Policy 5:20
Sexual Harassment
Workplace Harassment Prohibited
The School District expects the workplace environment to be
productive, respectful, and free of unlawful harassment. District
employees shall not engage in harassment or abusive conduct on the basis
of an individual’s race, religion, national origin, sex, sexual
orientation, age, citizenship status, disability, or other protected
status identified in Board Policy 5:10, Equal Employment Opportunity and Minority Recruitment. Harassment of students, including, but not limited to, sexual harassment, is prohibited by Board Policy 7:20, Harassment of Students Prohibited.
Sexual Harassment Prohibited
The School District shall provide a workplace environment free of
unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct, or communications constituting harassment on the
basis of sex as defined and otherwise prohibited by State and Federal
law.
District employees shall not make unwelcome sexual advances or
request sexual favors or engage in any unwelcome conduct of a sexual
nature when: (1) submission to such conduct is made either explicitly or
implicitly a term or condition of an individual’s 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
an individual’s work performance or creating an intimidating, hostile,
or offensive working environment. Sexual harassment prohibited by this
policy includes verbal or physical contact. The terms intimidating,
hostile, or offensive include, but are not limited to, conduct that has
the effect of humiliation, embarrassment or discomfort. Sexual
harassment will be evaluated in light of all the circumstances.
Making a Complaint; Enforcement
A violation of this policy may result in discipline, up to and
including discharge. Any person making a knowingly false accusation
regarding harassment will likewise be subject to disciplinary action, up
to and including discharge. An employee’s employment, compensation, or
work assignment shall not be adversely affected by complaining or
providing information about harassment. Retaliation against employees
for bringing bona fide complaints or providing information about
harassment is prohibited.
Aggrieved persons, who feel comfortable doing so, should directly
inform the person engaging in the harassing conduct or communication
that such conduct or communication is offensive and must stop.
Employees should report claims of harassment to the Nondiscrimination Coordinator and/or use the Board Policy 2:260, Uniform Grievance Procedure.
Employees may choose to report a person of the employee’s same sex.
There are no express time limits for initiating complaints and
grievances under this policy; however, every effort should be made to
file such complaints as soon as possible, while facts are known and
potential witnesses are available.
Whom to Contact with a Report or Complaint
The Superintendent shall insert into this policy the positions,
addresses, and telephone numbers of the District’s current
Nondiscrimination Coordinator and Complaint Managers.
Nondiscrimination Coordinator:
Administrator for Human Resources
615 Locust Rd.
Wilmette, IL 60091
847-256-2450
Complaint Managers:
Administrator for Human Resources
615 Locust Rd.
Wilmette, IL 60091
847-256-2450
Business Manager
615 Locust Rd.
Wilmette, IL 60091
847-256-2450
The Superintendent shall also use reasonable measures to inform staff
members and applicants that the District is an equal opportunity
employer, such as, by posting required notices and including this policy
in the appropriate handbooks.
Adopted: June 8, 1998
Revised: February 23, 2015