Sexual Harassment

It is the policy of Dawn Farm to assure an environment free of sexual harassment.

Sexual harassment consists of:

• Unwelcome sexual advances OR
• requests for sexual favors OR
• sexual demands OR
• other physical, verbal or visual conduct of a sexual nature

WHEN

• submission is an implicit or explicit condition of employment OR
• the submission to or rejection of the conduct is used as the basis for an employment decision OR
• the conduct has the purpose or effect of unreasonably interfering with an affected person’s performance or creating an intimidating, hostile or offensive work environment OR
• the sexual interaction, conduct or communication between others offends an individual

Employee responsibilities:

• Employees will comply with the spirit and the letter of this policy, avoiding inappropriate behavior in the workplace.
• Employees will immediately report sexual harassment directed towards themselves or others.
• An employee who believes themselves to be the object of sexual harassment shall contact the supervisor of their choice to initiate an investigation. Dawn Farm will take prompt and remedial action only when such behavior is reported to a supervisor.

Supervisor responsibilities:

• When a supervisor is told of a sexual harassment complaint, they must immediately report such conduct to the Clinical Coordinator, unless he/she is the person accused. In this case the conduct must be reported to the President. If he is the person accused, the Board of Trustees must be notified.
• Supervisors will work with the President and Clinical Coordinator to insure that all employees are aware of this policy and that its spirit and letter are carried out.

Management responsibilities:

• Management will insure that this policy is communicated to all employees and supervisors.
• An immediate, confidential investigation will be conducted by the President of Dawn Farm. If the President is the party being accused, the Board of Trustees will conduct the investigation. The subject of the alleged harassment will be informed of the remedies available and follow-up will be conducted to insure that the alleged harassment ceased.
• Sexual harassment is considered a form of employee misconduct. Management will insure that discipline is enforced against employees and/or supervisors engaging in sexual harassment and against supervisors who knowingly allow such behavior to continue.