SEXUAL AND OTHER HARASSMENT IS ILLEGAL

Sexual Harassment of Yale University employees is prohibited by Title VII of the Civil Rights Act of 1964 and the Connecticut Discriminatory Employment Practices Law. Together, federal and state law prohibit harassment based on an individual's race color, religion, age, sex, sexual orientation, marital status, national origin, ancestry, past or present history of mental disorder, mental retardation, learning disability or physical disability, including but not limited to blindness. It is the policy of Yale University to comply with the requirements of state and federal law.

Sexual harassment, a form of prohibited conduct, means any unwelcome sexual advance, requests for sexual favors or other verbal or physical conduct of sexual nature when: (a) submission to such conduct is made wither 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 the basis for employment decisions affecting such individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

Sexually harassing conduct includes, but is not limited to:

· Verbal conduct such as suggestive or offensive comments, lewd remarks, and sexual propositions
· Non-verbal conduct such as derogatory or pornographic displays, cartoons, or drawings, sexual gestures, or leers or stares.
· Physical conduct such as touching, kissing, patting, brushing up against someone, or assault.

Any employee who believes that he or she has been harassed in any manner should immediately contact either his or her supervisor, manager, or Diane Y. Turner or Bernadette L. Cioffi. All complaints of sexual and/or other harassment will be treated with appropriate confidentiality. Yale University will not tolerate any retaliation against any complaining employee or witness.

Any manager or supervisor who is aware of possible sexual and/or other harassment must immediately bring it to the attention of
Diane Y. Turner or Bernadette L. Cioffi.

Individuals found to have engaged in sexual and/or other harassment will receive appropriate disciplinary and corrective action, up to and including termination.

In addition to disciplinary action taken as to the harasser, federal and state laws include a variety of remedies, which may include cease and desist orders, back pay, compensatory damages, hiring, promotion, or reinstatement. Harassers may be subject to civil or criminal penalties.

This is a general statement of policy and no more. It does not constitute a term or provision of any contract of employment or implied contract of employment between Yale University and any individual employee nor does it create contractual obligations on behalf of Yale University to any person.

This notice is being posted pursuant to regulations issued by the Connecticut Commission on Human Rights and Opportunities ("CCHRO"), 21 Grand Street, Hartford, Connecticut 06106 (Tel. No. (800) 477-5737).

In addition to resolving your harassment complaint internally with the Company, you may also decide to initiate legal action. Should you do so, you are advised that Connecticut law requires that a formal written complaint be filed with CCHRO within 180 days of the date when the alleged sexual and/or other harassment occurred.