1. The MSCSA is committed to following the guidelines issued by the Equal Employment Opportunity Commission (EEOC) under Section 703 of the Civil Rights Act of 1964, which specifies that sexual harassment is an unlawful employment practice.
2. It is the policy of the MSCSA to promote working conditions and a working environment that is free from any form of sexual harassment. This policy is intended to provide protection to all employees, as well as applicants for employment, against sexual harassment.
3. Sexual Harassment is described as unsolicited and unwelcome behavior involving sexual advances, requests for sexual favors and other verbal and physical control of an inappropriate sexual nature. The courts view such conduct to be unlawful in the following instances, but not limited to:a. When submission to such conduct is made a term or condition of employment; b. When submission to, or rejection of, such conduct by an individual is used as the basis for decisions affecting such individual’s employment, compensation, promotion, or job assignment;
c. When such conduct has the purpose of substantially interfering with an individual’s work performance to create an intimidating, hostile, or offensive working environment; and
d. Sexual Harassment may include, but is not limited to such actions as: sex-oriented verbal “kidding”, abuse or joking, subtle or overt pressure for sexual activity, brushing against another’s body; or demands for sexual favors accompanied by implied or overt promises of preferential treatment or threats concerning an individual’s employment status. It will also be considered sexual harassment to harass an employee because of that employee’s gender, even if the harassment is nonsexual.
4. Each complaint will be given a prompt, thorough, and fair investigation to determine if the policy has been violated. In the event that the allegations are proven true, appropriate disciplinary action will be taken and the complaint resolution will be communicated to those employees involved.
5. The initial step is in filing a complaint, the specific charges of harassment must be submitted in writing with his/her supervisor or a 3rd party. The alleged harasser must be informed of the complaint within two (2) business days.
6. Individuals whose behavior is determined to be sexual harassment are subject to the most serious disciplinary actions, including suspension, demotion, or termination.
7. The MSCSA shall not retaliate in any way against an employee who has in good faith reported an incident of suspected sexual harassment.
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MSCSA Working Documents
