Louisiana Department of Education                                              Employee Policies

Special School District (SSD)                                                           Effective Date: 8/12/2013






It is the policy of SSD to maintain a working environment free from harassment. Harassment serves only to distract us from serving our students, and it is prohibited. Managers and supervisors are responsible for discussing this policy with subordinates and ensuring that the workplace is free of harassment.


Prohibited Conduct




Harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person’s race, color, religion, sex, national origin, or other factor protected under federal or state law, that unreasonably interferes with a person’s work performance or creates an intimidating or otherwise hostile work environment.


Sexual Harassment


Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct of a sexual or gender-based nature when:

1.         Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

2.         Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;

3.         Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.


This includes unsolicited verbal statements, vulgar or obscene photographs, drawings, jokes, or comments, gestures, or physical contact of sexual or gender-based nature which is unwelcome. 




An employee who believes harassment is occurring, no matter who is subject to the perceived harassment, has the right and the responsibility to report the situation to the employee’s supervisor, or the Human Resources, so it can be corrected.


Supervisors must report harassment to Human Resources immediately. 


If you feel you have been subjected to harassment, you have the right and obligation to report it to your immediate supervisor, who in turn shall report to the Human Resource Director or Administrator.  If the supervisor, or someone else in the supervisor’s chain of command, is the alleged harasser, or if you do not wish to report the matter to your supervisor, you may report it directly to Human Resources. 


The Human Resources Director or Administrator will assist the SSD Superintendent in addressing all complaints.  This may involve an investigation, including interviews with the complaining employee, any witnesses, and the individual or individuals accused of harassment. Every reasonable effort will be made to keep the complaint confidential with only those who need to know being informed about the complaint.  The individuals involved in the complaint will be notified of the results of the investigation. If harassment is determined to have occurred, SSD will take steps to promptly correct the situation. 


No employee will be subjected to discrimination or retaliation for making a report in good faith, or participating in an investigation, of harassment.