Code of Conduct Anti-Discrimination Policy Board Approved: February 10, 2004 Centralia Public Library is committed to the promotion of personal and professional development of all individuals and encourages dialogue that will foster the growth, well-being, and dignity of all its employees. In pursuit of this commitment, the library is dedicated to maintaining an environment which places the highest priority on employee relationships, mutual respect, and sensitivity among its employees and patrons. It must be ensured that our library is free from discrimination and acts of intolerance such as those based on race, gender, sexual orientation, religion, national origin, ancestry, age, or physical handicap. This commitment remains consonant and with the obligation to protect open and wide-ranging public discourse. The principle of freedom of expression that might otherwise protect even the most offensive public speech does not protect, nor does it even encompass, a right to threaten the dignity and privacy of an individual. Such personally directed behavior will not be tolerated.   Sexual Harassment Policy Board Approved: February 10, 2004 Centralia Public Library is vigorously committed to maintaining a working environment free of sexual harassment. Scope of Policy 1. Sexual harassment is any form of sexually offensive touching or verbal conduct, including , but not limited to (a) requests for sexual favors, unwelcome sexual advances, or sexually offensive comments which create a hostile or offensive working environment; and (b) the use of, or inference that, an employee’s submission to or rejection of such conduct is, or may be used as, a basis for employment decisions affecting the employee. 2. The above prohibitions apply to all supervisors, all nonsupervisory employees, and to visitors to the organization. Thus, for instance, this policy prohibits non-supervisory employees from creating an offensive working environment for fellow employees as well as prohibiting offensive supervisory conduct. Procedure 1. Employees are encouraged to report sexual harassment because the corrective action cannot be taken without being made aware of the problem. 2. Employees, at their option, should report sexual harassment complaints to a supervisor or other than the alleged offender. A female employee who prefers to make a complaint to a female member of staff will be accommodated. Supervisors must promptly report all sexual harassment complaints to the Board of Trustees. Complaints should be as specific as possible as to the date, time, place and nature of incidents complained of, as well as whether there are any witnesses to the misconduct. 3. The Board of Trustees or his/her designated representative is responsible for promptly conducting a thorough confidential investigation of the alleged misconduct. 4. If, upon completion of the investigation, it determines that prohibited conduct did occur, it shall promptly implement corrective and disciplinary action, including the possibility of discharge of offending persons.     Policy on Prevention of Workplace Violence Board Approved: February 10, 2004 Threats, intimidation, harassment, assaults or acts of violence in the workplace are inappropriate, unacceptable and will not be tolerated.  Compliance with this policy is required of all employees, contractors & temporary employees.