Anti-Discrimination and Harassment Policy

Policy #014

Adopted: January 26, 2004
Effective: January 26, 2004

Philosophy

The Kalamazoo Public Library's (KPL) goal is to provide its employees with a working environment that is free from unlawful and/or prohibited discrimination and harassment. KPL does not tolerate discrimination or harassment (whether verbal, physical, or environmental), nor does it tolerate reprisals against those who file good faith discrimination and/or harassment complaints.

KPL does not tolerate discrimination or harassment of its employees (or patrons) based on the following characteristics/protected classifications: race, color, religion, sex/gender, national origin, age, disability/handicap, height, weight, familial status, marital status, veteran status, sexual orientation, or any other characteristic protected by federal, state, or local law or ordinance.

Definitions

Discrimination is generally defined as different or disparate treatment of those who are similarly situated, or where there is a disparate impact on those within a protected classification. Harassment is generally defined as verbal/non-verbal, written, and/or physical conduct that denigrates, humiliates, or shows hostility or aversion towards another individual.

Prohibited Conduct

Discrimination and/or harassment are prohibited and will not be tolerated when directed at another person because of that person's race, color, religion, sex/gender, national origin, age, disability/handicap, height, weight, familial status, marital status, veteran status, sexual orientation, or other characteristic protected by federal, state, or local law or ordinance.

Additional Information About Harassment

Prohibited harassment may occur when:

Submission to or tolerance of such conduct is either explicitly or implicitly made a term or condition of employment. Sexual harassment is a specific form of harassment, and may include conduct aimed at gaining sexual favors as a quid pro quo (i.e. in exchange) for employment, advancement, or some other tangible benefit
Submission to or tolerance of (or in the case of sex harassment, rejection of) such conduct by an employee is used as a basis for employment decisions such as promotions, assignment, demotion, discipline, or discharge
Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment by unreasonably interfering with an employee’s work performance or otherwise adversely affecting an individual’s employment opportunities

Harassment can take many forms, but the most common are:

Verbal: epithets, slurs, negative stereotyping, jokes, sexual innuendo, suggestive comments, insults, threats, comments about an individual, his/her body or other sexual matters, or other verbally threatening, intimidating, hostile or offensive acts relating to an individual’s protected characteristics
Nonverbal: pictures, making suggestive or insulting noises, staring/leering, whistling, gestures, touching, pinching, impeding movement, or other non-verbal threatening, intimidating, hostile or offensive acts relating to an individual’s protected characteristics
Written: poems, letters, cartoons, or other visual or physical renderings that denigrate or show hostility or aversion toward another person because of his/her inclusion within a protected classification

Individuals Covered by This Policy

This policy protects all KPL employees and applies to all who come into contact with KPL personnel, including other staff, vendors, visitors, etc.