INDIANA SCHOOL FOR THE BLIND
Workplace Harassment Prevention of Students and Employees
Policy O-02
Policy Purpose:
To establish workplaces where employees and students are not harassed or discriminated against due to race, color, creed, religion, sex, national origin, age, sexual orientation or gender identity, or physical or mental disability and to ensure employees and students have procedures available so that alleged violations of this policy can be investigated and addressed.
Scope:
This policy applies to all employees under the authority of the Governor and Lieutenant Governor of Indiana and students enrolled at the Indiana School for the Blind and Visually Impaired.
Statement of Policy:
The Indiana School for the Blind and Visually Impaired will strive to maintain an environment free from sexual harassment and harassment based on race, color, creed, religion, sex, national origin, age, sexual orientation or gender identity, or physical or mental disability and to implement this policy in a consistent and vigorous manner. Each employee has the right to work and each student has the right to live and learn in an environment that promotes equal opportunities and prohibits sexual harassment and harassment based on race, color, creed, religion, sex, national origin, age, sexual orientation or gender identity, and physical or mental disability, hereinafter referred to as protected status or protected class. Workplace harassment whether verbal, physical or environmental is unacceptable and will not be tolerated at the Indiana School for the Blind and Visually Impaired. The Indiana School for the Blind and Visually Impaired will not tolerate workplace harassment whether engaged in by fellow employees, fellow students, supervisors, officers, or by
outside clients or other non-employees who conduct business with the Indiana School for the Blind and Visually Impaired. The Indiana School for the Blind and Visually Impaired encourages reporting of all incidences of alleged harassment regardless of who the offender may be or the offender’s status.
The ISBVI Board directs the ISBVI Superintendent to ensure staff compliance with this policy by:
1) Developing ISBVI Administrative Directives and Procedures to implement the ISBVI Board Policy on Workplace Harassment of Students and Employees which shall serve as a) notice to staff and b) clearly delineate and detail their responsibilities, expectations, and procedures to follow;
Policy O-02
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2) Providing staff written notice and documenting their awareness and receipt of these documents by obtaining their signatures;
3) Affording initial and periodic on-going training to staff on the ISBVI Board Policy on Workplace Harassment of Students and Employees.
References:
Governor's Affirmative Action Statement, April 26, 2005
Americans with Disabilities Act of 1990, as amended – 42 U.S.C. Chapter 126 §12101 et seq. (Pub. L. 101-336) (ADA). IC 22-9-5
Rehabilitation Act of 1973, as amended – 29 U.S.C. §794
Age Discrimination in Employment Act of 1967, as amended – 29 U.S.C. Chapter 14 §621 (Pub. L. 90-202) (ADEA), IC 22-9-2 Title VII of the Civil Rights Act of 1964, as amended – 42 U.S.C. Chapter 21 Subchapter VI §2000e (Pub. L. 88-352) (Title VII)
Pregnancy Discrimination Act – is an amendment to Title VII of the Civil Rights Act of 1964 National Origin Harassment – 29 C.F.R. §1606 et seq.
Adopted by the ISBVI Board: 10/16/06
ISB Superintendent: ___________________________ ________
Date Signed
Date Signed