This is the Coconino County sexual harassment policy.
Coconino
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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2001 Northern Arizona University, ALL RIGHTS RESERVED