that a reasonable man or woman, girl or boy should not have to endure. Examples of such inappropriate conduct may include, but
are not limited to the following: An employee gives unwelcome hugs, kisses, massages, or makes other unwelcome physical contact with
another employee; an employee tells sexually offensive or degrading jokes or stories; an employee makes offensive gestures of a sexual
nature; an employee makes unwelcome comments about the appearance or anatomy of another; the workplace contains pictures of naked
or scantily clothed males or females, or sexually explicit pictures or text; an employee interferes with another's motion by blocking or
standing in an uncomfortably close proximity; an employee repeatedly asks another for a date after being turned down in a manner that
does not invite a future invitation; displaying, storing, or transmitting pornographic or sexually oriented materials using Episcopal's
equipment or facilities; and any type of sexual contact between an employee and a student. A series of incidents taken together can
constitute sexual harassment even if one of the incidents considered on its own would not be considered harassing.
Procedure for Reporting Alleged Sexual Harassment: If you feel you have been or are being, or have witnessed harassment, you may take
the following steps, depending on an assessment of all of the circumstances: (1) Instruct the individual engaging in the harassing behavior to
stop such behavior; (2) Consult the School chaplains for counseling and advice; (3) Make a report pursuant to the School’s Whistleblower
Policy; and/or (4) Report the matter directly to the Unit Head, Business Manager, or Head of School.
An employee violates this policy if the employee has cause to believe that sexual harassment of a student by either a student or other person
has taken place but does not report the information as provided by this policy. An employee who believes sexual harassment has occurred,
or is occurring, must report such conduct to the appropriate administrator (e.g., Unit Head, Business Manager, Head of School), who will
investigate the complaint.
Any employee who is accused of harassment and is the subject of an investigation initiated by a Unit Head, the Business Manager, or the
Head of School shall be advised of the nature of the allegations, may submit a written response, and shall be advised of the outcome of the
investigation when it is completed. Depending on the nature of the allegation and all available information, the Head of School will
determine the status of and conditions on the accused employee during the pendency of the investigation.
Procedure for Investigating Complaints: The appropriate Unit Head, Business Manager, or Head of School who receives the complaint will
arrange a prompt, thorough, impartial investigation, and will do so as confidentially as possible. All employees must cooperate fully in any
such investigation, including the accused employee.
Any employee found to have violated the School’s harassment policy will be subject to disciplinary action, including potential termination,
depending on the finding of the investigation and the decision of the Head of School. The final decision of the Head of School is not subject
to any appeal.
The School provides guidance and counseling in interpersonal relationships among its various community members. Episcopal will hold
periodic orientation meetings about this policy for new members of the School community (faculty, students, administration and staff) while
continuing to work with current members to keep the School as free from incidents of harassment as possible.
Whistleblower
The School requires trustees, officers, and employees to observe high standards of business and personal ethics in the conduct of their duties
and responsibilities. Employees and representatives of the School must practice honesty and integrity when fulfilling their responsibilities
and in complying with all applicable laws and regulations.
Reporting Responsibility: It is the responsibility of all trustees, officers, and employees to report violations or suspected violations in
accordance with this Whistleblower Policy. Trustees, officers, and employees should report complaints and concerns regarding accounting,
internal controls, auditing, legal and regulatory matters, as well as violations or suspected violations of Employee Handbook policy in
accordance with the Whistleblower Policy.
No Retaliation: This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within the
School prior to seeking resolution outside the School. The School will not discharge, demote, suspend, threaten, harass or otherwise take
any retaliatory action against any employee for reporting in good faith any violation or suspected violation, any complaint or concern
regarding any accounting, internal controls, auditing, legal or regulatory matters, or Employee Handbook policies. However, employees
involved in any improper conduct may be appropriately disciplined even if they report the improper conduct to the School, although the
School may consider this disclosure as a mitigating factor in any disciplinary decision.
It is a federal crime to retaliate against any person who provides information to law enforcement regarding the commission or possible
commission of any federal offense. Retaliation for reporting any violation of law, rule or regulation is prohibited. Any employee who
retaliates against someone who has reported in good faith a violation or suspected violation of any accounting, internal controls, auditing,
legal or regulatory matter, or Employee Handbook policy, is subject to discipline up to and including termination of employment.
Reporting Violations: The School encourages and facilitates an open door policy and suggests that employees share their questions,
concerns, suggestions, or complaints with someone who can address them properly. In most cases, an employee’s Unit Head or Department
Director is the best individual with whom to address a concern. However, employees who are not comfortable speaking with their Unit Head
or Department Director or are not satisfied with their Director’s response are encouraged to speak with the Business Manager or the Head
of School.
As an employee of The Episcopal Academy, I acknowledge that I have received, read and understand and will abide by
the policy against harassment, including sexual harassment, the Whistleblower Policy and the reporting procedures
set forth therein.
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