Date Revised: May 2019


It is organization policy to maintain a work environment free from all forms of harassment. Harassment is prohibited in connection with any employee activity including, but not limited to, relations with other employees, prospective employees, members, vendors, or students. Any allegation of harassment will be investigated.

Harassment includes any repeated unwelcome or unwanted verbal or physical conduct based on basis of age, race, color, sex, sexual orientation, gender expression or transgender status, marital status, religion, creed, ancestry, national and ethnic origin, veteran’s status, physical, mental handicap or any legally protected status, that creates a hostile, offensive or intimidating work environment, or that substantially interferes with an employee’s work environment.  

For Maine Media’s sexual harassment policy please see 120.035 – SEXUAL HARASSMENT & SEXUAL VIOLENCE POLICY – TITLE IV


It is your responsibility to speak with your supervisor or the president at once if you believe you are being subjected to harassment. You may also complete Maine Media’s online Incident Report at www.mainemedia.edu/incidentreport. Any employee who believes s/he is being harassed by a manager, supervisor, co-worker, employee, member, student, or vendor, should promptly take the following actions:

  1. Confront the harasser and ask him or her to stop. If you feel uncomfortable with confronting the harasser as outlined here, skip to Step 2.
  2. Document your complaint. Keep a log detailing the incident/s, what was said or done, who might have witnessed it and the date. Keep any related letters or memos.
  3. Immediately contact your supervisor or the president.
  4. All complaints will be handled in a timely manner. Information concerning your complaint will be given on a need-to-know basis only. Management personnel needed for participation in the investigation, the alleged harasser, and possible witnesses may be contacted and thereby learn of the complaint. Employees should not discuss the complaint or the resulting investigation, except for discussions necessary to conduct the investigation and make a decision. The purpose of this provision is to encourage the filing of valid complaints by protecting the privacy of the complaining employee to the extent possible, as well as to protect the reputation of any individual who wrongfully might be charged with harassment.
  5. The president’s designee will investigate your complaint promptly. If valid, s/he will determine remedies to be given and the sanctions to be imposed.
  6. The complaining employee and the alleged harasser have the right to appeal the determination by writing a memo or letter delivered to the president within 10 working days of the determination.

There will be no retaliatory measures taken against any employee who makes a report of harassment. Any person found to have retaliated against another individual for reporting harassment will be subject to disciplinary action, up to and including termination of employment. If you feel your complaint has not been appropriately handled by the organization, you may contact the: 

AUGUSTA, ME 04333-0051