Anti-Harassment Policy

Policy

The Company is committed to maintaining a work environment free from discrimination and harassment, including but not limited to discrimination or harassment based on race, color, religion, gender, national origin, age, disability, or marital status. In order that none of our instructors or admins feel uncomfortable in their work environment, the Company prohibits any offensive physical, written, or spoken conduct about or relating to any of these subjects, including sexual harassment. Our policy is on behalf of all instructors, admins, students, student families, and any other persons whom our instructors or admins may come into contact with during the course of performing services on behalf of the Company.

Prohibited conduct

1. Unwelcome or unwanted advances or physical conduct, including sexual advances.

2. Unwelcome requests or demands for favors, including sexual favors, whether or not accompanied by implied or stated promises of preferential treatment or negative consequences concerning employment opportunities or status. This includes unwelcome requests for dates.

3. Unwelcome verbal abuse concerning any prohibited form of harassment. This includes telling dirty jokes and crude, tasteless, or offensive sexually-oriented comments, innuendoes, or actions.

4. Any type of sexually-oriented conduct or prohibited harassment that interferes with an instructor’s or admin’s ability to work productively. This includes unwanted sexual attention.

5. Creating an intimidating, hostile, abusive, or offensive work environment related to a prohibited form of harassment. This includes unwelcome or unwanted conversation, requests, demands, attention, vulgarity, and graffiti, and posting or showing obscene materials.

Complaint procedure

Any instructor or admin who believes that he or she is being subjected to any form of unwelcome or prohibited conduct or harassment should immediately bring this to the attention of the President. We recommend that the following procedure be followed:

Step 1.

If possible, the aggrieved person should first discuss the problem directly with the person who is allegedly creating the problem, stating how the conduct makes him/her feel, and asking that it cease.

Step 2.

If Step 1 is impracticable or if the result is unsatisfactory, the aggrieved party should report the matter as soon as possible to the President.

Step 3.

If the result in Step 2 is unsatisfactory, the aggrieved person should discuss the matter with the President within five days.  The Company reserves the right to investigate fully all matters relating to the complaint and to impose discipline, when appropriate, including but not limited to termination.  

Complaints about harassment will be responded to promptly and equitably. The Company will exercise all reasonable efforts to protect the confidentiality of all parties involved, insofar as possible. The Company’s policy explicitly prohibits retaliation against instructors or admins for bringing complaints of harassment.

An instructor or admin, whether an employee or contractor, found to have engaged in harassment is subject to disciplinary action, up to and including termination of employment. Any person found to have intentionally falsely accused another of harassment is subject to similar disciplinary action.

Any questions pertaining to this policy should be referred to the President.