File: GBAA-E-1
Executive Order: Sexual Harassment Policy
Sexual harassment is unlawful and unacceptable conduct, which undermines the
integrity of the employment relationship. Sexual harassment will not be tolerated
whether such harassment is directed toward fellow employees or the public.
Sexual harassment is defined as unwelcome and repeated sexual advances, requests
for sexual favors and other verbal or physical conduct of a sexual nature when one or
more of the following conditions are met:
(1) Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment, or
(2) Submission to or rejection of such conduct by an individual is used as the basis of
employment decisions affecting such individuals, or
(3) Such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile or offensive
working environment, or
(4) Submission to or rejection of such conduct by an individual is used as the basis
for delivery to or withholding of an agency’s services from a client.
Sexual harassment may include actions such as:
• Sex-oriented verbal teasing or abuse
• Subtle pressure for sexual activity
• Physical contact such as patting, pinching or constant brushing against another’s
body
• Outright demand for sexual favors, accompanied by implied or overt promises of
preferential treatment or threats concerning an individual’s employment status.
Complaints of sexual harassment should be made in person or in writing to your
agency’s affirmative action officer or to some other individual who has been designated
as the primary contact. Formal complaints of sexual harassment are processed under
the procedures outlined in R 11-1-3. Violations will be treated as willful misconduct
under R 8-3-3(C)(2) and may be the subject of disciplinary action as required. Because
of differences in employees’ values and backgrounds, some individuals may find it
difficult to recognize their own behavior as sexual harassment. Moreover, some who
are being harassed may not understand or appreciate their right to be protected from
such behavior. A good rule of thumb is, “If in doubt, don’t.”
Colorado School for the Deaf and the Blind, Colorado Springs, Colorado