The Louisiana Black History Hall of Fame

Sexual Harassment Policy

The LBHHF Sexual Harassment, Other Harassment and Discrimination Policy and Reporting Procedures

 

Sexual harassment is a violation of Section 703 of Title VII of the Civil Right Act, as amended. Harassment on the basis of sex is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 

 

(1) Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment, volunteerism or participation.

 

(2) Submission to or rejection of such conduct by an individual is used as the basis for employment or participation decisions affecting such individual, or

(3) Such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile, or offensive working environment. We strongly disapprove of and will not tolerate sexual harassment.

It is an unlawful practice that undermines the integrity of this facility program relationships, debilitates morale, and interferes with productivity. Therefore, we are taking affirmative steps to maintain a work environment free from unsolicited or unwelcome sexual overtures or other forms of harassment and discrimination:

a. Professional conduct is expected at all times.  All employees, volunteers and guests are to be respectful to each other, management and customers.  Any employee or volunteer may expect severe disciplinary action or dismissal for breaking this policy.

b. The LBHHF strictly prohibits harassment or discrimination on the basis of race, religion, color, national origin, pregnancy, medical condition, sex, age, or sexual preference of any employee or volunteer by a customer, management employee, supervisor or co-worker. 

 c. Allegations of such harassment shall be investigated promptly and, if found to be true, may result in disciplinary action up to and including dismissal from the organization.

 I. ACTIONS THAT MAY CONSITITUE SEXUAL HARRASSMENT 

Sexual harassment of all forms is not permitted in THE LBHHF work environment, and all employees are to assure that efforts are taken to prevent sexual harassment.   As defined by the Equal Employment Opportunity Commission, any of these actions may constitute sexual harassment:

 

a.       Unwelcome sexual advances

b.      Requests for sexual acts or favors

c.       Other verbal or physical conduct of a harassing nature, when:

a. Submission to such conduct is made a term or condition, either explicitly or implicitly, of an individual’s employment.

b. Submission to or rejection of such conduct by an individual is used as a factor in decisions affecting that individuals’ employment.

c. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimidating, hostile or offensive working environment.

Behavior in violation of this policy will not be tolerated from anyone, volunteers, supervisors, co-workers and contractors, guests. 

II. HOW TO SEEK ASSISTANCE/REPORTING REQUIREMENTS

Any person who believes that he or she is the victim of harassment or discrimination can report it to The LBHHF Administrative Office.                                                                                    

Reports will be promptly investigated by the Executive Director and/or the Board of Directors, including interviewing the complainant, the accused individual, and witnesses for either party involved. 

No one should experience intimidation or retaliation of any sort for reporting or assisting in an investigation of an incident of suspected harassment or discrimination.  If an employee experiences retaliation of any sort, he or she must follow the same reporting procedure set forth above.

The purpose of this policy and procedure set forth is to prevent harassment and discrimination in the work environment and to fully resolve any complaints of harassment.  However, should the policy and procedure not provide a satisfactory resolution to the employee’s complaint, there is recourse through state and federal administrative agencies.