School Board of the City of Virginia Beach
Personnel Protection from Sexual Harassment
1. The school board, in law and in spirit, is committed to providing a work environment conducive to the performance of job duties and free from intimidation or coercion in any form.
2. As an employer, the board is dedicated to a stringent policy against discrimination. It is the intent of this policy to further detain a specific form of discrimination; that of harassment on the basis of sex.
3. Sexual harassment is an unlawful employment practice which when found could subject the board to financial liability. The board intends to avoid such liability by prohibiting the practice of sexual harassment and requiring that its employees refrain from conduct which gives rise to allegations of sexual harassment.
4. The division superintendent shall develop regulations which ensure that all employees are able to work in an environment free from sexual harassment.
1. Administrative and supervisory employees are responsible for the consistent application of this policy and any implementing regulations within their respective areas of authority.
2. Division administrative and supervisory employees have a duty to investigate allegations of sexual harassment and take immediate and appropriate corrective action. Administrative and supervisory employees who allow sexual harassment to continue or fail to take appropriate corrective action shall be considered a party to the act of behavior, even though they may not behave in such a manner. Such personnel shall also be subject to corrective action. Depending on the circumstances, such corrective action measures may result in demotion from a supervisory position or dismissal from division service.
3. In an effort to eliminate and avoid sexual harassment, the superintendent shall take affirmative steps to sensitize all employees to the unlawful nature of sexual harassment and express strong disapproval of such conduct. These efforts are subject to the review of the school board.
4. Sexual harassment is a work-related problem. While avenues of redress are available through the U.S. Equal Employment Opportunity Commission, effective relief is also available within the division for teachers under school board policy 4-3 Grievance Procedures and its implementing regulations and for other employees under division regulation 4-3.2.
Title VII, Civil Rights Act of 1964 as amended.
Code of Federal Regulations. Title 29, Chapter XIV, § 1604.11, Sexual Harassment (1980)
Katz v. U.S. Department of Transportation, 4th Circuit Court of Appeals (June 2, 1983).
Meritor Savings Bank v. Vinson., 106 S. Ct. 2399 (1986).
Adopted by School Board: October 21, 1986
Amended by School Board: August 21, 1990
Amended by School Board: July 16, 1991
Amended by School Board: July 13, 1993 (Effective August 14, 1993)