Sexual Harassment/Sexual Intimidation in the Workplace
The District shall do everything in its power to provide employees an employment environment free of
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct, or
communications constituting sexual harassment, as defined and otherwise prohibited by state and
District employees shall not make sexual advances or request sexual favors or engage in any conduct
of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an
- Submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual; or
- Such conduct has the purpose or effect of substantially interfering with the individual’s
performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment prohibited by this policy includes verbal or physical conduct. The terms
“intimidating”, “hostile”, or “offensive” include, but are not limited to, conduct which has the effect of
humiliation, embarrassment, or discomfort. Sexual harassment will be evaluated in light of all of the
A violation of this policy may result in discipline, up to and including discharge. Any person making a
knowingly false accusation regarding sexual harassment will likewise be subject to disciplinary action,
up to and including discharge.
Aggrieved persons, who feel comfortable doing so, should directly inform the person engaging in
sexually harassing conduct or communication, that such conduct or communication is offensive and
Employees who believe they may have been sexually harassed or intimidated should contact the Title
IX coordinator or an administrator, who will assist them in filing a complaint. An individual with a
complaint alleging a violation of this policy shall follow the Uniform Grievance Procedure.
Uniform Grievance Procedure, 4310
§ 20-6-101, MCA Definitions of elementary and high school districts