Harassment Policy for Employees

Effective Date:  October 15, 2014

Policy:  It is the policy of the Cape Vincent Community Library to provide and maintain a work place environment free from discrimination based on gender, race, color, religion, national origin, age, disability and any other class protected by law. Harassment based on these characteristics is a form of unlawful discrimination when submission to or rejection of this conduct affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

Harassment based on gender is defined as unwelcome sexual advances and other offensive verbal or physical conduct of a sexual nature. Other unlawful harassment is defined as verbal or physical conduct that is offensive to or shows hostility or aversion toward an individual because of race, color, religion, national origin, age or disability.

Harassment in any form is prohibited and will not be tolerated. Employees who engage in unlawful harassment are subject to discipline up to and including discharge.

Employees who believe they have been subjected to unlawful harassment have the right to file a written complaint with the Library Director and Board President. The Library Director will conduct a prompt investigation of the allegations, document the findings, and provide a report to the Board in a timely fashion. To the extent possible, this investigation will be conducted in a confidential manner that protects the identity of all parties.

The Director will inform the Board when it is determined that a violation of this policy occurred. The Library Director will take the appropriate action when it is determined a violation of this policy occurred. Discipline will be based on this policy and the facts and circumstances of each case. The director will maintain a file including: written complaint, investigation report, and disciplinary action taken, if any.

If the Library Director (or President of the Board of Trustees) determines an employee made an intentionally dishonest or malicious complaint, disciplinary action will be taken against the complainant. Any employee who knowingly assisted the complainant will also be disciplined.

The Library prohibits any form of retaliation against an employee who files a legitimate unlawful harassment complaint or assists in the investigation of a complaint.

In the event the Director is the subject of a written complaint, the Board of Trustees will assume the disciplinary responsibilities set forth here.

The Library Director is responsible for the administration of this policy.

Approved and Adopted:  October 15, 2014

Revised and Adopted:  September 17, 2020