OPERATING PRACTICES, STANDARDS, AND POLICIES Harassment Policy Although not an exhaustive list, the following are examples of the type BB&N is committed to maintaining an environment for learning of conduct prohibited by the policy against sexual harassment: and teaching that is free of all forms of unlawful harassment. • Unwelcome sexual advances from a co-worker or manager, such Unlawful harassment includes harassment based on race, religion, as unwanted hugs, touches or kisses; color, creed, age, national origin or ancestry, sex, physical or mental • Unwelcome attention of a sexual nature, such as degrading, disability, sexual orientation, gender, military experience, gender suggestive or lewd remarks or noises; identity, genetic information, or any other basis made unlawful by • Dirty jokes, derogatory or pornographic posters, cartoons or any applicable law, ordinance, or regulation. Unlawful harassment drawing; and may be found in a single episode, as well as in persistent behavior. • The threat or suggestion that continued employment It is the policy of our school to maintain a working environment advancement, assignment or earnings depend on whether or not free from harassment, insults or intimidation. Harassment of an the employee will submit to or tolerate harassment. employee by a manager or co-worker creates a harmful working environment and is illegal under state and federal law. Verbal or Complaint Procedures physical conduct by a manager or co-worker, which has the e昀昀ect Infractions of all discrimination and harassment and other BB&N of creating an intimidating, hostile or o昀昀ensive work environment, policies should be reported immediately to Human Resources unreasonably interfering with the employee’s work performance, and/or the Chief Operating/Financial O昀케cer. BB&N takes complaints or adversely a昀昀ecting the employee’s employment opportunities, is seriously and will respond promptly. prohibited. In the event of a complaint against a BB&N employee requiring an Please note that while this policy sets forth our goals of promoting investigation, the employee will be noti昀椀ed of the steps involved an environment that is free of sexual and other unlawful in the investigatory process which may include paid administrative harassment, this policy is not designed to limit the school’s leave during the pendency of the investigation, and whether third authority to discipline for conduct which is deemed unacceptable, parties will be involved in the investigation. Employees on paid whether or not it rises to the level of unlawful harassment. administrative leave generally do not report to work or perform Sexual Harassment any work-related tasks. Con昀椀dentiality will be maintained to the extent that it is practical under the circumstances. When BB&N has Sexual harassment is a form of unlawful harassment and is illegal. completed its investigation, to the extent appropriate, the person Sexual harassment includes any unwelcome sexual advances, 昀椀ling the complaint and the employee subject to the complaint will requests for sexual favors, and other verbal or physical conduct of a be informed of the results of the investigation. sexual nature when: Theft/Vandalism • Submission to such conduct is made either explicitly or Any incidents of theft or vandalism should be reported immediately implicitly a term or condition of an individual’s employment; to a Campus Director or the Director of Safety & Transportation. The • Submission to or rejection of such conduct by an individual school will not assume responsibility for the personal property of is used as a basis for employment decisions a昀昀ecting such employees. Theft and vandalism by an employee is categorized as individual; or gross misconduct and is cause for termination. • Such conduct has the purpose or e昀昀ect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or o昀昀ensive work environment. - 25 -