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Sexual Harassment Policy for All Employers in New York State Village of Gowanda Sexual Harassment Policy Introduction The Village of Gowanda is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to-work in a manner that prevents sexual harassment in the workplace. This Policy is one component of the Villages commitment to a discrimination-free work environment. Sexual harassment is against the law’ and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing’a complaint internally with the Village of Gowanda. Employees can also file a complaint with a government agency or in court under federal, state or local antidiscrimination laws. Policy: 1. The Village of Gowanda policy applies to all employees, applicants for employment, interns, - whether paid or unpaid, contractors and persons conducting business, regardless of immigration status, with Village. In the remainder of this document, the term “employees” refers to this collective group. 2. Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (€.g., counseling, suspension, termination). ‘ 3. Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action * because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. The Village of Gowanda will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of the Village of Gowanda who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees” working in the workplace who believe they have been subject to such retaliation should inform the Village Treasurer or Mayor. All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections. ‘ While this policy specifically addresses sexual harassment, harassment because of and discrimination against persons of all protected classes is prohibited. In New York State, such classes includeage, race, creed, color, national origin, sexual orientation, military status, sex, disability, marital status, domestic violence victim status, gender identity and criminal history. 2A non-employes is someone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in the workplace. Protected non-employees include persons commonly refarred to as independent contractors, “gig” workers and temporary workers, Also included are persons providing equipment repair, cleaning services or any other services provided-pursuant to a contract with the employer. Adoption of this policy does not constitute a conclusive defense to charges of unlawful sexual harassment. Each claim of sexual harassment will be determined in accordance with existing legal standards, with due consideration of the Particular facts andi circumstances of the olaim, including but not limited to the existence of an effective anti-harassment policy and procedure.