Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature when:
(a) submission to such conduct is made either explicitly or implicitly a term or condition of employment.
(b) submission to or rejection of such conduct is used as the basis for employment and/or evaluation.
(c) such conduct has the purpose or effect of substantially or unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive working environment.
An employee who believes that he or she has a complaint of sexual harassment is encouraged to make a direct request of the harasser that the offensive behaviour or actions cease. If the request is unsuccessful, or if it is considered inappropriate or uncomfortable to make such request, the complainant may seek the confidential advice of the alleged offender’s immediate supervisor.
The alleged offender’s supervisor will seek to resolve the issue through discussion with the alleged offender.
If the difficulty cannot be resolved by the alleged offender’s immediate supervisor, the complainant may begin formal grievance procedures already established for school district employees.
All investigations of sexual harassment will be highly confidential. Every effort will be made by investigators to protect the reputation of all parties involved during the investigation process.
Greater Victoria School District
- Approved: April 25, 1988