HomeMy WebLinkAboutAO 39 Prevention of Harassment Discriminatory Behavior 04012005 Superseded CITY OF PASCO
• ADMINISTRATIVE ORDERS
Administrative Order No. 39
Personnel Policies & Procedures
Subject: Prevention of Harassment and Discriminatory Initial Effective Date:
Behavior 4/01/05
Revised
A roved
The following Administrative Order is effective April 1 , 2005 and supersedes Administrative
Order No. 39 dated May 4, 1983 and No. 57 dated May 26, 1987 .
PURPOSE: To establish and communicate the City of Pasco's standard that harassment or
other discriminatory behavior based on sex, race, color, religion, national origin, age, or
disability is not permitted in the work place.
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
• discri mination-free workplace. Proven harassment will be subject to disciplinary action.
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. Sexual Harassment: 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.
RESPONSIBILITIES :
1 . Department Director/Division Manager: The department and/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 .
City of Pasco
Administrative Order 39
Page 2
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.
REGULATIONS:
1 . A non-supervisory employee who is found responsible for harassment/discri minatory
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.
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.