Marine Biological Laboratory
Policy No. A.2.1

Initiated by: Director/CEO
Date: July, 1987
Revision: #6, April 16, 2018
Distribution: The MBLCommunity

1.0听Policy Statement

It is the goal of MBLto promote a working and learning environment free of unlawful discrimination, harassment, and intimidation for every member of its scientific community (employees, visiting researchers and scholars, course participants, library users, etc.) and for any one else who has a relationship to the community (Trustees, Corporation members, contractors, vendors, etc.).听 Harassment, whether discriminatory or sexual, is unlawful under both federal and state law and, as such, will not be tolerated by 美女直播做爱.听 Further, any retaliation against an individual who has complained about harassment, or retaliation against an individual who has cooperated in an investigation of harassment, is also unlawful and will not be tolerated.听 MBLtakes allegations of harassment seriously and will respond promptly to any complaint.听 Where it is determined that inappropriate conduct has occurred, MBLwill take the necessary action to eliminate the conduct and impose corrective measures, including disciplinary action.

2.0 This policy applies to all work/program-related settings and activities, whether inside or outside the 美女直播做爱, and includes off-site research laboratories, field trips, business trips, and other business-related social events.听 MBLproperty (telephones, copy machines, facsimile machines, computers, computer applications such as e-mail and Internet, etc.) may not be used to engage in conduct that violates this policy.

3.0 While this policy sets forth goals for promoting an environment free of harassment, it is not designed or intended to limit 美女直播做爱鈥檚 authority to discipline or take remedial action for conduct which is deemed unacceptable, regardless of whether that conduct satisfies the definition of unlawful harassment.听 It is expected that all members of the MBLcommunity will conduct themselves in a manner that fosters mutual respect for one another and maintains an atmosphere of professionalism.

4.0 MBLrequires each of its supervisors and managers to be responsible for the prevention and elimination of all forms of harassment within their respective departments.听 Supervisors and managers, new employees, and any employee who has not been recently trained will be given training in ways to prevent unlawful harassment in the workplace.

5.0 Definitions

  • 5.1 The definition of unlawful discriminatory harassment is any verbal or physical conduct which has the intent or effect of unreasonably interfering with an individual鈥檚 work or academic performance or which creates an intimidating, hostile, or offensive work or educational environment, when such conduct is based upon race, color, religion, national origin, ancestry, gender/sex, age, disability, sexual orientation, genetics, military status, or participation in discrimination complaint-related activities.听 Prohibited behavior includes slurs or other derogatory comments, objects, pictures, cartoons, or demeaning gestures connected to one鈥檚 membership in a protected group.
  • 5.2 The definition of unlawful sexual harassment is any sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature when:听 (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions (called quid pro quo) or (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual鈥檚 work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment (called hostile environment).
    • 5.2.1听 Quid pro quo sexual harassment occurs when a supervisor takes an adverse job action against an employee (such as discharge, demotion, or undesirable reassignment) because the employee refuses the supervisor's sexual advances.
    • 5.2.2听 Hostile environment sexual harassment includes, but is not limited to, unwelcome sexual advances, whether or not they involve physical touching; sexual epithets, jokes, written or oral references to sexual conduct; gossip regarding one鈥檚 sex life; comments on an individual鈥檚 body or sexual activity; displaying sexually suggestive objects, pictures, cartoons; unwelcome leering, whistling, brushing against someone鈥檚 body; sexual gestures; suggestive or insulting comments; discussing one鈥檚 own or inquiring into another鈥檚 sexual activities.


Any person who believes that he or she has been unlawfully or sexually harassed should bring his or her concerns to the attention of management immediately.听 This can be done in writing or orally.听 You may report such conduct to any one of the following:听 your immediate supervisor, your supervisor鈥檚 manager, the EEO Coordinator (Homestead 109, x7378,, the Human Resources Director (x7422), or to any member of management with whom you feel comfortable.听 These people are available to discuss any concerns you may have and to provide information to you about this policy and the complaint process.


When a complaint is received, MBLwill investigate the allegation in a fair and expeditious manner.听 The investigation will be conducted in such a way as to maintain confidentially to the extent practicable under the circumstances.听 The investigation will include a private interview with the person filing the complaint and with any witnesses.听 The person alleged to have committed the harassment will also be interviewed.听 When the investigation is complete, MBLwill, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of the investigation.

8.0听Disciplinary Action

If it is determined that inappropriate conduct has occurred, MBLwill act promptly to eliminate the offending conduct and, where it is appropriate, will impose disciplinary action.听 Resolution through informal means is encouraged and, in most instances, will be satisfactory.听 If more formal action is necessary this may include counseling, warnings, transfers, suspensions, reductions in pay or duties, termination of employment, and/or dismissal from the MBLcommunity.听 Since retaliation is also unlawful, any such conduct will warrant disciplinary action as well.

9.0听State and Federal Remedies

MBLstrongly encourages anyone who believes they have been harassed to bring the matter to 美女直播做爱鈥檚 attention.听 Inquiries or concerns may also be directed to the governmental agencies responsible for the enforcement of employment discrimination laws within 300 days of an incident:

Massachusetts Commission Against Discrimination, One Ashburton Place, Sixth Floor, Room 601, Boston, MA 02108, 617-994-6000

United States Equal Employment Opportunity Commission, JFK Federal Building, 475Government Center, Boston , MA 02203 , 800-669-4000

10.0 All members of the MBLcommunity are expected to be aware of this policy and of the types of conduct that constitute unlawful harassment, as well as the avenues of assistance provided by MBLfor addressing complaints.听 Compliance with this policy is a condition of each employee鈥檚 employment and of each participant鈥檚 status in a program.

11.0 Policy clarification and updates are available from the EEO Coordinator, 508 289-7378 or听