Sexual Harassment Policy

Last Updated Date

The Mattituck-Laurel Library recognizes its responsibility to provide employees with a work environment that is free from any form of sexual harassment. Sexual harassment undermines morale and interferes with the productivity of its employees. Sexual harassment constitutes unacceptable behavior and will not be tolerated.


Sexual harassment is prohibited by Title VII of the 1964 federal Civil Rights Act and the New York State Human Rights Law. If the harassment involves sexual contact, sexual conduct, forcible touching, sexual misconduct, coerced physical confinement or coerced sex acts, the conduct may constitute a crime.


Sexual harassment may be verbal, visual and/or physical in person or by electronic means. It includes but is not limited to:

  • Sexually offensive remarks or jokes
  • Unwanted touching or groping
  • Coerced sex acts
  • Requests for sexual favors of a sexually suggestive nature (e.g., asking employee to dig coins out of a supervisor’s pants pocket)
  • Displaying pornographic images
  • Comments (either complimentary or derogatory) about a person’s gender or sexual preferences
  • Sexually suggestive gestures (e.g., pantomiming sex acts)
  • Coercing the performance of or acquiescence to sexual acts by making references to a subordinate's employment status or conditions of employment which serve to create a hostile, intimidating or uncomfortable environment
  • Repeatedly standing too close to or brushing up against a person
  • Giving gifts or leaving objects that are sexually suggestive

Employees or volunteers who feel they have been the object of sexual harassment may file a written grievance in accordance with these procedures:

  • Grievances involving employees or volunteers should be submitted to the Director. The Director will notify the board of the grievance within five (5) business days.
  • Grievances involving members of the Board should be submitted to the Director.
  • If the accused is the Director, a grievance should be submitted to the President of the Board
  • A grievance should be in writing and contains all of the following:
    • The name and position of the grievant
    • The date(s) the incident(s) took place
    • The name(s) of the accuser
    • The name(s) of witnesses, if any
    • A clear and concise statement of the grievance
    • The signature of the grievant and the date

The Library Director or Board President will acknowledge receipt of the grievance setting forth the actual or suspected violation within five (5) business days to the person filing the grievance.

All grievances will be treated respectfully, seriously, and investigated fully and promptly. Interviews will be conducted privately. Reports of grievances and interviews will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. There are certain circumstances in which the Library may be required to disclose the identity of the parties involved, for example, to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal right to prepare and present a defense.

The Director or Board President will notify the parties involved of the outcome of the investigation.

  • If the allegations are substantiated the decision may result in probation, suspension or termination of the accused.
  • If the allegations are not substantiated, the grievance will be sealed and stricken from the accused personnel file.
  • If the allegations are not substantiated and if, in the assessment of the Library Director or Board President, an employee or volunteer intentionally filed a false grievance the employee will be subject to disciplinary action which may include termination from employment.

If an accused or an accuser disagrees with the outcome of the investigation a written appeal may be filed with the Board of Trustees.

If an employee or volunteer witness sexual harassment a grievance alleging a hostile work environment may be filed under the Grievance Policy and Procedure in Section 10.3 of the Staff Handbook.

The Library will not retaliate against employees or volunteers who in good faith have filed a grievance to the Library Director or Board President.

It is to be the responsibility of the Library Director to administer this policy and to report to the Board of Trustees any grievances received and the manner in which they were resolved.

It is the responsibility of the Library Director to distribute a copy of this policy to all Trustees, employees and volunteers who provide substantial services to the Library, and provide training to employees and volunteers as appropriate. Employees will be asked to acknowledge that they have received and read this policy.


Adopted 03/18

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