Crescent City Christian Academy is committed to providing a work environment that is free of any type of discrimination or harassment. It is CCCA’s policy to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, sex, national origin, age, handicap or disability in accordance with applicable federal and state laws. This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, promotion, termination, compensation, and training. In keeping with this commitment, sexual harassment and harassment based on an individual’s race, color, religion, gender, national origin, age, handicap or disability will not be tolerated. This includes harassment by or against teachers, administrators, staff, students, and visitors. Anyone who engages in any action or conduct constituting harassment will be subject to appropriate disciplinary action, up to and including termination.
Definition of Harassment:
Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran status, citizenship status, sexual orientation, or other protected status. Harassment includes conduct that denigrates or shows hostility or aversion toward an individual because of his or her protected status or that of his or her relatives, friends, or associates. Sexual harassment may include such actions as sex-oriented verbal “kidding,” “teasing,” or jokes; foul or obscene language or gestures; display of foul or obscene printed or visual material; physical conduct such as patting, pinching, or brushing against another’s body; and demands for sexual favors. Crescent City Christian Academy prohibits any such conduct in the workplace, regardless of circumstances. Other prohibited harassment may be verbal or physical conduct that denigrates or shows hostility toward an individual because of race, color, religion, gender, national origin, age, sexual orientation, or disability or that of his or her relatives, friends, or associates and that:
1. has the purpose or effect of creating an abusive or hostile work environment;
2. has the purpose or effect of unreasonable interfering with an associate’s performance; or
3. otherwise adversely affects an associate’s employment opportunities.
Such harassment may include, but is not limited to, the following: a. epithets, slurs, stereotyping, intimidating, threatening, or any hostile act that relates to race, color, religion, gender, national origin, age, sexual orientation, or disability; b. written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, sexual orientation, or disability.
Additionally, no supervisor or other member of the administration is authorized to make any employment decision based in any way on an employee's submission to or rejection of sexual conduct or advances. No member of the administration has the authority to suggest to any employee that the employee's continued employment or future advancement will be affected in any way because the employee enters or refuses to enter any form of sexual or other personal relationship with the supervisor or member of the administration. No supervisor or member of the administration may coerce an employee into a sexual relationship and then reward the employee. No supervisor may take disciplinary action against an employee or deny a promotion, transfer, award, etc. to an employee because he or she has rejected sexual advances. Likewise, no faculty member or other employee is authorized to make any academic or disciplinary decision based in any way on a student’s submission to or rejection of sexual conduct or advances. No faculty member or other employee has the authority to suggest to any student that the student’s continued attendance or future advancement will be affected in any way because the student enters into or refuses to enter into a form of sexual or other personal relationship with the faculty member or other employee.
Employee Rights, Responsibilities and Corrective Action:
Any employee who feels that he or she is the victim of harassment, discrimination, or sexual advancement should immediately report the matter to CCCA Administration. CCCA will not retaliate against any individual for filing a complaint or making a report and will not knowingly permit retaliation by its employees. Any individual who believes he or she is being subjected to retaliation for making a harassment complaint or participating in a harassment investigation should report the matter as designated above.
It is the school’s policy is to investigate each complaint promptly and to keep complaints and the result of our investigation confidential fully practicable and consistent with an effective investigation. If an investigation confirms that a violation has occurred, the appropriate corrective actions, including disciplinary measures commensurate with the severity of the offense, will be taken.
In investigating complaints of harassment and retaliation under this policy, the school may impose discipline for inappropriate conduct without regard to whether the conduct constitutes a violation of the law and even if that conduct does not rise to the level of violation of this policy. CCCA will advise interested parties of the outcome of the investigation, although not necessarily all details of the actions taken to maintain a harassment-free environment. No employee should ever be afraid to take good faith concerns about harassment, retaliation, or failure to respond to any report to a higher level of school authority. Violations of this policy will not be tolerated and will result in discipline up to and including dismissal.