Library Policies

Equal Employment Opportunity

Equal Employment Opportunity has been, and will continue to be, a fundamental principle at the Library, where employment is based upon personal capabilities and qualifications without discrimination because of an employee’s characteristics protected by the law of the locality in which the employee works, such as the individual’s race (including hair texture and natural hairstyles), color, creed, religion, age, national origin, citizenship status, mental or physical disability (including registered certified medical marijuana users), sex or gender (including gender identity and transgender status), sexual orientation, pregnancy, marital status, familial status, sexual and reproductive health decisions or such decision making, or such decision making of an employee’s dependent, military status, status as a victim of domestic violence, genetic information, prior arrest or conviction record or any other protected characteristic as established by applicable federal, state or local law.

This policy governs all aspects of our employees’ employment, including their recruitment and hiring, compensation, training, benefits, advancement, leaves of absence, and termination. No one is authorized to act contrary to this policy. These policies also prohibit discrimination by or against non-employees such as contractors, vendors, consultants, or others providing services to the Library or against an employee of a non-employee, and against interns, whether paid or unpaid, and any others with whom we work.

Harassment Prohibited

The Library is committed to providing a harassment-free work environment. Unlawful harassment encompasses unwanted demeaning and degrading actions committed against anyone who works with us, or by any other who works with us, on any basis protected by applicable federal, state or local law, including the protected characteristics described above. Such conduct has no place in our workplace and is strictly prohibited. Harassment may include, but is not limited to, actions such as racial or ethnic epithets, derogatory jokes, comments, pictures, cartoons, slurs, threats or unwanted sexual advances, invitations or other actions, and images or comments related to a protected characteristic.

Sexual Harassment

Sexual harassment is a form of inappropriate conduct that is also prohibited by our Library. In general, sexual harassment is any unwelcome sexual advance, request for sexual favor or other verbal or physical conduct of a sexual nature, or such conduct that is directed to an employee because of the individual’s sex.

This policy prohibits such workplace behavior, even if it is not unwanted by the recipient. For this reason, employees are prohibited from making lewd, crass, or derogatory jokes, touching others inappropriately, or displaying sexually explicit or suggestive material, even when it is welcomed (or appears to be welcomed) by the recipient. Such behavior is inappropriate in the workplace. We expect everyone in our workplace to be treated with respect and to conduct

themselves in a professional and business-like manner. While collegiality and friendliness are expected between co-workers, overly friendly or familiar behavior, even when not unwanted or unwelcome by the recipient, is inappropriate workplace behavior and is unacceptable.

Employees who violate our harassment or discrimination policy may be subject to discipline, including but not limited to being placed on a disciplinary suspension or having their employment terminated, following the procedures of the Civil Service Laws.

Reporting Discrimination, Sexual or Other Harassment and/or Retaliation

If you believe that you are being subjected to discrimination or harassment as prohibited by these policies, or that you are being or have been retaliated against for reporting such conduct or for participating in an internal investigation regarding such conduct, you must immediately advise

your direct supervisor or the Library Director. Anyone who becomes aware of any suspected or perceived discrimination, harassment, retaliation, or other inappropriate conduct regarding another employee or other individual connected with our business, must immediately advise their supervisor or the Library Director. Falsely reporting conduct or failing to participate in Library investigations of discrimination, harassment, or retaliation are also violations of this policy.

The Library takes such complaints seriously. Any concerns will be investigated and addressed, as discussed in the Investigation Procedures outlined in Appendix A Discrimination, Sexual and Other Harassment, and/or Retaliation Prevention Policy and Reporting and Investigation Procedure and Complaint Form for more detailed information.

All employees are required to read that policy appendix and sign and return the attached acknowledgment form.

Complaints or concerns under this policy are not covered by the grievance procedure in the union collective bargaining agreement. They will be addressed under the Library’s investigation procedure laid out more fully in Appendix A.

APPENDIX A:

NEW YORK DISCRIMINATION, HARASSMENT, AND RETALIATION PREVENTION POLICY AND REPORTING AND INVESTIGATION PROCEDURE

Discrimination, sexual and other harassment, and retaliation are against the law. This policy sets out the Library’s commitment to creating a discrimination, harassment, and retaliation-free workplace.

This policy and the information below apply to all employees, applicants for employment, interns, and non-employees1 who conduct business with our Library. Behavior and activities that violate this policy may subject not only the Library but also any individual who engages in such conduct to liability under the law. Accordingly, discriminatory, harassing, and retaliatory conduct, as defined in this policy, are prohibited by the Library.

Prohibitions Under This Policy:

1. No Discrimination: It has been and will continue to be the Library’s policy to ensure equal employment opportunity for our employees and job applicants without discrimination on the basis of any characteristic protected by the location where an employee works, or where an applicant has applied for a job. These characteristics include the individual’s race (including natural hair and hair texture), color, creed, religion, age, national origin, citizenship status, mental or physical disability (including registered certified medical marijuana users), sex or gender (including gender identity and transgender status), sexual orientation, pregnancy, marital status, familial status, sexual and reproductive health decisions or such decision making, or such decision making of an employee’s dependent, military status, status as a victim of domestic violence, genetic information, prior arrest or conviction record or any other protected characteristic as established by applicable federal, state or local law. Discrimination on the basis of any of these characteristics, or any other characteristic protected by the location where an employee works, is a violation of this policy.
2. No Harassment: We prohibit workplace harassment on the basis of any category listed above, which is a form of discrimination. We expect everyone in our Library to treat each other, and those you come in contact with through your employment with the Library, with professionalism, courtesy, dignity, and respect. Harassment of others based on a protected category makes those individuals feel uncomfortable, disrespected and/or unwanted, and is prohibited. The Library will take action to investigate and address reports of harassment whether the alleged harasser is a supervisor, co-worker, patron, visitor, contractor, or other individual who is employed by the Library, or who provides services to the Library, or who is using the Library’s services.
   1 A non-employee is someone who is (or is employed by) a Library contractor, subcontractor, vendor, consultant, or anyone providing services for the Library. Protected non-employees include persons commonly referred to as independent contractors, “gig” workers, or temporary workers engaged through an agency. Also included are persons providing equipment repair, cleaning services, or any other services provided through a contract with our Library.
3. No  Retaliation: The Library similarly prohibits retaliation against an individual who reports concerns about discrimination or sexual or other harassment in good faith. Retaliation against an individual who reports such concerns, or who engages in other protected activities as discussed further below, is prohibited by this policy and applicable law.

Concerns Will Be Investigated: As outlined in more detail below, the Library will conduct a prompt, appropriate, and impartial investigation into any report of harassment, discrimination, or retaliation received by management, or when the Library’s management otherwise knows of possible harassment, discrimination, or retaliation occurring. All employees, including managers and supervisors, are required to cooperate with any internal investigation conducted of such reports.

We take concerns raised about work-related discrimination, harassment, and retaliation very seriously. A violation of this policy, whether it be engaging in or condoning discrimination, harassment, or retaliation, is considered misconduct. Such behavior, whether carried out by our employees, patrons, visitors, or other business associates, has no place in our business.

Definitions/Descriptions:

Discrimination is an action taken against an individual because of that person’s protected characteristic (i.e., one of the categories listed above) or because that person associates with another person with a protected characteristic. Discriminatory actions can include improper discipline, discriminatory hiring or promotion decisions, as well as any other action or inaction by a Library representative that is taken because of the individual’s protected characteristic. For such an action to be unlawful discrimination it must adversely affect the terms or conditions of that person’s employment. Unlawful discrimination violates federal, state, and local laws and should be reported using the procedures in this policy.

Harassment is a form of discrimination and occurs when an individual’s work environment is made hostile because of the individual’s protected characteristic(s) by, for example, the existence of epithets, slurs, or negative stereotyping of a characteristic; derogatory comments; threatening, intimidating or hostile acts; denigrating jokes; or display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group. Those actions are contrary to the culture we have established. Harassment, whether based on sex or another protected characteristic, does not need to be severe or pervasive to be illegal. It can be any harassing behavior that rises above petty slights or trivial inconveniences. Every instance of harassment is unique to those experiencing it, and there is no single boundary between petty slights and harassing behavior. However, the NY Human Rights Law specifies that whether harassing conduct is considered petty or trivial is to be viewed from the standpoint of a reasonable person with the same protected characteristics experiencing that behavior.

Harassment is not limited only to activities that occur in a physical workplace. It can occur while employees are working remotely, traveling for business, or at employer-sponsored events or parties. Inappropriate phone calls, texts, emails, and social media usage can constitute work-related harassment that violates this policy if engaged in by individuals who work for or with

our Library. This is so even if these communications are received by employees who are away from their workplace or who are not working when these communications are received (i.e., these messages are received other than during the employee’s work hours). Remarks made over virtual platforms and in messaging apps or which are otherwise directed at employees who are working remotely can similarly create a hostile work environment.

Individuals who work with us should not feel discouraged from reporting harassing behavior (whether sexual harassment or harassment based on another characteristic) because they do not believe it is “bad enough,” or because they do not want to see a colleague fired over what is perceived as less severe behavior. Just as harassment can happen in different degrees, potential discipline for engaging in harassment will depend on a number of factors and might include education and counseling, formal write-ups, or potentially more severe sanctions, up to termination of employment where appropriate.

Any activity believed to be harassment that violates this policy should be reported as set out in this policy so it can be investigated and addressed by the Library.

Sexual Harassment is a form of gender-based discrimination that is unlawful under federal, state, and (where applicable) local law. In New York, sexual harassment includes harassment on the basis of an individual’s sex, or the person’s sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender or non-binary. Sexual harassment is a specific type of harassment that can take many forms. What may constitute unlawful sexual harassment depends on the specific facts of each situation. In general terms, sexual harassment is unwanted sexual attention or conduct of a persistent or offensive nature made by a person who knows, or reasonably should know, that such attention or conduct is unwelcome or sexually offensive. However, sexual harassment is not limited to sexual contact, touching, or expressions of a sexually suggestive nature, and includes other improper actions as discussed in this policy. Sexual harassment is considered a form of misconduct, and the Library will take appropriate remedial and/or disciplinary action to address it.

Actions that make the workplace hostile based on sex stereotypes, gender expression, and perceived identity are all forms of sexual harassment. The gender spectrum is nuanced, but the three most common ways people identify their genders are cisgender (who identify with his or her body’s biological sex, male or female), transgender (who identify with a gender other than the sex assigned at birth), and non-binary (who does not identify exclusively as male or female but may identify as both, somewhere in between, or something else). Respecting the gender identity of everyone in the workplace helps to establish a safe workplace for all.

Generally, any behavior that treats an individual worse than others, or is disrespectful and unwelcoming, because of that person’s sex, gender (perceived or actual), sexual orientation, or gender expression is considered a violation of this policy. The intent of the behavior, for example that a comment was “intended as a joke,” does not neutralize a harassment claim. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment.

Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex or gender, or gender identity or expression

when:

• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment, even if the complaining individual is not the intended target of the sexual harassment;
• Such conduct is made either explicitly or implicitly a term or condition of employment; or
• Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment.
  Sexual harassment may occur without regard to the gender of the victim and alleged harasser. In other words, a person of any gender could be engaging in sexual harassment against another individual of any gender, as long as the harassment is because of the individual’s sex or gender, or gender identity or expression, or is generally sexual in nature.
  Examples of sexual harassment may include, but are not limited to, the following:
• conversations about your own or someone else’s sex life;
• obscene or sexually explicit or suggestive language or gestures;
• sexual or lewd remarks, jokes, pranks, signs or comments, including those made over virtual platforms and in messaging apps when employees are working remotely, which can create a similarly hostile work environment;
• displaying pornographic or sexually oriented posters, photography, cartoons or drawings, as well as objects or other physical items, whether physically present or on a computer screen, or sending emails, text messages, or other such communications containing such content;
• unwanted touching of any kind from brushing against another’s body, hugs or kisses, to patting or grabbing, to rape or other sexual assault, or attempts at these actions;
• comments about, or repeated compliments regarding, a person’s physical appearance or body;
• sexual advances or requests for sexual favors;
• hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity, or gender expression, such as:
  • interfering with, destroying, or damaging a person’s workstation, tools, or equipment, or otherwise interfering with the individual’s ability to perform the job;
  • blocking their way;
  • sabotaging an individual’s work; or
  • bullying, yelling, or name-calling.
    Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. These job benefits can include hiring, promotion, continued employment or any other terms, conditions, or privileges of employment. This is also called “quid pro quo” harassment.
    Another form of sexual harassment is “sex stereotyping.” This occurs when an individual’s conduct or personality traits are considered inappropriate simply because they may not conform to other people’s ideas or perceptions about how individuals of a particular sex, gender, gender identity or expression should act or look.
    Retaliation under the discrimination laws occurs when an adverse employment action or other unwanted or improper action is taken against an individual because that person engaged in an activity protected by those laws. Examples of such protected activities include:
• making an internal discrimination or sexual or other harassment complaint under this policy, including bringing a situation to management’s attention, or filing such a complaint with any anti-discrimination agency or with a court, on behalf of themselves or someone else;
• encouraging another to make such a complaint;
• participating in the investigation of such a complaint; or
• participating in a court or agency proceeding regarding an employee’s own or another’s harassment or discrimination complaint.

Retaliation can be any action that could keep an individual from coming forward to make or support (or continue to proceed with or support) a complaint under this policy. Examples of potentially retaliatory conduct include demotions, schedule or work changes, compensation changes, excluding the employee from work opportunities, employment terminations, or other similar actions (even if they are not job-related or do not occur in the workplace).

Retaliation against anyone who, in good faith, reports or provides information about suspected discrimination or sexual or other harassment or who otherwise engages in one of the protected activities listed above, is a violation of this policy. The Library will take appropriate action to investigate and remedy the situation, if needed, and counsel/discipline anyone who engages in retaliation. Determinations regarding how to respond to and resolve a retaliation concern are made on a case-by-case basis, in the Library’s discretion, while complying with its legal obligations to end any retaliation found to be occurring.

Discrimination, harassment (sexual or otherwise), or retaliation experienced by anyone covered by this policy should be immediately reported as provided in this policy so the Library can address it. Employees are encouraged to report any inappropriate conduct, even a single incident, so it can be addressed under this policy. As noted above, the Library cannot address behavior that is not brought to its attention.

Non-Employees. New York State law also protects “non-employees” (defined above). Library employees and managers are to treat everyone they deal with in connection with their work for the Library with professionalism, respect, and courtesy. We expect our employees and managers to report any concerns about mistreatment of non-employees providing services for our business as set out in this policy. Moreover, please be mindful that non-employees could engage in harassment or other inappropriate conduct that affects our employees. Such conduct should also be reported as required by this policy.

If you have any questions about these definitions or descriptions, please contact the Library Director.

LIBRARY’S REPORTING AND INVESTIGATION PROCEDURE ACTIONS FOR EMPLOYEES TO TAKE

The Library has enacted the following procedure for employees to report concerns about inappropriate behavior in the workplace and for the Library to investigate and address those concerns. Information is also provided regarding actions employees can take when experiencing or observing actions that violate this policy.

Report the Concern Immediately: All Library employees are responsible for helping us promote a positive working environment. The Library cannot remedy or address situations it does not know about. Therefore, the Library requires the immediate reporting of all incidents of inappropriate behavior by another person related to our business, regardless of that person’s identity or position with the Library.

Actions to Take/Instructions for Reporting Concerns: If you believe you have experienced or observed, or become aware of, conduct that violates this Library policy, it is important to speak up right away. This is so even if someone asks you not to report it.

Here are the steps to take if you believe you are experiencing workplace harassment:

• If you are comfortable doing so, talk to the person whose behavior is bothering you and ask that person to stop. While we can understand a reluctance to report a single incident if it seems that having such a conversation resolved it, should the situation continue or reoccur, please report it.
• If you are not comfortable talking to that person, or if doing so doesn’t work, you should talk to your immediate supervisor or the Library Director and report what occurred.
• If you would prefer not to report your concerns to the individuals identified above, you may raise your concerns with any Library manager or executive, or a member of the Board.

If you have observed someone harassing another in the workplace, you can engage in bystander intervention, as described below, or you can report the situation to your supervisor or the Library Director.

If another employee lets you know that the employee is experiencing workplace harassment, discrimination, or retaliation, encourage that individual to speak with the Library Director to report the situation. If the individual does not want to report the situation and/or asks you not to report it, advise that you are obligated to do so under this Library policy and that any such inappropriate conduct is wrong and should not be happening.

Initial reports regarding conduct believed to violate this policy can be made verbally or in writing, but verbal reports must be memorialized in writing. Initial reports of harassment may also be made on the Library’s Harassment Complaint Form which is attached to this policy, and which can be obtained from the Pearl River Public Library Handbook or the Pearl River Public Library website, and then provided to the Library Director or to any Library manager.

When you report your concerns, we expect that you will provide any and all relevant information to us, including specific details regarding the inappropriate behavior (who did what and when). You will also be expected to provide us with all documents or other material that either you or other individuals may have related to the concerns raised as soon as possible after making the report.

Additionally, you are expected to identify all known witnesses who may have information relating to the situation. Failure to do so will adversely affect the investigative process.

Be mindful that the Library expects all reports of conduct that violate this policy to be made in good faith, and that you will accurately and truthfully relay information about what occurred. Any report determined by the Library to have been raised other than in good faith will be dealt with accordingly.

An employee’s failure to promptly take advantage of the reporting procedure set out in this policy could adversely affect the individual’s legal rights in the future.

Bystander Intervention: Any employee witnessing harassment is considered to be a “bystander.” Bystanders are required to report harassment observed in the workplace. In addition, bystanders can choose to intervene in the observed harassment, if they feel comfortable doing so. The following are five methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.

1. A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior, and potentially removing them from the situation. For example, saying to the employee “Let’s discuss that latest report. Can you come with me for a few minutes?” Or “Are you going to Joanie’s party on Saturday?” (even if there is no such party).
2. A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;
3. A bystander can record or take notes on the harassment incident to benefit a future investigation;
4. A bystander might check in with the person who has been harassed after the incident, see how the person is doing, and let the individual know the bystander recognized that the behavior was not ok; and
5. A bystander who feels safe doing so can confront the harasser at the time of an ongoing incident and advise that the behavior is inappropriate. When confronting an alleged harasser, physically assaulting an individual is never an appropriate response.

Though not exhaustive, and dependent on the circumstances, the guidelines above can serve as a brief guide of how to react when witnessing harassment in the workplace.

Supervisory Responsibilities: In addition to being bound by the requirements of this policy to refrain from inappropriate behavior, all Library supervisors and managers who receive a report or information about potentially inappropriate behavior or who observe inappropriate behavior are required to report this to the Library Director so the situation can be investigated and addressed. Managers have an obligation to report all employee concerns to the Library Director, even if the employee raising the concerns does not report to the manager.

If an employee reports concerns regarding the Library Director, the supervisor or manager who receives the report should direct it to a member of the Library Board. Please note that supervisors and managers who receive reports “in confidence” are obligated to advise the individual raising the concern that appropriate management individuals must be told about the concern, so the situation can be addressed. In such a situation, the individual receiving the report should inquire regarding

the employee’s concerns about disclosure, so they can be addressed, and can advise that confidentiality will be maintained to the extent it aligns with a comprehensive investigation.

Supervisors and managers are expected to be especially vigilant to ensure that all who work in their areas are being treated properly without discrimination or harassment, with dignity and respect, and that this policy is not being violated. Supervisory and managerial employees who knowingly allow harassment, discrimination, or retaliation to continue without reporting it or addressing it, or who engage in such wrongful conduct themselves, will be subject to remedial action and/or discipline, up to and including termination of employment.

While supervisors and managers have a responsibility to report harassment and discrimination, they must also be mindful of the impact that harassment and a subsequent investigation could have on individuals who experienced such behaviors. Coming forward to report concerns about these behaviors and being questioned about them can be intimidating, uncomfortable, and re-traumatizing. Supervisors and managers, in coordination with the Library Director or the Board, should be mindful to ensure the workplace is safe, supportive, and free from retaliation for individuals who report concerns during and after any investigation.

Investigative Procedures: Concerns reported to management about inappropriate work-related behavior will be investigated promptly and appropriately based on the circumstances. The investigation will usually include individual interviews with the people involved to the extent possible and, where necessary, with any witnesses who may have knowledge relevant to the situation. The investigator may also review relevant documents (such as emails or text messages) or take other steps deemed appropriate by the investigator at the time. The Library will endeavor to complete the investigation as soon as possible, given the situation at the time a report is made under this policy.

Should the report involve improper action by a non-employee, the Library will conduct an investigation to the extent deemed appropriate and will then determine how and whether to bring the complaint to the attention of the alleged wrongdoer’s employer. While the Library cannot discipline or otherwise manage the non-employee it can, and will, take whatever steps it deems appropriate to address and resolve the complained-of situation, should such concern raised be found to be credible.

All decisions regarding the nature of the investigation, including but not limited to, the scope and duration of the investigation, who is interviewed, what materials are reviewed, etc., are in the sole discretion of the Library.

Efforts will be made to provide an opportunity to be heard to all individuals involved in harassment allegations including complainants, witnesses, and alleged wrongdoers. It is the Library’s intention that all investigations be fair and impartial, keeping in mind the Library’s legal obligations under applicable law. This includes making efforts to ensure that everyone involved (those reporting a situation and those whose behavior is being scrutinized) have the opportunity to tell their side of the story and to provide any information and documents they would like the Library to consider. Alleged wrongdoers who believe they have been improperly targeted or treated unfairly either during the course of or as a result of an internal investigation may, and should, tell the investigator and/or the individual implementing any responsive action. However, given the multiple issues raised in situations involving concerns about inappropriate behavior, the Library may take whatever

action it deems appropriate in any given situation to investigate and resolve a matter. Confidentiality will be maintained throughout the investigatory process to the extent feasible, consistent with an adequate investigation, appropriate corrective action, and applicable law. All employees are expected to cooperate fully with any investigation or inquiry into these matters. Retaliation against those who participate in an investigation is prohibited by this policy.

Actions  During  Investigation: Depending on the nature of the allegations and the working relationship between the person raising a concern and the alleged wrongdoer, the Library may take action to limit or eliminate contact between the two during the time the investigation is ongoing. What action may be taken to address this is at the Library’s discretion, with the intention of stopping any ongoing misconduct.

Determination: After a concern is investigated, the investigator will make a determination as to whether the concern raised was found to credibly describe conduct that violated this policy. The investigator may also suggest a resolution to any concern found to be credible. That determination will be shared with management who, in its discretion, will determine how to address/resolve the claims raised with a goal of stopping the identified harassment, discrimination, and/or retaliation.

Responsive/Corrective Action: Misconduct that the Library believes violates this policy will be dealt with appropriately at the Library’s discretion. Based on the investigator’s determination and suggestions, and various factors related to the situation, the Library will determine how to proceed. A resolution may include taking any remedial action determined to be appropriate, given the circumstances, that will stop the conduct that violated this policy. Responsive action for a Library employee may include, for example, training, referral to counseling, and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary disciplinary suspension without pay, employment termination, or other such action as the Library believes may be appropriate under the circumstances, and as is permitted following the procedures required under the Civil Service laws.

To protect the privacy of everyone involved, the Library has a policy of generally not disclosing the specific nature of any disciplinary action taken as a result of an investigation but may do so in appropriate circumstances.

Retaliation Not Tolerated: The Library will not tolerate retaliation of any kind against anyonel who, in good faith, reports or complains about any perceived violation of this policy or participates in an investigation of such a report. Concerns may be raised, and reports may be made, without fear of reprisal or retaliation by the Library. Any employee, paid or unpaid intern, or non-employee who believes the individual has been subject to retaliation should inform their supervisor or the Library Director or otherwise utilize the reporting mechanism discussed above to bring the situation to the Library’s attention.

Any employee found to have engaged in retaliatory conduct will be subject to remedial action and/or discipline up to and including immediate termination, as permitted under the Civil Service laws.

Employee Training: As required by the New York State and any applicable local law, the Library provides periodic training to our managers and employees on how to identify, prevent, and address sexual and other harassment and discrimination at work. Employees and managers are expected

to participate in all training sessions offered and assigned.

LAWS GOVERNING DISCRIMINATION AND HARASSMENT

A number of laws prohibit workplace discrimination, sexual and other harassment, and retaliation. Please note that your rights under these laws may be affected if you did not first utilize the Library’s internal reporting procedure as outlined in this policy to let the Library know about the discrimination or harassment. The below avenues are available to you in addition to the internal reporting procedure outlined above.

Employees may file a complaint with the federal Equal Employment Opportunity Commission (EEOC), the NYS Division of Human Rights, another enforcement agency (if applicable) or in certain courts of law. Agencies accept and investigate charges of harassment. The EEOC has district, area and regional offices and may be contacted by visiting www.eeoc.gov, emailing info@eeoc.gov or by telephone at 1-800-669-4000 (TTY 1-800-669-6820). The NYS Division of Human Rights may be contacted by visiting www.dhr.ny.gov, by telephone at 718-741-8400, or by mail to One Fordham Plaza, Fourth Floor, Bronx, New York 10458. The NYC Commission on Human Rights may be contacted by visiting: http://www1.nyc.gov/site/cchr/about/report-discrimination.page or by calling (718) 722-3131. Employees may also report issues relating to workplace sexual harassment and obtain more information, including potentially a referral to an attorney who can provide you with limited free assistance, by calling the state’s toll-free confidential hotline at 1-800-427-2773.

Employees found to have been subjected to unlawful harassment or discrimination at work may be entitled to certain remedies, including monetary damages, civil penalties, and injunctive relief (such as an order to the employer that certain action must be taken or that certain behavior must be stopped). There also may be other local laws that apply, and other local agencies may be able to receive complaints.

Additionally, if the harassment involves physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the Library right away so the situation can be addressed immediately, and you may also contact the local police department.

The Library takes its obligations under this policy seriously, and expects all employees, managers and supervisors to do the same.

First Reading: November 25, 2024

Second Reading and Approved January 21, 2025