SEXUAL HARASSMENT POLICY
Mid-Plains United Way’s policy is to provide its employees and volunteers with a work environment free of workplace harassment.
Harassment in the workplace is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual Harassment means “any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when:
Submission to such conduct is made either 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 an individual’s work performance or creating an intimidating, hostile or offensive working environment.”
Some examples of sexual harassment include unwelcome sexual advances, requests for sexual favors, suggestive or lewd remarks, unwanted hugs, touches, kisses, retaliation for complaining about sexual harassment, derogatory or pornographic posters, cartoons, drawings, or e-mail messages, and other unwelcome verbal or physical conduct of a sexual nature.
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser’s conduct must be unwelcome.
Mid-Plains United Way Board of Trustees will investigate and, where appropriate, discipline any person who is alleged of participating in sexual harassment. Discipline may include action up to and including termination of employment/volunteer services. Mid-Plains United Way will not tolerate reprisals or retaliation against individuals who in good faith bring their concerns to management under this policy.
If you believe that you have been subject to sexual harassment, you should immediately bring this concern to the attention of the Board of Trustees or the Executive Director. Information provided during the investigation will only be disclosed on a “need to know” basis in order to effectively investigate and resolve the matter.
We recognize that false accusations of sexual harassment can have serious effects on innocent men and women. False accusations will result in the same severe disciplinary action applicable in cases of bona fide harassment.
Revised January 2022