(2) submission to or rejection of such conduct by an individual is used as the basis foremployment decisions affecting that individual; or
(3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Examples of sexual harassment include, but are not restricted to: unwelcome sexual advances; suggestive or lewd remarks or music; sexual jokes; unwanted hugs, touches or kisses; requests for sexual favors; unwelcome sexual gifts; retaliation for complaining about sexual harassment; display of sexually oriented objects, photographs, posters, pictures or cartoons.
Multiple methods are available for reporting sexual harassment.
The Laboratories has appointed a
Grievance Officer for helping to resolve such matters.
The name of the Grievance Officer can be found on the bulletin board near
the administrative offices and on the
Haskins website
(http://www.haskins.yale.edu/haskins/MISC/policygo.html).
Grievances can also be reported to any Haskins Laboratories
officer or to the employee’s/student’s supervisor.
Individuals may also contact the Connecticut Commission on Human Rights and Opportunities,
90 Washington Street, Hartford, CT 06106 (telephone: 203-566-3350; TTD #: 203-566-2301).
The Laboratories will immediately begin an investigation and will make all reasonable efforts to resolve the issue within one week of receiving the complaint. Within two weeks of receiving the complaint the Grievance Officer or other designated Haskins officer will either provide an outline of the settlement reached or indicate that no basis for the settlement has been found. If this procedure fails to reach a settlement, the issue will be placed before the Laboratories’ Steering Committee for final adjudication.
If an individual has been determined to be in violation of Haskins Laboratories’ sexual harassment policy, consequences may include: cease and desist orders, compensatory damages, and employment decisions up to and including suspension and/or termination.
Individuals who engage in acts of sexual harassment may also be subject to civil and criminal penalties.
Confidentiality
Confidentiality, to the extent permitted by law, will be observed to protect the
identity and rights of individuals who complain of sexual harassment and of the person
against whom the complaint is being made, provided that protection does not interfere
with the Laboratories’ ability to investigate and take corrective action.
In many instances, the Grievance Officer or other officers of the Laboratories will be
able to address concern(s) and stop the behavior without revealing the complainant’s
identity to the alleged harasser. Every effort will be made to protect the individual
bringing forth the complaint and to respond to her or his concerns.
Amendments to procedures for addressing sexual harassment
The Laboratories may modify or amend these procedures at any time.
In the event the Laboratories determines that circumstances warrant modification / amendment of
these procedures, timely notice of the changes(s) will be provided, in writing,
to relevant parties.
The revised procedures will also be posted on the Haskins Laboratories website.
