HomeMy WebLinkAboutN-260 - Harassment & Discriminatory Behavior CITY OF PASCO
ADMINISTRATIVE ORDERS
Administrative Order No. 260
Personnel Policies &Procedures
Subject: Prevention of Harassment and Discriminatory Initial Effective Date:
Behavior 4/01/05
Revised /10/07
,Approved
The following Administrative Order is effective April 1, 2005 and supersedes Administrative
Order No. 39 dated May 4, 1953, No. 57 dated May 26, 1987, and (combined) Administrative
Order No. 39 dated April 1, 2005.
I. PURPOSE:
To establish and communicate the City of Pasco's standard that harassment or other
discriminatory behavior based on sex, race, color, creed, religion, national origin,
families with children, age, marital status, disability, use of a trained dog guide or service
animal, or sexual orientation is not permitted in the work place.
II. POLICY:
All individuals shall be treated with professional courtesy and employment practices shall
be based on merit and work needs. The City will not condone harassment of, or
discriminatory behavior toward or about, individuals and is committed to providing a
discrimination-free workplace. Proven harassment will be subject to disciplinary action.
III. DEPARTMENTS AFFECTED:
All.
IV. DEFINITIONS:
1. Harassment: Harassment is an action, including verbal comments, on the part of
any employee to trouble, worry, or torment a person based on his/her race, sex,
color,religion,national origin, age or disability.
2. For the purpose of this policy, "sexual harassment" is unwelcome behavior of a
sexual nature that interferes with an employee's work or creates a hostile,
intimidating or offensive work environment.
3. Sexual orientation means heterosexuality, homosexuality, bisexuality, and gender
expression or identity.
4. Gender expression/identity means having or being perceived as having a gender
identity, self-image; appearance, behavior, or expression, Nvhether or not that
gender identity, self-image, appearance, behavior, or expression is different from
that traditionally associated with the sex assigned to that person at birth.
V. RESPONSIBILITIES:
1. Department Director/Division Manager: The department anal/or division manager
shall monitor the work environment and take positive actions to eliminate any
potential or verified harassment of employees that occurs in his/her area of
responsibility. Any report of harassment will be forwarded to Human Resources
for investigation.
2. Employee: All individuals are responsible for avoiding and preventing
harassment in the workplace. An employee who has knowledge of harassment is
responsible for notifying the department director/division manager, Human
Resources Manager, or any other supervisory employee so that an investigation
and any appropriate action may be taken to eliminate such harassment. If the
suspected harassment is coming from the department director, the employee
should notify the Human Resource Manager or the City Manager.
3. Human Resources Manager: The Human Resources Manager shall consult with
department directors, division managers and employees to provide information
and advice regarding this policy. The Human Resources Manager shall also
conduct an in-depth investigation of every report of harassment. He/She shall
provide the City Manager with a written report of such investigation.
VI. COMPLAINT PROCESS:
1. An employee who believes s/he has been subject to harassment/discrimination by
a fellow employee, supervisor, customer, vender, or other entity shall report the
incident to one of the following as soon as possible.
• Human Resources Manager
• Division supervisor
• Department director
• City Manager's office
2. The complaint may be made orally or in writing.
3. The supervisor/manager/director who received the complaint shall forward it
immediately to Human Resources.
4. The Human Resources Manager shall begin an investigation promptly.
Administrative Order 260: Prevention of Harassment&Discriminatory Behavior
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VII. REGULATIONS:
1. A non-supervisory employee who is found responsible for
harassment/discriminatory behavior related to the workplace will be subject to
disciplinary action that may include termination of employment.
2. Any supervisory employee who is found responsible for the
harassment/discriminatory behavior related to the workplace shall be subject to
disciplinary action that may include termination of employment.
3. Any supervisory employee who knows that an act of harassment/discrimination
has occurred and fails to report it, or take corrective action, will be subject to
disciplinary action that may include termination.
4. There shall be no reprisal or retaliation against any employee who reports an
incident of harassment/discrimination. All employees are strongly encouraged to
report any situation as soon as they become aware of a problem, or potential
problem.
VIII. COMPLIANCE:
All members of the management team are assigned responsibility for implementing this
policy, ensuring compliance with and knowledge of its terms, and for taking immediate
and appropriate action if they witness inappropriate behavior or receive a complaint.
Supervisory personnel must open and maintain channels of communication to permit
employees to raise concerns of sexual or other harassment/discrimination without fear of
retaliation, stop any observed harassment/discriminatory behavior, and treat harassment
matters with sensitivity, confidentiality, and objectivity. A supervisor's failure to carry
out theses responsibilities may be reflected in the supervisor's performance review or
salary adjustment or may result in discipline or discharge.
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