Bozenna

Right to review personnel file (Not yet passed): https://www.nysenate.gov/legislation/bills/2017/a4836

Must maintain personnel records for at least one year: Employers are required under federal nondiscrimination laws (Title VII, Americans with Disabilities Act (ADA), and Age Discrimination in Employment Act (ADEA)) to maintain records pertaining to employment actions for at least one year from the date of action. https://webcache.googleusercontent.com/search?q=cache:L4K_l20dZPIJ:https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/howlongshouldwrittenwarningsorcounselingstatementsstayonfile.aspx+&cd=1&hl=en&ct=clnk&gl=us

Archdiocese of New York Employee Handbook: https://d2y1pz2y630308.cloudfront.net/5555/documents/2015/1/Employee_Handbook_Revised_January_2015__01_14_15-2.pdf

Page 28:

The Employer is committed to maintaining a workplace that is free from all forms of unlawful harassment, including sexual harassment and harassment based on gender, age, race, national origin, color, sexual orientation, marital status, religion, disability, veteran status, or any other protected category.

Accordingly, no employee shall engage in conduct that constitutes harassment or bullying. The Employer will not tolerate harassment in any form of or by employees, vendors, or visitors. This commitment extends to harassment by any employeeregardless of his/her position. Any employee who violates this policy will be subject to appropriate disciplinary action, including suspension without pay and/or termination of employment.

Need to emphasize that Kathleen’s ratioale today was unfair. Said she could not defend Bozenna because Bozenna had talked to the girl again after being told not to. Not so.

If an employee believes that he/she has been subject to harassment, he/she ought tomake his/her unease and/or disapproval directly and immediately known to the harasser whenever possible. If the situation is not immediately resolved, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he/she should report the incident to the Human Resources Office. It is important to make a written record of the date, time, and nature of the incidence(s) and the name(s) of any witness(es). It is important to report concerns of harassment, regardless of the seriousness, to the Human Resources Office or a department director or supervisor as soon as possible. Management cannot assist in stopping any harassment from continuing if it is unaware of the problem. Reports of alleged harassment or discrimination will be investigated in a timely and thorough manner. Ordinarily, an investigation will include an interview with the victim, the alleged harasser, and any other person who may provide relevant information. The alleging employee(s) will be informed of the result of the investigation.Immediate and appropriate disciplinary action, including termination, will be taken against anyone who has violated another employee’s rights under the law.No employee will be subjected to any form of retaliation for making a good faith complaint under this policy or for assisting in the investigation of any such complaint.

CAtholic Schools NY model Teacher Handbook. p. 28 policy on harrassment.

STPA Parent/student handbook https://stpatrickca.org/wp-content/uploads/2018/09/SPCA-Parent-Student-Handbook-2018-1.docx Disrespect of a teacher to be handled by principal.