209 Sexual Harassment
Original Approval Date: December 21, 1994
Revision Effective: November 15, 2017
Supersedes: #308
Acts of sexual harassment by employees and managers of the Tri-County Board of Recovery and Mental Health Services are prohibited employment practices and are subject to disciplinary measures.
The Tri-County Board of Recovery and Mental Health Services shall require its contract agencies to adopt similar policies.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to such conduct is made whether explicitly or implicitly a term or condition of an individual's employment;
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
Such conduct has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment.
Prohibited acts of sexual harassment can take a variety of forms ranging from subtle pressure to sexual activity to physical assault. Examples of the kinds of conduct included in the definition of sexual harassment are:
Threats or intimidation of sexual relations or sexual contact which is not freely or mutually agreeable to both parties.
Threats or insinuations that the person's employment, wages, promotional opportunities, job assignment, or other condition of employment may be adversely affected by not submitting to sexual advances.
Any employee who believes that he/she is the victim of sexual harassment has a right to file a complaint through the Board's grievance procedure described in Policy #204, Section 504 Grievance Procedure. An investigation of the complaint will be conducted in a professional, confidential and expeditious manner.
Questions about the policy can be addressed to the EEO Officer.
Complaints should be well-documented. Files kept by the Board will include relevant facts, a description of the investigation undertaken, the disposition of the complaint, and sanctions taken, if any.
The determination of the legality of a particular action will be made from the facts, on a case-by-case basis. If it is determined that sexual harassment has taken place, corrective action will be taken by the Executive Director.
In addition, employees have the right to file a complaint against anyone in violation of this policy with the Ohio Civil Rights Commission or the Equal Employment Opportunity Commission.
Revision Effective: November 15, 2017
Supersedes: #308
Acts of sexual harassment by employees and managers of the Tri-County Board of Recovery and Mental Health Services are prohibited employment practices and are subject to disciplinary measures.
The Tri-County Board of Recovery and Mental Health Services shall require its contract agencies to adopt similar policies.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to such conduct is made whether explicitly or implicitly a term or condition of an individual's employment;
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
Such conduct has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment.
Prohibited acts of sexual harassment can take a variety of forms ranging from subtle pressure to sexual activity to physical assault. Examples of the kinds of conduct included in the definition of sexual harassment are:
Threats or intimidation of sexual relations or sexual contact which is not freely or mutually agreeable to both parties.
Threats or insinuations that the person's employment, wages, promotional opportunities, job assignment, or other condition of employment may be adversely affected by not submitting to sexual advances.
Any employee who believes that he/she is the victim of sexual harassment has a right to file a complaint through the Board's grievance procedure described in Policy #204, Section 504 Grievance Procedure. An investigation of the complaint will be conducted in a professional, confidential and expeditious manner.
Questions about the policy can be addressed to the EEO Officer.
Complaints should be well-documented. Files kept by the Board will include relevant facts, a description of the investigation undertaken, the disposition of the complaint, and sanctions taken, if any.
The determination of the legality of a particular action will be made from the facts, on a case-by-case basis. If it is determined that sexual harassment has taken place, corrective action will be taken by the Executive Director.
In addition, employees have the right to file a complaint against anyone in violation of this policy with the Ohio Civil Rights Commission or the Equal Employment Opportunity Commission.
