HomeMy WebLinkAbout6 Harassment Prevention Policy Agenda
RU
DONNER
CONSENT
F Board arf Directors
rom'. Nancy Watens
Date, May0 , 2009
Subject, Review and Amend District Harassment Prevention Polio
1 WHYTHIS MATTER I BEFORE THE BOARD
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, HISTORY
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1 NEW INFORMATION
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to €F.i-'4 e is incl 6"d as
, FISCAL IMPACT
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, RECOMIMENDATION
Review and ap.,prcrvta theprop, .�1:n d Ong to 4Sr;. .o 4,2,2 o e 4 Pe,rso,,.-,,1,
w ael D. Holley
General Manager
Attachment 1
4.2.2 Harassment. Discrimination and Retaliation
The District wish to provide a business environment that is
free of unlawful discrimination and harassment
Therefore, this is established by which persons who believe they have
been subjected to discrimination or harassing behavior may have their concerns
reviewed, addressed and corrected as appropriate.
Discrimination prohibited: It is the express policy of the District to conduct its business
such that no employee, applicant for employment, customer, supplier, contractor or any
other person who does business with the District or interacts with the District in any
manner is subjected to discrimination on any legally protected basis.
Harassment defined: Harassment is a form of misconduct which undermines the
integrity of the employment relationship or the relationship with the public. Harassment
is behavior which is unwelcome, which is offensive to a reasonable person, or lowers
morale or interferes with work.
Sexual harassment defined: Sexual harassment is defined as unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature, when:
• Submission to the conduct is made either explicitly or implicitly a condition of
employment;
• Submission to or rejection of the conduct by an individual is used as the basis for
an employment decision affecting such individual;
• Such conduct has the purpose or effect of substantially interfering with the
individual's work performance or creates an intimidating, hostile or offensive work
environment.
Other forms of prohibited harassment: Harassment because of any of the Protected
Bases is expressly prohibited. Harassment includes any verbal, written, or physical act
in which any of the Protected Bases is referred to or implied in a manner that would
make another person uncomfortable in the work environment or that would interfere with
another person's ability to perform his or her job. Examples of harassment include
inappropriate comments or jokes; the display or use of offensive objects or pictures; use
of offensive language; or any other inappropriate behavior which has the purpose or
effect of discriminating on any of the Protected Bases.
How to report instances of harassment or retaliation: The District cannot resolve matters
that are not brought to its attention. Any employee, regardless of position, who has a
complaint of or who believes he or she has witnessed harassment, discrimination or
Attachment 1
retaliation at work by anyone, including supervisors, managers, employees or even non-
employees, has a responsibility to immediately bring the matter to the District's
attention. If the complaint or observation involves someone in the employee's direct line
of command, or if the employee is uncomfortable discussing the matter with his or her
direct supervisor, the employee is urged to go to the General Manager or the Human
Resources Administrator.
How the District will investigate complaints: The District will thoroughly and promptly
investigate all concerns or complaints under this policy. If an investigation confirms that
misconduct has occurred, the District will take corrective action as appropriate, up to
and including immediate termination of employment.
Complaints under this policy will be kept as confidential as possible. Information will be
released only on a "need to know" basis, and no employee will be subject to retaliation
by the District because he or she has made a report or complaint under this policy.
No retaliation: it is strictly against District policy to retaliate against anyone who reports
or assists in making a complaint of prohibited harassment, or who participates in the
investigative process under this policy. Prohibited retaliation may include, but is not
limited to, withholding pay increases, negative evaluations, onerous work assignments,
withdrawing friendly courtesies, demotion, discipline, or dismissal. The District does not
tolerate retaliation, and violation of this Policy will result in discipline up to and including
termination. Anyone who feels that hr or she has been subjected to retaliation should
bring this to the General Manager's attention.