Paideia is committed to maintaining a respectful, courteous work environment free of unlawful discrimination and harassment, and we are committed to taking all reasonable steps to prevent it and address it. We will not tolerate harassment relating to any characteristic protected under applicable law. Protected characteristics include age, race, color, national origin (ancestry), gender (including pregnancy, childbirth or medical condition related to pregnancy or childbirth), gender identity or expression, sexual orientation, religion (creed), disability, marital status, military status, domestic violence victim status, criminal history, or any other characteristic protected by federal, state, or local law.
Except where otherwise indicated, the term “harassment," as used in this policy, refers to behavior that is related to any characteristic protected under applicable law and that is personally offensive, intimidating, or hostile, or interferes with work performance.
The coverage of this policy extends to all faculty, participants, and employees in any Paideia Institute programs. It is also a violation of the Paideia Institute’s policy against harassment for any faculty, participant, or employee at the Paideia Institute to attempt in any way to retaliate against a person who makes a claim of sexual harassment. Violations of this Policy may result in the imposition of sanctions up to, and including, termination, dismissal, or expulsion.
Forms of Harassment
Harassment may take many forms, including the following conduct when based on the protected characteristics described above:
- Verbal. Epithets; derogatory comments, slurs, or name-calling; inappropriate jokes, emails or any other form of written communication, comments, noises, or remarks; repeated requests for dates, threats, propositions, unwelcome and unwanted correspondence, phone calls, and gifts; or other unwelcome attention.
- Physical. Assault; impeding or blocking movement; physical interference with normal work or movement; unwanted and unwarranted physical contact, such as touching, pinching, patting, grabbing, brushing against, or poking another individual’s body.
- Visual. Abusive or patently offensive images (whether in photographs, posters, cartoons, drawings, paintings or other forms of imagery); displaying abusive or patently offensive images, writings or objects; ogling, staring at or directing attention to an individual’s anatomy; leering; sexually oriented or suggestive gestures.
Proscribed harassment can occur in one-on-one interactions or in group settings and can involve a coworker, manager, vendor, visitor, or agent of Paideia. Harassment need not be intentional to violate this policy.
It is impossible to specify every action or all words that could be interpreted as harassment. The examples listed above are not meant to be a complete list of objectionable behavior. In assessing the existence of harassment in a particular case, the record as a whole and the totality of the circumstances will be considered. The determination of conduct which violates this policy will be made from the facts, on a case-by-case basis. Make a point of paying attention to others’ reactions and stated requests and preferences, respecting their wishes, and treating them in a professional manner, regardless of age, race, color, national origin, gender, gender identity or expression, sexual orientation, religion, disability, marital status, military status, domestic violence victim status, criminal history,, or other protected characteristic.
Reporting and Investigating Harassment
If you believe anyone is harassing you based on a protected characteristic, or harassing another individual at Paideia, we encourage you, if comfortable doing so, to tell the harasser in clear language that the behaviors or advances are unwelcome or unwanted and must stop. The individual may not realize the behavior is objectionable and a simple communication may effectively end the behavior. However, if you are not comfortable engaging in such communication or the behavior does not stop following such communication, you should immediately report your concern to a Paideia Officer.
There are two ways to report harassment to an institute officer, outlined below. Please note that there are separate forms and procedures for reporting Sexual Harassment, as outlined in Paideia’s Sexual Harassment Policy:
If you would like certain behavior you are experiencing to stop, but would like to maintain your anonymity, you may make an informal report. Directors will talk to the offending party on your behalf and ensure that they know their behavior is inappropriate and must stop. Helping to ensure a comfortable workplace is the Directors’ job. They are happy to do this at any time. Please don’t hesitate to get in touch with them.
Informal reports can be made verbally or in writing to whichever of the following individuals the reporter feels most comfortable sharing their concerns with: Jason Pedicone ([email protected]). If the reporter feels more comfortable sharing their concerns with a woman, they should contact Nancy Vander Veer ([email protected]). Informal reports regarding directors may be made directly to the chair of the Human Resources Committee, Georgia Nugent ([email protected]).
Filing a formal complaint about harassment will trigger a formal response from the institute. Formal complaints should be submitted by email to Georgia Nugent ([email protected]) as soon as possible after an incident has occurred. To ensure any complaint is processed properly, please include the words “Paideia Institute Formal Complaint” in the email subject line. If desired, a director may assist the complainant in putting their complaint in writing.
After receiving a formal complaint, Ms. Nugent will inform the Human Resources Committee (see below) as well as the director(s) assigned to the office or program where the behavior in question took or is taking place (unless the director is alleged to have been involved in the behavior in question, in which case the Human Resources Committee will select an appropriate designated representative before taking further action). The director (or other designated Paideia representative) will take whatever immediate action they deem appropriate to stop the behavior in question and will conduct a thorough investigation, which may include interviewing witnesses. Both parties will be asked to provide a written statement and will be interviewed by the designated representative.
The director or designated representative will report the results of their investigations to the Human Resources Committee which will then determine whether the formal complaint has merit. If it does, the Human Resources Committee will consult with the Director to determine the appropriate disciplinary action to be taken against the defendant. Disciplinary action can range from a verbal reprimand to immediate termination, depending on the severity of the offense. If the complaint is found to be without merit, both parties will be informed of this finding in writing, and no disciplinary action will be taken.
While Paideia will attempt to keep formal complaints as confidential as possible, please note that it will often be impossible to keep at least some information regarding a formal complaint confidential due to the need to conduct a thorough investigation.
Policy Against Sexual Harassment
The Paideia Institute is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of the Paideia Institute’s commitment to a discrimination-free work environment. Sexual harassment is against the law and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with the Paideia Institute. Employees can also file a complaint with a government agency or in court under federal, state or local antidiscrimination laws.
1) The Paideia Institute’s policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business with the Paideia Institute, regardless of immigration status. In the remainder of this Policy Against Sexual Harassment, the term “employees” refers to this collective group.
2) Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (e.g.,counseling, suspension, termination).
3) Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. The Paideia Institute will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of the Paideia Institute who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees working in the workplace who believe they have been subject to such retaliation should inform the chair of the Human Resources Committee, Georgia Nugent ([email protected]). All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
4) Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject the Paideia Institute to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees 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.
5) The Paideia Institute will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. The Paideia Institute will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
6) All employees are encouraged to report any harassment or behaviors that violate this policy using the complaint form available as Appendix A to this handbook. Completed forms should be sent to the chair of the Human Resources Committee, Georgia Nugent by email ([email protected]) with the words “Paideia Institute Sexual Harassment Complaint” in the subject line.
7) Managers and supervisors are required to report any complaint that they receive, including complaints about themselves, or any harassment that they observe or become aware of, to the chair of the Human Resources Committee, Georgia Nugent.
8) This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy will be provided to all employees annually and upon hiring.
What Is “Sexual Harassment”?
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 the status of being transgender.
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.
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, 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.
Examples of Sexual Harassment
The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited:
Physical acts of a sexual nature, such as:
- Any unconsented 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.
- Unwanted sexual 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.
- Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality or sexual experience, which create a 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.
- 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.
- Hostile actions taken against an individual because of that individual’s sex, 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, name-calling.
Who can be a target of sexual harassment?
Sexual harassment can occur between any individuals, regardless of their sex or gender. New York Law protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer or visitor.
Where can sexual harassment occur?
Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.
Unlawful retaliation can be any action that could discourage a worker from coming forward to make or support a sexual harassment claim. 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). 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.
Reporting Sexual Harassment
Preventing sexual harassment is everyone’s responsibility. The Paideia Institute cannot prevent or remedy sexual harassment unless it knows about it. Any employee, paid or unpaid intern or non-employee who has been subjected to behavior that may constitute sexual harassment is encouraged to report such behavior to a supervisor, manager or the chair of the Human Resources Committee, Georgia Nugent. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager or the chair of the Human Resources Committee, Georgia Nugent.
Reports of sexual harassment may be made verbally or in writing. A form for submission of a written complaint is available as Appendix A to this handbook, and all employees are encouraged to use this complaint form. Employees who are reporting sexual harassment on behalf of other employees should use the complaint form and note that it is on another employee’s behalf. Employees, paid or unpaid internsor non-employees 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.
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 chair of the Human Resources Committee, Georgia Nugent. 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.
Complaint and Investigation of Sexual Harassment
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 employee may be required to cooperate as needed in an investigation of suspected sexual harassment. The Paideia Institute will not tolerate retaliation against employees who file complaints, support another’s complaint or participate in an investigation regarding a violation of this policy. While the process may vary from case to case, investigations should be done in accordance with the following steps:
- Upon receipt of the complaint, the chair of the Human Resources Committee, Georgia Nugent will contact the relevant Institute Representative(s) (usually the Officer in Charge of the Relevant Office or the Director of the relevant program) so that they may conduct an immediate review of the allegations, and take any interim actions (e.g.,instructing the respondent to refrain from communications with the complainant), as appropriate. If complaint is verbal, the complainant will be encouraged to complete the Complaint Form in writing. If he or she refuses, the Institute Representative(s) will prepare a Complaint Form based on the verbal reporting.
- If documents, emails or phone records are relevant to the investigation, the Institute Representative(s) will take steps to obtain and preserve them.
- The Institute Representative(s) will request and review all relevant documents, including all relevant electronic communications.
- The Institute Representative(s) will interview all parties involved, including any relevant witnesses;
The Institute Representative(s) and the Human Resources Committee will 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).
- This written documentation and associated documents will be kept 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.
Legal Protections And External Remedies
Sexual harassment is not only prohibited by the Paideia Institute but is also prohibited by state, federal, and, where applicable, local law. Aside from the internal process at the Paideia Institute, employees 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.
State Human Rights Law (HRL)
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 one year 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 the Paideia Institute does not extend your time to file with DHR or in court.
The one year or 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 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.
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.
Civil Rights Act of 1964
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, 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 [email protected].
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.
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. For example, employees who work in New York City may file complaints of sexual harassment with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml. 21
Contact the Local Police Department
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.