EMPLOYEE HANDBOOK - LycÃ©e FranÃ§ais de New York

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setting where a door is closed.. Windows on classroom doors should never be covered ina manner that the view into the room is blocked.5.5 FraternizationEmployees should be aware that marital and/or romantic relationships between Schoolemployees may pose problems, both for those individuals and for the School. The Schoolexpects the employees involved to exercise discretion and maturity in the manner inwhich they relate to each other at work. Any relationship which involves a supervisor anda staff person who reports to the supervisor must be discussed immediately with theHuman Resources Director. Because personal relationships between individuals whowork together can lead to charges of harassment, staff is reminded of the School’s policyprohibiting harassment and the School’s commitment to enforcing the policy.5.6 Reporting HarassmentThe School encourages individuals who believe they are being harassed to firmlyand promptly inform the alleged offender that his or her behavior is unwelcome.However, it is recognized that perceived power and status disparities between an allegedoffender and a victim may make such a confrontation difficult. An individual also mayfeel extremely uncomfortable about raising the matter directly to a coworker. Therefore,whether or not the incident is discussed with the alleged offender, individuals whobelieve they have been subjected to harassment are asked to report the incident to theHuman Resources Director. Prompt reporting is encouraged so that appropriate actionmay be taken. An individual may also report incidents of harassment to other seniorLycée officials who will work cooperatively with the Director of Human Resources toaddress the issue.The School will not retaliate against an individual who makes a report ofperceived harassment; nor will the School permit any employee to retaliate. Retaliationis a serious violation of the School’s harassment policy and anyone who feels they havebeen subjected to any acts of retaliation should immediately report such conduct. Aperson who retaliates against another individual for reporting any perceived acts ofharassment or cooperating with an investigation will be subject to disciplinary action upto and including discharge.Allegations of harassment will be promptly and thoroughly reviewed. The Schoolwill endeavor to maintain confidentiality throughout the investigation to the extentfeasible under the circumstances.If the School finds that inappropriate conduct occurred, the offender will besubject to disciplinary action. Although the specific corrective disciplinary action(s) willbe within the School’s discretion, it may include one or more of the following: verbal orwritten reprimand; referral to appropriate counseling; withholding of a promotion, salaryincrease or bonus; reassignment; temporary suspension; or discharge.10
If the complainant or the alleged offender is dissatisfied with the outcome of thisinvestigation, either individual has the right to seek reconsideration of the decision. Thedissatisfied party should submit his or her written request for review in a timely mannerto the Head of School, specifying the specific objections to the original determination.The decision on review, which the Head of School may delegate to one or moreindividuals, shall be final.The School recognizes that false accusations of harassment can cause seriousharm to innocent persons. If an investigation results in a finding that the complainantknowingly, or in a malicious manner, falsely accused another person of harassment, thecomplainant will be subject to disciplinary action up to and including discharge.The School has developed this policy to encourage an environment at the Lycéewhich is not compromised by sexual harassment and/or harassment based on race, color,creed, religion, gender, sexual orientation, marital status, national origin, age, disabilityor other protected status. If an employee has questions about harassment, how to respondto a situation or how the School approaches these matters, please contact the HumanResources Director. The School reserves the right to modify these policies andprocedures in response to changes in the law and regulations and to facilitate theeffectiveness of the policy.5.7 Reporting and Investigating Staff Sexual MisconductInappropriate personal relationships with students are strictly prohibited.Violation of this policy shall result in disciplinary procedures, up to and includingtermination. Any staff member who learns of an inappropriate relationship of this natureis to advise a member of the senior administrative team promptly.Schools face the risk that an incident of sexual misconduct may occur thatinvolves a member of the school’s staff and a student of the school. No rumor orallegation of sexual misconduct can be taken lightly. All school employees, regardless ofwhether or not they hold a professional license or certificate, must report any suspicionsof sexual misconduct involving current, as well as former, students and employees. Thesereports should be made immediately to the Head of School who will initiate a preliminaryinternal investigation to determine what the facts may be and who will evaluate whethermandatory reporting duties have been triggered. It is more important to err on the side ofreporting a rumor or suspicion that turns out to be wrong than to fail to report somethingthat seems unlikely but in fact is true. It is essential to report rumors or suspicions even ifthe student or the staff person no longer attends or works at the school. If the Head ofSchool is not available, or if the person prefers to talk with another individual, the reportmust be made to a senior administrator of the school, who will work with the Head ofSchool on the matter.Sexual misconduct is a broad term for these purposes. It clearly involves sexualabuse as defined by law, any contact of a sexual nature, an invitation to engage in asexual contact or asexual relationship, discussions of a sexual nature not part of aneducational or counseling program, display or sharing of sexual images or text,11
Page 1 and 2: LYCÉE FRANÇAIS de NEW YORKEMPLOYE
Page 3 and 4: VII. YOUR RESPONSIBILITIES AS AN EM
Page 5 and 6: I. INTRODUCTIONWelcome to the Lycé
Page 7 and 8: III.APPLICATION OF POLICIESA wide v
Page 9: employee alter or renounce some rel
Page 13 and 14: appropriate, the Lycée will seek i
Page 15 and 16: expiration to remain employed by th
Page 17 and 18: which the School identifies for the
Page 19 and 20: School, who, together with the seni
Page 21 and 22: Employees are required to swipe the
Page 23 and 24: 6.3.4 School SchedulesEmployees, un
Page 25 and 26: described below, or for reasons rel
Page 27 and 28: 7.3.2 Use of Social MediaThe Lycée
Page 29 and 30: School so that the School may make
Page 31 and 32: or licensed software. If an employe
Page 33: absenteeism, as well as failure to
Page 36 and 37: No statement in this list or elsewh
Page 38 and 39: 8.2 Payroll Deductions/Adjustments:
Page 40 and 41: covered by the School’s group ins
Page 42 and 43: supervisor, who will forward to the
Page 44 and 45: conferences and related academic du
Page 46 and 47: Academic Directors are required to
Page 48 and 49: for employees not exempt from the o
Page 50 and 51: Workers’ Compensation leave runs
Page 52 and 53: Short term disability from the insu
Page 54 and 55: appropriate, with Lycée paid exten
Page 56 and 57: Director immediately upon receiving
Page 58 and 59: continuation rights under COBRA wit
Page 60 and 61:
Within 48 hours of the oral report,
Page 62 and 63:
APPENDIX 2Reporting Improper Activi
Page 64 and 65:
APPENDIX 3COMPLYING WITH NYS LAW ON
Page 66 and 67:
(f) The seriousness of the offense
Page 68 and 69:
Fire Emergency:Employees should fam
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EMPLOYEE HANDBOOK - LycÃ©e FranÃ§ais de New York

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