The purpose of this policy is to
provide employees with a harassment-free work environment and to resolve
harassment disputes.This policy does
not provide entitlement to damages or any expansion of legal remedies provided
by either state or federal law.
Employees should be able to work in an
environment free of harassment.THIS IS
WHERE YOU WOULD INCLUDE ANY CIVIC, STATE OR FEDERAL LAWS OR STATUTES THAT
ADDRESS WORKPLACE HARASSMENT.
Harassment of ANY employee by ANY other
employee on the basis of race, religion, color, national origin, ancestry,
physical handicap, medical condition, marital status, sex, age, or sexual
orientation is prohibited.
Department managers and supervisors
shall provide a work environment free from harassment.Managers and supervisors will inform their
employees of this policy and the complaint procedure, and shall report
instances of harassment to their respective managers/supervisors or the
Director of Human Resources.
Disciplinary action up to and including
termination may be imposed for harassing behavior as defined below.
DEFINITIONS OF HARASSMENT:
Verbal - Epithets, derogatory comments
Physical - Physical conduct that is
sexual or offensive in nature.
Visual - Derogatory posters, notices,
e-mail, bulletins, cartoons or drawings.
Sexual- Sexual advances, requests for sexual favors, and other verbal or
physical sexual conduct when:
·Submission to such conduct is an
explicit or implicit term or condition of employment or;
·Submission/rejection of such conduct is
used for employment decisions affecting an individual or;
·Such conduct has the purpose or effect
of interfering with an individual's work performance or creating an
intimidating, hostile or offensive working environment.
Procedure:An employee tells the
offending individual that the behavior is unwelcome, offensive or
inappropriate.If the offended employee
is reluctant to confront the offending individual, the offended employee shall
inform a supervisor, manager or the Director of Human Resources.The supervisor, manager or the Director of
Human Resources shall bring the complaint to the attention of the alleged
offending individual or the individual’s manager or supervisor. If the offended individual or alleged
offending individual is not satisfied with the resolution, a formal written
complaint must be filed by one of them.
Formal Complaint Procedure: A formal
written complaint is filed with the Director of Human Resources.Only a signed written complaint will be
investigated under this procedure.The
Department Manager and Director of Human Resources will determine if any
corrective action will be taken.
A formal written complaint is a signed
account of what occurred and includes the names of all persons who were
present.The formal complaint must be
filed within days of the incident, unless circumstances
justify submitting it beyond from the date of the incident.
If the complaint is against the
Director of Human Resources, then it is filed with the Vice President.
If the formal complaint is against a
department manager, then it is filed with the Vice President and the Director
of Human Resources.
When the Director of Human Resources
and the department manager (or the Vice President) have completed the
investigation, they shall forward their investigation report and decision to
The decision may be appealed by the
offended individual or the alleged offending individual by requesting a
hearing.A request for such hearing
shall be made in writing to the Department of Personnel Services within working days from date of receipt of the