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Sexual Harassment Policy

Last Updated Date

Sexual Harassment Policy

    1. The Mattituck-Laurel Library is committed to maintaining a workplace free from sexual harassment and discrimination. Sexual harassment is a form of workplace discrimination that subjects an employee to inferior conditions of employment due to their gender, gender identity, gender expression (actual or perceived), and/or sexual orientation. Sexual harassment is often viewed simply as a form of gender-based discrimination, but Mattituck-Laurel Library recognizes that discrimination can be related to or affected by other identities beyond gender.
    2. While this policy is focused on sexual harassment and gender discrimination, the methods for reporting and investigating discrimination based on other protected identities are the same. The purpose of this policy is to teach employees to recognize discrimination, including discrimination due to an individual’s intersecting identities, and provide the tools to take action when it occurs. All employees are required to work in a manner that prevents sexual harassment in the workplace. The Sexual Harassment Prevention Policy is one component of the Mattituck-Laurel Library’s commitment to a discrimination-free work environment. Sexual harassment and discrimination are against the law[1] and all employees have a legal right to a workplace free from sexual harassment. Employees are urged to report sexual harassment by filing a complaint internally with Mattituck-Laurel Library. Employees can also file a complaint with a government agency or in court under federal, state, or local anti-discrimination laws. To file an employment complaint with the New York State Division of Human Rights, please visit File A Complaint | Division of Human Rights (ny.gov). To file a complaint with the United States Equal Employment Opportunity Commission, please visit Filing A Charge of Discrimination | U.S. Equal Employment Opportunity Commission (eeoc.gov).
    3. The Sexual Harassment Prevention Policy was developed based on established procedures and expectations found on the State of New York’s website: https://www.ny.gov/combating-sexual-harassment-workplace/employers.
    4. The Sexual Harassment Prevention Policy, along with the Sexual Harassment Complaint Form and Sexual Harassment Procedure for Receiving Complaints can be accessed at any time on the staff webpage. This policy will be re-distributed on an annual basis and all new employees will receive the policy during the on-boarding process. All regular vendors of Mattituck-Laurel Library, especially those contracted to offer a specific service (cleaning, etc.), will also receive the policy.
      1. Mattituck-Laurel Library’s policy applies to all its personnel, including employees, applicants for employment, paid and unpaid interns, contractors and persons conducting business (non-employees[2]), regardless of immigration status. In the remainder of this document, the term “personnel” refers to this collective group.
      2. Sexual harassment will not be tolerated. Any personnel or covered individual who engages in sexual harassment, discrimination, or retaliation will be subject to remedial and/or disciplinary action (e.g., counseling, suspension, termination). In New York, harassment does not need to be severe or pervasive to be illegal. Employees and covered individuals should not feel discouraged from reporting harassment because they do not believe it is bad enough, or conversely because they do not want to see a colleague fired over less severe behavior. Just as harassment can happen in different degrees, potential discipline for engaging in sexual harassment will depend on the degree of harassment and might include education and counseling. It may lead to suspension or termination when appropriate.
      3. Retaliation Prohibition: No person covered by this policy shall be subject to adverse action because personnel or covered individual reports an incident of sexual harassment or discrimination, provides information, or otherwise assists in any investigation of a sexual harassment complaint. No one should fear reporting sexual harassment if they believe it has occurred Mattituck-Laurel Library will not tolerate such retaliation against anyone who reasonably believes that they have witnessed or experienced such behavior, they are protected from retaliation. Any personnel of Mattituck-Laurel Library who retaliates against anyone involved in a sexual harassment or discrimination investigation will be subjected to disciplinary action, up to and including termination. All personnel and covered individuals working in the workplace who believe they have been subject to such retaliation should inform their supervisor, manager, or the Library Director. All personnel and covered individuals who believe they have been subject to such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
      4. Discrimination of any kind, including sexual harassment is offensive, is a violation of Library policies, is unlawful, and may subject Mattituck-Laurel Library to liability for harm experienced by targets of sexual harassment. Harassers may also be individually subject to liability and employers or supervisors who fail to report or act on harassment may be liable for aiding and abetting such behavior. Personnel of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct. Mattituck-Laurel Library will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment or discrimination, or otherwise knows of possible sexual harassment occurring. Mattituck-Laurel Library will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment or discrimination is found to have occurred. In addition to any required discipline, Mattituck-Laurel Library will also take steps to ensure a safe work environment for the employee(s) who experienced discrimination or harassment. All personnel, including managers and supervisors, are required to cooperate with any internal investigation of discrimination or sexual harassment.
      5. All personnel are encouraged to report any harassment or behaviors that violate this policy. Mattituck-Laurel Library has provided all personnel with a complaint form for them to report harassment and discrimination and file complaints. All employees will have access to a complaint form to report harassment and file complaints. Use of this form is not required. For anyone who would rather make a complaint verbally, or by email, these complaints will be treated with equal priority. An employee or covered individual who prefers not to report harassment to their manager or employer may instead report harassment to the New York State Division of Human Rights and/or the United States Equal Employment Opportunity Commission. Complaints may be made to both the employer and a government agency.
      6. Managers and supervisors are required to report within 24 hours any complaint they receive, or any harassment that they observe or become aware of, to the Library Director. This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy must be posted prominently in all work locations and be provided to employees upon hiring.
      7. What is “Sexual Harassment”?
        1. Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and transgender status.
        2. Sexual harassment includes all forms of gender discrimination including gender role stereotyping and treating employees differently because of their gender. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:

 

  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;
  • Such conduct is made either explicitly or implicitly a term or condition of employment; or

Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment. Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment does not need to be severe or pervasive to be illegal. It can be any harassing behavior that rises above petty slights or trivial inconveniences. Every instance of harassment is unique to those experiencing it, and there is no single boundary between petty slights and harassing behavior. However, the Human Rights Law specifies that whether harassing conduct is considered petty or trivial is to be viewed from the standpoint of a reasonable victim of discrimination with the same protected characteristics. Generally, any behavior in which an employee or covered individual is treated worse because of their gender (perceived or actual), sexual orientation, or gender expression is considered a violation of Mattituck-Laurel Library’s policy. The intent of the behavior, for example, making a joke, does not neutralize a harassment claim. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. Sexual harassment includes any unwelcome conduct which is either directed at an individual because of that individual’s gender identity or expression (perceived or actual), or is of a sexual nature when:

  • The purpose or effect of this behavior unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. The impacted person does not need to be the intended target of the sexual harassment;
  • Employment depends implicitly or explicitly on accepting such unwelcome behavior; or
  • Decisions regarding an individual’s employment are based on an individual’s acceptance to or rejection of such behavior. Such decisions can include what shifts and how many hours an employee might work, project assignments, as well as salary and promotion decisions.

A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation, or physical violence, which are of a sexual nature, or which are directed at an individual because of that individual’s sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, or which interfere with the recipient’s job performance.

 

Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment, or any other terms, conditions, or privileges of employment. This is also called “quid pro quo” harassment.

 

Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.

 

      1. Examples of Sexual Harassment
        1. The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited. This list is just a sample of behaviors and should not be considered exhaustive. Any employee who believes they have experienced sexual harassment, even if it does not appear on this list, should feel encouraged to report it:
  • Physical acts of a sexual nature, such as:
    • Touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee’s body, or poking another employee’s body;
    • Rape, sexual battery, molestation or attempts to commit these assaults which may be considered criminal conduct outside the scope of this policy (please contact local law enforcement if you wish to pursue criminal charges).
  • Unwanted sexual comments, advances or propositions, such as:
    • Requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion, or other job benefits or detriments;
    • Subtle or obvious pressure for unwelcome sexual activities.
    • Repeated requests for dates or romantic gestures, including gift-giving.
  • Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality or sexual experience, or romantic history which create a hostile work environment. This is not limited to interactions in person. Remarks made over virtual platforms and in messaging apps when employees are working remotely can create a similarly hostile work environment.
  • Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of a particular sex should act or look.
    • Remarks regarding an employee’s gender expression, such as wearing a garment typically associated with a different gender identity; or
    • Asking employees to take on traditionally gendered roles, such as asking a woman to serve meeting refreshments when it is not part of, or appropriate to, her job duties.
  • Sexual or discriminatory displays or publications anywhere in the workplace, such as:
    • Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials, or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace.
    • This also extends to the virtual or remote workspace and can include having such materials visible in the background of one’s home during a virtual meeting.
  • Hostile actions taken against an individual because of that individual’s sex or gender, sexual orientation, gender identity, and the status of being transgender, such as:
    • Interfering with, destroying, or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job;
    • Sabotaging an individual’s work;
    • Bullying, yelling, or name-calling;
    • Intentional misuse of an individual’s preferred pronouns; or
    • Creating different expectations for individuals based on their perceived identities:
      • Dress codes that place more emphasis on women’s attire;
      • Leaving parents/caregivers out of meetings.

 

      1. Who can be a target of Sexual Harassment?
        1. Sexual harassment can occur between any individuals, regardless of their sex or gender. Harassment does not have to be between members of the opposite sex or gender. State and federal law protects personnel, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. A perpetrator of sexual harassment can be a superior, a subordinate, a coworker, or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer, or visitor.

 

Sexual harassment does not happen in a vacuum and discrimination experienced by an employee can be impacted by biases and identities beyond an individual’s gender. For example:

  • Placing different demands or expectations on black women employees than white women employees can be both racial and gender discrimination;
  • An individual’s immigration status may lead to perceptions of vulnerability and increased concerns around illegal retaliation for reporting sexual harassment; or

 

Past experiences as a survivor of domestic or sexual violence may lead an individual to feel re-traumatized by someone’s behaviors in the workplace.

 

Individuals bring personal history with them to the workplace that might impact how they interact with certain behavior. It is especially important for all employees to be aware of how words or actions might impact someone with a different experience than their own in the interest of creating a safe and equitable workplace.

 

      1. Where can sexual Harassment Occur?
        1. Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while personnel are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by personnel can constitute unlawful workplace harassment, even if it occurs away from the workplace premises, on personal devices, or during non-work hours.

 

Sexual harassment can occur when employees are working remotely from home as well. Any behaviors outlined above that leave an employee feeling uncomfortable, humiliated, or unable to meet their job requirements constitute harassment even if the employee or covered individual is at home when the harassment occurs. Harassment can happen on virtual meeting platforms, in messaging apps, and after working hours between personal cell phones.

 

      1. Retaliation
        1. Retaliation is unlawful and is any action by an employer or supervisor that punishes an individual upon learning of a harassment claim, that seeks to discourage a worker or covered individual from making a formal complaint or supporting a sexual harassment or discrimination claim, or that punishes those who have come forward. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours).

 

Examples of retaliation may include, but are not limited to:

  • Demotion, termination, denying accommodations, reduced hours, or the assignment of less desirable shifts;
  • Publicly releasing personnel files;
  • Refusing to provide a reference or providing an unwarranted negative reference;
  • Labeling an employee as “difficult” and excluding them from projects to avoid “drama”;
  • Undermining an individual’s immigration status; or
  • Reducing work responsibilities, passing over for a promotion, or moving an individual’s desk to a less desirable office location.

Such retaliation is unlawful under federal, state, and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in “protected activity.” Protected activity occurs when a person has:

  • made a complaint of sexual harassment, either internally or with any anti-discrimination agency;
  • testified or assisted in a proceeding involving sexual harassment under the Human Rights Law or other anti-discrimination law;
  • opposed sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment;
  • reported that another employee has been sexually harassed; or
  • encouraged a fellow employee to report harassment.

Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.

 

      1. Reporting Sexual Harassment
        1. Preventing sexual harassment is everyone’s responsibility. Mattituck-Laurel Library cannot prevent or remedy sexual harassment unless it knows about it. Any personnel who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to their manager, supervisor, or the Library Director. If the supervisor is the subject of the complaint, communicate with the Library Director. Anyone who witnesses or becomes aware of potential instances of sexual harassment should also report such behavior to a supervisor or manager.

 

The Library will promptly investigate all complaints of sexual harassment, formal or informal, verbal or written. A form for submission of a written complaint is attached to this Policy, and all personnel are encouraged to use this complaint form. Personnel who are reporting sexual harassment on behalf of others should use the complaint form and note that it is on another individual’s behalf.

Employees receiving complaints of sexual harassment must either direct the complainant to the Library Director. Supervisory and managerial personnel are required to report complaints of sexual harassment to the Library Director and will be subject to discipline for failing to report suspected or reported sexual harassment, knowingly allowing sexual harassment to continue, or engaging in any retaliation.

 

Personnel and covered individuals who believe they have been a target of sexual harassment may also seek assistance in other available forums, as explained below in the section on Legal Protections.

 

      1. Supervisory Responsibilities
        1. Supervisors and managers have a responsibility to prevent sexual harassment and discrimination. All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are required to report such suspected sexual harassment to the Library Director and supervisors should not be passive and wait for an employee to make a claim of harassment. If they observe such behavior, they must act.

 

In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors and managers will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue.

 

Supervisors and managers will also be subject to discipline for engaging in any retaliation.

 

While supervisors and managers have a responsibility to report harassment and discrimination, supervisors and managers must be mindful of the impact that harassment and a subsequent investigation has on victims. Being identified as a possible victim of harassment and questioned about harassment and discrimination can be intimidating, uncomfortable and re-traumatizing for individuals. Supervisors and managers must accommodate the needs of individuals who have experienced harassment to ensure the workplace is safe, supportive, and free from retaliation for them during and after any investigation.

 

      1. Bystander Intervention
        1. Any employee witnessing harassment as a bystander is encouraged to report it. A supervisor or manager that is a bystander to harassment is required to report it. There are five standard methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.

 

1. A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior;

2. A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;

 

3. A bystander can record or take notes on the harassment incident to benefit a future investigation;

 

4. A bystander might check in with the person who has been harassed after the incident, see how they are feeling and let them know the behavior was not satisfactory; and

 

5. If a bystander feels safe, they can confront the harassers and name the behavior as inappropriate. When confronting harassment, physically assaulting an individual is never an appropriate response.

 

Though not exhaustive, and dependent on the circumstances, the guidelines above can serve as a brief guide of how to react when witnessing harassment in the workplace. Any employee witnessing harassment as a bystander is encouraged to report it. A supervisor or manager that is a bystander to harassment is required to report it.

 

      1. Complaint and Investigation of Sexual Harassment
        1. All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner and will be confidential to the extent possible.

 

An investigation of any complaint, information, or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately, and completed as soon as possible. The investigation will be kept confidential to the extent possible. All persons involved, including complainants, witnesses, and alleged harassers will be accorded due process, as outlined below, to protect their rights to a fair and impartial investigation.

 

Any personnel may be required to cooperate as needed in an investigation of suspected sexual harassment. Mattituck-Laurel Library will take disciplinary action against anyone engaging in retaliation against personnel who file complaints, support another’s complaint, or participate in an investigation regarding a violation of this policy.

 

Mattituck-Laurel Library recognizes that participating in a harassment investigation can be uncomfortable and has the potential to retraumatize an employee. Those receiving claims and leading investigations will handle complaints and questions with sensitivity toward those participating.

While the process may vary from case to case, investigations should be done in accordance with the following steps. Upon receipt of a complaint, the Library Director:

  • Will conduct an immediate review of the allegations, assess the scope of the investigation, and take any interim actions (e.g., instructing the respondent to refrain from communications with the complainant), as appropriate. If the complaint is verbal, encourage the individual to complete the “Complaint Form” in writing. If he or she refuses, prepare a Complaint Form based on the verbal reporting.
  • If documents, emails, or phone records are relevant to the investigation, take steps to obtain and preserve them. The Commissioners will consider and implement appropriate document request, review, and preservation measures, including for electronic communications.
  • Request and review all relevant documents, including all electronic communications.
  • Interview all parties involved, including any relevant witnesses.
  • Create a written documentation of the investigation (such as a letter, memo or email), which contains the following:
    • A list of all documents reviewed, along with a detailed summary of relevant documents;
    • A list of names of those interviewed, along with a detailed summary of their statements;
    • A timeline of events;
    • A summary of prior relevant incidents, reported or unreported; and
    • The basis for the decision and final resolution of the complaint, together with any corrective action(s).
  • Keep the written documentation and associated documents in a secure and confidential location.
  • Promptly notify the individual who reported and the individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written document.
  • Inform the individual who reported of the right to file a complaint or charge externally as outlined in the next section.

 

      1. Legal Protections and External Remedies
        1. Sexual harassment Sexual harassment is not only prohibited by the Mattituck-Laurel Library but is also prohibited by state, federal, and, where applicable, local law.

 

Aside from the internal process at the Mattituck-Laurel Library, personnel may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney.

In addition to those outlined below, employees in certain industries may have additional legal protections.

 

      1. State Human Rights Law (HRL)
        1. The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.

 

Complaints with DHR may be filed any time within three years of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.

 

Complaining internally to Mattituck-Laurel Library does not extend your time to file with DHR or in court. The three years is counted from the date of the most recent incident of harassment.

 

You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.

 

DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment or discrimination has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney’s fees, and civil fines.

 

DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741-8400 or visit: www.dhr.ny.gov.  You may also file a complaint on the NYSDHR’s toll-free, confidential hotline at 1-800-HARASS-3 (1-800-427-2773) Monday through Friday, 9:00 AM to 5:00 PM. This hotline can also provide you with a referral to a volunteer attorney experienced in sexual harassment matters who can provide you with limited free assistance and counsel over the phone.

 

Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR’s regional offices across New York State.

 

The United States Equal Employment Opportunity Commission:

The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred. If the EEOC determines that the law may have been violated, the EEOC will try to reach a voluntary settlement with the employer. If the EEOC cannot reach a settlement, the EEOC (or the Department of Justice in certain cases) will decide whether to file a lawsuit at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.

 

The EEOC does not hold hearings or award relief but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.

 

An employee alleging discrimination at work can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.

 

If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.

 

      1. Contact the Local Police Department
        1. If the harassment involves unwanted physical touching, coerced physical confinement, or coerced sex acts, the conduct may constitute a crime. Personnel should report the incident to their supervisor immediately in order for the Mattituck-Laurel Library to be able to address the issue in accordance with Library policy. However, personnel can contact the local police department at any time in the process should they feel the need to do so.

 

Local Protections

Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.

 

Conclusion

The policy outlined above is aimed at providing employees at the Mattituck-Laurel Library and covered individuals an understanding of their right to a discrimination and harassment free workplace. All employees should feel safe at work. Though the focus of this policy is on sexual harassment and gender discrimination, the New York State Human Rights law protects against discrimination in several protected classes including sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or domestic violence survivor status. The prevention policies outlined above should be considered applicable to all protected classes.

 

Adopted 03/2018, Revised 08/14/2023

 

[1] While this policy specifically addresses sexual harassment, harassment because of and discrimination against persons of all protected classes is prohibited. In New York State, such classes include sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or status as a victim of domestic violence.

[2] A non-employee is someone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in the workplace. Protected non-employees include persons commonly referred to as independent contractors, “gig” workers and temporary workers. Also included are persons providing equipment repair, cleaning services or any other services provided pursuant to a contract with Mattituck-Laurel Library. For the remainder of this policy, we will use the term “covered individual” to refer to these individuals who are not direct employees of Mattituck-Laurel Library.

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