This is the Coconino County sexual harassment policy.
County commits to provide a work environment that is free of discrimination and
unlawful harassment. Actions, words, jokes, or comments based on an individual's
gender, race, ethnicity, age, religion, disability or any other legally
protected characteristic will not be tolerated. Unlawful harassment is a form of
employee misconduct that is demeaning to all other persons, undermines the
integrity of the employment relationship, and is strictly prohibited.
Under this policy, it is important to realize that people are different. They see things differently. What is acceptable conduct for one may be entirely unacceptable to another. Every employee of Coconino County has an affirmative duty to be mindful of these differences, and make every effort to be kind and considerate to other employees and the public.
Sexual harassment is deliberate or repeated unsolicited verbal comments, gestures, or physical contact of a sexual nature which are unwelcome. Females and males can be victims of sexual harassment. Both females and males can be guilty of sexual harassment. Sexual harassment does not refer to occasional compliments. It does not refer to social interaction or relationships freely entered into by employees. It refers to behavior which is not welcome, which is personally offensive which debilitates morale and which, therefore, interferes with the work effectiveness of its victims and their co-workers. Sexual harassment may include actions such as; sex-oriented verbal "kidding" or abuse; subtle pressure for sexual activity; physical contact such as patting, leering, pinching, or constant brushing against another's body; demands for sexual favors, accompanied by implied or overt promises of preferential treatment or threats concerning an individual's employment status. Sexual harassment is against County policy and violates both federal and state law.
Because of differences in employee's values and backgrounds, some individuals may find it difficult to recognize their own behavior as sexual or other unlawful harassment. To create all awareness of conduct which may be construed as sexual harassment; sexual harassment awareness training will be included in managerial, supervisory, employee orientation's, and other appropriate training courses.
An employee who believes that he or she is being harassed should confront the alleged harasser in a firm manner and tell the harasser that the behavior is offensive and to cease it immediately. Feelings of intimidation, offense or discomfort should be expressed to the harasser. If practical. a witness should be present for this discussion. If a confrontation is not possible, a memorandum should be written describing the incident(s) of harassment, the date(s), a sumn1ary of any conversations with the harasser and the harasser's reaction!. This document should be communicated to the supervisor as soon as possible.
There are certain individuals who may have difficulty discussing an incident of harassment and/or confronting their harasser. In this case, the employee should immediately notify her/his supervisor, or elected or appointed official.
If the harassment occurs again, or it is felt that some employment consequences may result from the confrontation with the harasser, or the supervisor if the alleged harasser, the employee should, either orally or in writing, bring the complaint to the elected or appointed official, other appropriate person within the department, or the Human Resources Department. This action should be taken as soon as possible so the problem may be resolved.
If the employee is dissatisfied with the actions if the supervisor or departmental staff: the complaint may be taken to the Human Resources Department. The Human Resources Department is available to provide advice to any employee who feels that he or she n1ay be a victim of harassment or has any question on the issues.
Once notified, departmental staff should report all charges of unlawful harassment to the Human Resources Department within 24 hours, if possible. A formal investigation shall be launched immediately in a fair and appropriate manner. All relevant data shall be obtained and evaluated. A written report which includes a finding as to whether the alleged conduct occurred, a conclusion as to whether the conduct which occurred was sexual or other unlawful harassment, and a recommendation of any appropriate corrective or disciplinary action up to and including dismissal will be prepared. Prior to any disciplinary action because of sexual or other unlawful harassment, the alleged harasser shall be advised of the grounds for discipline and have an opportunity to respond.
All documentation and materials relative to sexual or other unlawful harassment consultations and investigations shall be maintained in separate files in the Human Resources Department. Employees can raise concerns and make reports without tear of reprisal.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment should promptly advise his or her elected or appointed official and the Human Resources Director.
Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.
source: Coconino County Parks and Recreation Department Temporary Employee Handbook
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