Statement of Policy
The Oak Park Public Library (hereinafter referred to as "the Library") is committed to maintaining a work environment that encourages and fosters appropriate conduct among employees and respect for individual values and sensibilities. Sexual harassment is illegal under both state and federal law and is further prohibited, as a matter of policy, by the Library. Accordingly, the Library intends to enforce its Sexual Harassment Policy at all levels within the work place in order to create an environment free from sexual harassment. All officers and employees of this Library are expected to become familiar with the contents of this Policy and abide by its requirements.
Sexual harassment, according to the Equal Employment Opportunity Commission and the Illinois Department of Human Rights, and for purposes of this Policy, consists of unwelcome sexual advances, requests for sexual favors, other verbal, non-verbal, or physical acts of a sexual or sex-based nature, where
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or
- an employment decision affecting an employee is based on that individual's acceptance or rejection of such conduct; or
- 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.
Sexual harassment can occur between people of different sexes or of the same sex. This behavior is unacceptable in the work place itself and in other work-related settings such as business trips and business-related social events.
It is also unlawful and a violation of this Policy to retaliate in any way against anyone who has complained about sexual harassment or discrimination, whether that concern relates to harassment of or discrimination against the individual raising the concern or against another individual. It is also unlawful and a violation of this Policy to retaliate in any way against anyone who opposes an act which that person believes in good faith to be sexual harassment, or because an individual in good faith has made a charge, filed a complaint, testified, assisted, or participated in an investigation, proceeding or hearing under the Illinois Human Rights Act.