Page 234 - 2021-2022 New Hire Benefits

commentary about an individual's body, sexual prowess, or sexual deficiencies, touching, pinching or assault,
obscene comments or gestures, or display in the workplace of sexually suggestive objects or pictures.

This policy covers all constituents of the school. Harassment will not be tolerated or condoned whether
engaged in by trustees, employees, parents, visitors, clients or other non-employees who conduct business
with Renbrook School. The school encourages reporting of all incidents of harassment regardless of the
offender.

Employees who feel that they are being harassed are encouraged to firmly and promptly notify the offender
that his or her behavior is unwelcome. In the event that such communication between individuals is either
ineffective or impractical, the individual should report the incident to the appropriate Division Head or direct
Supervisor, or any of the additional designated faculty/staff representatives.

Any matter reported as harassment will be investigated by the Head of School as well as other individuals
designated. All such investigations will be conducted in a confidential manner and there will be no retaliation
against an individual who files a bona-fide report of harassment.

Upon completion of the investigation of a harassment complaint, the findings of the investigation will be
communicated to all parties involved. If harassment is deemed to have occurred, the offender will be subject
to appropriate disciplinary measures. These measures may include verbal or written reprimands, referral to
counseling, reassignment, termination, or other appropriate action.
If either party directly involved in a harassment investigation is dissatisfied with the findings of the
investigation or the disciplinary steps recommended, that individual will have the right to appeal the findings
and/or the actions taken. The dissatisfied party should submit his or her written comments in a timely manner
to the Head of School, or to any member of the Leadership Team. All faculty and staff participate in annual
mandatory harassment training.

Listed below are some examples of inappropriate behavior:
• obscene or suggestive remarks or jokes, verbal abuse, insults
• display of explicit, offensive, or demeaning materials
• threats of physical violence towards others, or threats to damage school property
• demeaning comments with respect to race, religion, ethnic origin, gender, or sexual orientation
• uninvited pressure for sexual activity, whether implicit or explicit
• pressure to use alcohol or drugs
• name-calling, especially when it targets one’s appearance, weight, or intellectual ability
• purposeful exclusion
Follow this procedure if you feel you have been harassed:
• Let the offending person or people know you want the behavior to stop. Say NO firmly. Look directly at
them with a straight face to give a clear message about how you feel. Do not apologize.
• Keep a record of when, where, and how you have been mistreated. Include: witnesses, direct quotes,
actions, evidence, and any written communication.
• If you do not feel comfortable confronting the person or people alone, or the behavior has not stopped
per your request, see your advisor or a faculty member with whom you’re comfortable. That adult will
help mediate the situation between the students.

20