The Livingston Parish School Board recognizes that harassment on the basis of sex is a violation of state and federal law. The Board, therefore, will not tolerate any sexual harassment on the part of any employee towards another employee or a student, even if the same sex, within the workplace. Conduct in violation of this prohibition shall result in severe disciplinary measures, up to and including dismissal.


Harassment on the basis of sex is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment,

2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting the individual, 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.

Incidents of sexual harassment may include verbal harassment such as derogatory comments, jokes, or slurs, or remarks or questions of a sexual nature; physical harassment such as unnecessary or offensive touching; and visual harassment such as derogatory or offensive posters, cards, cartoons, graffiti, drawings, looks, or gestures. Individuals who experience sexual harassment from co-workers or others should make it clear that such behavior is offensive to them.


If an individual has concerns or a complaint about the nature of any conduct or physical contact by another employee or student of the school district, the individual should immediately report such concern to the Superintendent or his designee. Administrators and supervisors who become aware of any allegation of possible harassment shall report such allegations to the Superintendent or designee. All reports received shall be properly and adequately investigated. All investigations shall be done in a discreet yet thorough basis. Appropriate disciplinary action shall be taken when violations of this policy have been determined.


It is strictly forbidden for any employee having authority over another to use any form of retaliation against any person who testifies, assists, or participates in an investigation, proceeding, or hearing relating to a sexual harassment complaint. Retaliation shall include, but not be limited to, intimidation, reprisal, unjust assignments or ridiculing at any time.


Ref: 42 U.S.C. 2000e et seq.(Civil Rights Act of 1964); 29 CFR 1604.11 (Equal Employment Opportunities Act); La. Rev. Stat. Ann. 14:41 et seq., 17:81; La. Civil Code, 2315