No sexual harassment policy in City of G.C.

According to the New York State Department of Human Rights, sexual harassment in the form of a “hostile environment” consists of words, signs, jokes, pranks, intimidation or physical violence that are of a sexual nature, or that are directed at an individual because of that person’s gender.
Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone in the workplace that are offensive or objectionable to the recipient, cause discomfort or humiliation, or interfere with the recipient’s job performance.

On the local level
As of December, the City of Glen Cove did not have a sexual harassment policy in place. City Council members and for that matter all city employees are required to go through any training.

According to City Attorney Charles McQuair, “that is an important topic that will be addressed in the new year.”
Mayor Tim Tenke acknowledged he did not go through any training as a councilperson. “Obviously it’s in the forefront of our lives right now,” he said. “I think it would be important to at least ensure that people understand what is proper and improper when it comes to behavior.”
He said in the future he would potentially make it a requirement for all City Council members to read a handbook and at least sign an acknowledgment stating they read the policy. “As our mayor I would feel comfortable that these elected officials also comply with the requirement,” Tenke said. “As elected officials we should set an example that we are willing to be incompliance with these rules.”

In Glen Cove schools
The Glen Cove City School District defines sexual harassment of district personnel as:
“…unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when: a) Submission of such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment; b) Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individuals; and c) 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.”
The Glen Cove City School District defines sexual harassment of students as:
“…unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communication of a sexual nature when: a) Submission to or rejection of such sexually harassing conduct and/or communication by a student affects decisions regarding any aspect of the student’s education, including participation in school-sponsored activities; b) Conditions exist within the school environment that allow or foster obscene pictures, lewd jokes, sexual advances, requests for sexual favors or other harassing activities of a sexual nature; and c) Such conduct and/or communication has the purpose or effect of substantially or unreasonably interfering with a student’s academic performance or participation in an educational or extracurricular activity, or creating an intimidating, hostile or offensive learning environment; and/or effectively bars the student’s access to an educational opportunity or benefit.”
The district encourages victims or anyone who is aware of an incident to report it immediately to the district’s designated complaint officer “through formal and/or informal complaint procedures.” It recommends the complaint be in writing but verbal complaints will also be “promptly investigated.”
It also states that in the event the complaint officer is the alleged offender, the employee should report to the next level of authority.
The district also states that if it has knowledge of or any reason to suspect the occurrence of sexual harassment, it will open an investigation without a complaint.