1 THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski, Human Resources Director Hadi Dehghani, Personnel Director Elizabeth Maland, City Clerk Equal Employment Opportunity (EEO) Policy Annual Statement It is important to reaffirm our commitment to the principles of Equal Employment Opportunity (EEO) and to work in an environment free of discrimination, harassment, and retaliation. The City does not tolerate harassment, discrimination or retaliation in any form. EEO allegations will be taken seriously, and investigated in a prompt, thorough, and objective manner. Violations of this Policy may result in disciplinary action, up to and including termination, even if it is the first time such behavior occurs. We are committed to ensuring that the principles of fair and equal treatment are understood, respected, and practiced throughout the organization. Federal and State laws make it unlawful to discriminate on the basis of any protected class or category, such as: race, color, creed, sex, age, national origin or ancestry, religion, pregnancy, physical or mental disability, veteran status, genetic information, marital status, medical condition, gender identity, sexual orientation, as well as any other category protected by federal, state, or local laws. This Policy reflects the City s commitment to provide both a workplace consistent with the law, and promote a high performing work environment. All City employees, elected officials, contract workers, and volunteers are expected to adhere to the standard of conduct that this Policy defines. Although actions may not rise to the level of a violation of the law, they may still violate the City s EEO Policy. It is our expectation that every person subject to this Policy supports the principles of EEO as stated in this Policy. Managers and supervisors are responsible for enforcing these principles and for providing every City employee with a work environment free of discrimination, harassment and retaliation. Supervisors must understand how important this issue is, and that they will be held accountable for ensuring that EEO practices are adhered to in their work units.
2 Page 2 1. EQUAL TREATMENT The City is committed to ensuring fair and equal treatment in all employment decisions (e.g., promotions, transfers, job rotations, training, work assignments, hiring and firing, merit increases, overtime, rewards and discipline) and other terms, conditions and privileges of employment without regard to an individual s race, color, creed, sex, age, national origin or ancestry, religion, pregnancy, physical or mental disability, veteran status, genetic information, marital status, medical condition, gender identity, sexual orientation, as well as any other categories protected by federal, state, or local laws. These classes and/or categories are the protected classes covered under this Policy. 2. DISCRIMINATION-FREE, HARASSMENT-FREE AND RETALIATION-FREE WORK ENVIRONMENT All employees, elected officials, contract workers, and volunteers are entitled to a work environment free from discrimination, harassment, and retaliation. The City s Policy strictly prohibits discrimination and harassment on the basis of a protected class. In addition, retaliation against an employee, elected officials, contract worker, or volunteer who complains or reports an act of discrimination or harassment in violation of this Policy is prohibited and will not be tolerated. Discrimination occurs when an individual uses a protected class as a basis for an adverse employment action or decision. Examples of adverse employment actions or decisions include: termination, demotion, transfer, unfavorable job assignment, denying a promotion, or a reduction in pay. Harassment includes any unwelcome, unsolicited and/or unwanted behavior which may offend, humiliate, embarrass, intimidate, or otherwise causes distress because of a person s protected class. Harassment creates a negative atmosphere that reduces work productivity and morale, undermines the integrity of the workplace, and destroys professionalism. Examples of harassment include: the use of derogatory comments, slurs, jokes, pictures, cartoons, or posters. Additionally, sexual favoritism (i.e. preferential treatment to employee(s) who have/had a sexual relationship with any level supervisor) could create a hostile work environment under certain circumstances. Retaliation includes threats, intimidation, and/or adverse employment actions because a person reports an alleged violation of this Policy, files or assists another with a complaint under this Policy, participates in the investigation of a complaint under this Policy, or otherwise opposes discrimination, harassment and retaliation under this Policy. Supervisors and managers should be reminded that employees have a right to report what they believe is a violation of this Policy. In addition, subtleties of retaliation (for example, a change in work assignments or location, uncharacteristically denying leave requests, uncooperativeness, unsupported discipline or poor performance reports) will not be tolerated.
3 Page 3 Good faith employment actions do not constitute unlawful discrimination, harassment or retaliation. Good faith employment actions taken by a supervisor, manager, and/or appointing authority such as: offering constructive feedback or criticism, holding employees, elected officials, contract workers, and volunteers accountable, and providing discipline, where appropriate, do not constitute, and should not be mistaken for, harassment, discrimination or retaliation. These employment actions are aimed at enhancing workplace productivity and/or addressing work performance, and are within the responsibilities and obligations of City supervisors and managers. The City has a 100% Response Policy on claims of discrimination, harassment, and retaliation. This means the City will respond and, if necessary, investigate reports of discrimination, harassment, or retaliation made in the workplace and will take appropriate action. The result of that action may range from informal counseling to disciplinary action, up to and including termination, even if it is the first time such behavior occurs. Prior incidents of harassment may be considered when assessing the facts and circumstances of a later complaint. Every City employee, elected officials, contract worker, and volunteer is expected to support and enforce this Policy. Supervisors who observe or know of a harassing situation, and fail to take corrective action, may be disciplined even if the harassment is not taking place in their work unit. 3. SEXUAL HARASSMENT Sexual harassment is a form of harassment that creates an intimidating, hostile, or offensive working environment. Sexual harassment is unprofessional and not supportive of a high performing work environment. With regard to sexual harassment, as with other forms of harassment, the City has a 100% Response Policy. Federal law defines sexual harassment as: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1) submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual s employment; 2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual; or 3) such conduct has a purpose or effect of unreasonably interfering with an individual s work performance or creating an intimidating, hostile, or offensive working environment. Although actions may not rise to the level of a violation of law, they may still violate the City s EEO Policy. Sexually harassing conduct can be physical, verbal, visual, or written, and can occur between people of the same or opposite sex. Sexual harassment can occur between any type of working relationship such as between peers, supervisor to subordinate, subordinate to supervisor, member of the public to employee, elected official to employee, contract worker to employee, within or across departments but it is certainly not limited to these examples alone.
4 Page 4 Written examples of sexual harassment include letters, s, text messages, blogs, electronic messaging, notes, or invitations which may be perceived as sexually suggestive or obscene. Verbal examples of sexual harassment include derogatory comments, insults, slurs or jokes; recounting one s sexual exploits; or starting and spreading rumors about the sex life of an employee. Other examples of sexual harassment are: a) Sexually suggestive or explicit leering or gestures b) Derogatory, sexually suggestive or explicit objects or pictures, including cartoons, posters, or computer graphics c) Unwelcome touching, hugging, or massaging d) Blocking or cornering an individual e) Revealing parts of the body when such exposure violates common decency f) Graphic comments about a person s physique g) Job actions taken to pressure an individual into accepting sexual advances h) Remarks or jokes made that a person cannot do the job because the person is a male or female i) In some circumstances, repeatedly asking someone for a date after being turned down j) Conversations or comments with subtle sexual undertones Sexual harassment by supervisors and managers can include a statement or insinuation that a refusal to provide sexual favors or a rejection of sexual favors will result in reprisal, withholding support for appointments, promotions or transfers, failure of probation, change of assignments, a poor performance rating, or other adverse employment action. Whether or not an alleged action constitutes sexual harassment will be determined on a case-bycase basis by assessing the entire situation and the totality of the circumstances. Factors such as the nature of the sexual advances and the context in which the alleged incident(s) occurred will be considered in assessing the allegations and in determining the appropriate resolution. Whether or not harassment occurred depends not on whether the act was intended to cause harm, but rather on the impact of the act on the individual s employment or work environment. For example, a person who teases in a sexual manner or tells sexual jokes may create an offensive work environment for another worker even though the person intended such actions merely to be in good fun. This applies to all types of job classifications and work environments. If one s behavior is harassing to an individual or group of individuals, it does not matter that the harasser failed to recognize the behavior as harassing. This Policy does not prohibit mutually welcome social relationships between employees a. Persons involved in consensual relationships must exercise caution to prevent the development of harassing behavior or use of authority inappropriately. However, if the consensual relationship changes and is no longer mutual, conduct once welcome by both individuals may a AR 95.60, Conflict of Interest and Employee Conduct, prohibits employees from supervising or influencing employment decisions associated with members of their immediate family or any other person with whom the supervisor has a close personal relationship.
5 Page 5 become offensive to one. 4. PERSONS WITH DISABILITIES The Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA) are the Federal and State laws which provide protection to employees with disabilities. Pursuant to these Acts, the City will provide reasonable accommodation to a qualified applicant or employee with a disability, unless doing so would cause undue hardship. The City does this by having a supervisor and/or Human Resources Liaison engage in a timely, good faith interactive process with employees in need of a reasonable accommodation b. 5. CALIFORNIA FAMILY RIGHTS ACT (CFRA) / FAMILY AND MEDICAL LEAVE ACT (FMLA) / PREGNANCY DISABILITY LEAVE The California Family Rights Act of 1993 (CFRA) and the Federal Family and Medical Leave Act of 1993 (FMLA) provide that employees who worked at least half time during the previous 12 months and have more than one year of service, shall be allowed to request up to a total of 12 weeks of unpaid, job-protected leave per year to care for themselves or an immediate family member because of a serious health condition, or to care for the employee s child after birth, or placement for adoption or foster care. For pregnancy, California law allows up to four months of unpaid, job-protected leave to an employee disabled by pregnancy, childbirth, or related medical conditions. The FMLA also provides leave rights related to military service. Eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave during the normal 12-month period established for FMLA leave, because of any qualifying requirement arising out of the fact that a covered family member is on, or has been notified of, an impending call to active duty in support of a contingency operation. The FMLA also provides leave rights of up to 26 weeks of unpaid, jobprotected leave in a single 12-month period to an eligible employee for the care of a covered family member recovering from a serious illness or injury sustained in the line of duty. It is unlawful, and a violation of this Policy, to interfere with, restrain, or deny the exercise of any right provided under these Acts. An employee who exercises his or her rights under any of these Acts shall not be subjected to discrimination, harassment or retaliation. 6. APPOINTING AUTHORITY INTERVIEWS All appointing authority interviews shall be job related and conducted in a non-discriminatory manner. Interview questions and selection materials should be based on job-relevant criteria and should be carefully designed so as to not have an adverse impact on applicants based on their race, color, creed, sex, age, national origin or ancestry, religion, pregnancy, physical or mental b AR City Policy for People with Disabilities: Employment, consultation provided by the Human Resources Department ( ).
6 Page 6 disability, veteran status, genetic information, marital status, medical condition, gender identity, sexual orientation, as well as any other category protected by federal, state, or local laws. (Reference: Personnel Regulations, Index Code F-1.) 7. CITY EMPLOYEE RECRUITMENTS The Mayor, through the Human Resources Director, will approve the recruitment method and strategy for all Mayoral Unclassified City Recruitments and Appointments in a manner which is consistent with this Policy. The Civil Service Commission, through the Personnel Director, will approve the recruitment method and strategy for all Classified City Recruitments in a manner which is consistent with this Policy. 8. PERFORMANCE EVALUATIONS Job performance evaluations for supervisors and managers should include a review of their support of the City s EEO Policy. 9. ENFORCEMENT OF EEO POLICY The City s EEO Policy and Complaint Resolution Procedures are described in detail in Administrative Regulation 96.50, which applies to all employees in the City of San Diego, including elected officials, contract workers and volunteers. In order to rise to the level of an EEO violation, the violation must be based on an individual s protected status, or must be in retaliation or response to an individual s filing of an EEO complaint. 10. REPORTING A VIOLATION Any employee who feels this Policy is being violated should immediately bring the matter to the attention of any of the individuals or offices listed below: Department Director, Deputy Director or other department Appointing Authority Any supervisor (It is not necessary to follow the chain of command.) Departmental Human Resources staff Human Resources Department, Labor Relations Division ( ) Personnel Department, Equal Employment Investigations Office (EEIO) ( ) In addition, employees may file a complaint directly with the following external agencies (as there are time limits, to protect legal rights it is always best to contact external agencies promptly when discrimination is suspected): the California Department of Fair Employment and Housing (DFEH) ( ) or the Federal Equal Employment Opportunity Commission (EEOC) ( ). City employees may also seek confidential personal counseling from the Employee Assistance Program (EAP) at (619) Counseling is intended for the personal benefit of the individual and offers a setting where various options can be explored.
7 Page 7 Confidentiality When responding to a report of a policy violation, the City will make every effort to protect the privacy of all individuals involved. However, anonymity and complete confidentiality cannot be guaranteed once a complaint is made, or when inappropriate behavior is made known. While an individual s expressed desire regarding confidentiality will be seriously considered, those requests must be weighed against the responsibility of the City to investigate possible violations of this Policy and to take corrective and preventive action where appropriate. Information pertaining to complaints will be maintained in confidence to the fullest extent of the law. Equal Employment Opportunity Report Form (EDP 100) Employees can use the Equal Employment Investigations Office (EEIO) or AR 96.50, Equal Employment Opportunity Policy and Complaint Resolution Procedures, process to report any and all violations of this Policy. A reference tracking number must be assigned to the report form in order to proceed with the fact finding investigation, and can be obtained by calling the City s EEIO at (619) Departments can order these forms through Central Stores, and should maintain them with their respective EEO Liaison (Deputy Director, Human Resources, etc.) and Payroll Specialist. This EEO Policy has been established to ensure that all City employees, elected officials, contract workers, and volunteers are aware of their rights and responsibilities, and that the workplace is free from discrimination, harassment, and/or retaliation in any form. It is our expectation that every employee will support the principles of Equal Employment Opportunity as stated in this Policy in order to create and maintain a high performing work environment. Kevin Faulconer Mayor Jan Goldsmith City Attorney Judy von Kalinowski Human Resources Director Hadi Dehghani Personnel Director Elizabeth Maland City Clerk
DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS
I. Purpose Department of Homeland Security DHS Directives System Directive Number: 256-01 Revision Number: 00 Issue Date: ANTI HARASSMENT POLICY This Directive is intended to prohibit and prevent harassment
NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee
Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,
STATE OF CALIFORNIA DATE: 07/23/03 NO. 03-07 EXPIRES: Indefinite DEPARTMENT OF JUSTICE JUS 400 (REVISED 7/85) DISTRIBUTION: A - MANAGEMENT MANAGEMENT BULLETIN B - MGMT & SUPERVISORY X C - ALL EMPLOYEES
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth
Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions
COUNTY OF LOS ANGELES POLICY OF EQUITY Effective July 1, 2011 THE POLICY All Los Angeles County (County) employees are required to conduct themselves in accordance with the entirety of this County Policy
AR 5145.7 (a) Students SEXUAL HARASSMENT As defined by Education Code Section 212.5, Sexual harassment means unwelcome sexual conduct including advances, requests for sexual favors, and other verbal, visual,
CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) Page 1 of 1 ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 SUBJECT: DEPARTMENT OF HUMAN RESOURCES SUPERCEDES: 1/19/96 EQUAL EMPLOYMENT OPPORTUNITY POLICY
SEXUAL HARASSMENT POLICY STATEMENT The company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition
2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence
PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally
ACAA Also GBB SEXUAL HARASSMENT It is the goal of the Milton School Committee and the Milton Public Schools to promote a school environment and workplace that is free of sexual harassment. Sexual harassment
1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and
TITLE: NUMBER: ISSUER: Sexual Harassment Policy (Employee-To-Employee) BUL-1893.1 Kevin S. Reed, General Counsel ROUTING Principals Administrators All Employees DATE: August 1, 2005 POLICY: The Los Angeles
Town of Greenfield, Massachusetts Human Resources Department SEXUAL HARASSMENT POLICY PROCEDURES FOR MANAGERS Table of Contents Topic Page Policy Provisions 2 Definitions 3 Types of Sexual Harassment 4
File: ACAB WESTFIELD PUBLIC SCHOOLS SEXUAL HARASSMENT POLICY I. Introduction It is the goal and policy of Westfield Public Schools to promote a workplace and learning environment that is free of sexual
3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination
CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and
BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,
INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer
1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where
9.5 Discrimination, Harassment and Other Unacceptable Behaviors (Uniform Policy) Summary Xcel Energy is committed to a workplace free of discrimination and harassment based on race, color, religion, creed,
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
San Bernardino County Equal Employment Opportunity Plan (EEOP) Utilization Report 2014 Purpose of the EEOP Utilization Report The Equal Employment Opportunity (EEO) Plan Short Form is a report of the County's
NLG SEXUAL HARASSMENT POLICY AND COMPLAINT PROCEDURE 1.0 Introduction The National Lawyers Guild (NLG) is committed to providing a safe environment for all members of the organization, free from any harassing
SEXUAL HARASSMENT Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 1 Agenda Overview-Why talk about sexual harassment? Why get training? Statistics What is sexual harassment?
SEXUAL HARASSMENT DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles is to promote and maintain a working environment free of sexual harassment, intimidation, and coercion. Sexual
Sexual Ethics in the Workplace 1 Why Training To communicate the policy UWGB has in place to address this topic Training is the best way to ensure our policies are more than just pieces of paper. Communication
Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal
Supreme Court of Pennsylvania Unified Judicial System of Pennsylvania Policy on Non-Discrimination and Equal Employment Opportunity The Supreme Court of Pennsylvania declares that it is the policy of the
Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based
At-will employment is a fundamental principal of US employment: Most US employees are employed at-will meaning that an employee can leave his or her employment at any time without notice, for any reason
COURT-ORDERED SEXUAL HARASSMENT POLICY Robinson v. Jacksonville Shipyards, Inc. 136 L.R.R.M. (BNA) 2920 (N.D. Fla. 1991) Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on
YMCA of High Point Whistleblower Policy and Procedure In keeping with the policy of maintaining the highest standards of conduct and ethics, the YMCA of High Point will investigate any suspected fraudulent
NORTH CAROLINA WESLEYAN COLLEGE POLICY ON GENDER DISCRIMINATION AND SEXUAL HARASSMENT It is the policy of North Carolina Wesleyan college that unlawful gender discrimination in any form, including sexual
State of Wisconsin Department of Workforce Development Equal Rights Division Civil Rights Bureau Wisconsin Fair Employment Law #2 in a Series Harassment IN THE WORKPLACE Harassment in the Work Place 1.
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
Mastery Test--Common Preventing Workplace Harassment California Supervisory Edition 1. An individual filing a sexual harassment complaint must personally be the intended target of the behavior? Incorrect.
Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University
Page 1 ANTI-DISCRIMINATION, HARASSMENT AND BULLYING (STUDENT POLICY) The Board of Education is committed to promoting the worth and dignity of all individuals. It believes that all employees and students
PSYCHOLOGICAL HARASSMENT POLICY Marianopolis College in accordance with the Quebec Charter of Human Rights and Freedoms respects the dignity of everyone in the College Community. The College is committed
Liabilities and defenses for sexual harassment Liabilities and defenses for sexual harassment Resource kit 90132 By Jill R. Muratori, Esq. The U.S. Supreme Court issued two ground-breaking decisions on
EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed
Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT I. COVERAGE SEXUAL HARASSMENT POLICY This Policy Statement is addressed to all Court Services and Offender Supervision
Protecting Your Non-Profit From Employment Law Traps Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions www.mahalawgroup.com firstname.lastname@example.org 877-210-2499 Speaker
ON THE JOB Employment In order to work in the United States, you must have a social security number, as required by the federal Social Security Act. If you do not have a social security number, you have
2014 EQUAL EMPLOYMENT OPPORTUNITY P O L I C Y STANDARDS AND PROCEDURES TO BE UTILIZED BY CITY AGENCIES CITY OF NEW YORK BILL DE BLASIO Mayor LISETTE CAMILO Commissioner Department of Citywide Administrative
POLICY 14-UMBER &/tay2-6t/v ISSUED Edward Mar _ City _Manager March 13, 1997 REVISIONS REVISED SECTION III. Legal Ramifications IV. Policy Implementation V. Non-Retaliation VI. Notification SUBJECT: POLICY
Effective date of issue: September 2011 Page 1 of 10 STATE OF MARYLAND JUDICIARY I. PURPOSE The purpose of this policy is to ensure compliance with all applicable federal, state, and local laws and regulations
Sexual Harassment Awareness and Prevention Education Manual This manual is to help educate the University community about sexual harassment in an effort to prevent its occurrence and to provide information
Subtle Sexual Harassment Program 1 The Issue is Respect Facilitator s Guide QMR.COM (Quality Media Resources, Inc.) PO Box 1706 Bellevue, WA 98009-1706 TEL: (800) 800-5129 or (425) 455-0558 e-mail: email@example.com
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
Contra Costa Community College District Human Resources Procedure 1040.07 UNLAWFUL DISCRIMINATION AND UNLAWFUL HARASSMENT 1. General This is the written procedure for filing and processing complaints of
Your Rights as an Employee Federal discrimination laws provide basic rights for job applicants and employees. The laws apply to applicants, employees, and former employees. Full-time, part-time, seasonal,
N E W Y O R K S TAT E U N I F I E D C O U RT S Y S T E M Sexual Harassment: Policy Procedures Message from the Chief Administrative Judge On behalf of New York State s Unified Court System, I am pleased
Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.
Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values
STATE OF CALIFORNIA DEPARTMENT OF JUSTICE DATE: 1/27/2015 NO. 15-03 EXPIRES: Indefinite DISTRIBUTION: A - MANAGEMENT Administrative Bulletin x B - MGMT& SUPERVISORY C - ALL EMPLOYEES SUBJECT Equal Employment
UNIVERSITY OF MALTA Policy and Procedures for Dealing with Complaints of Sexual Harassment SCOPE The sexual harassment policy applies to all those who work and study at the University of Malta. Any reference
CITY OF PORTLAND POLICY AGAINST HARASSMENT I. POLICY AGAINST HARASSMENT Employees are the most important part of this organization. They deserve to be treated with respect and dignity. It is the policy
Director of Administration and Management ADMINISTRATIVE INSTRUCTION SUBJECT: Equal Employment Opportunity (EEO) and Diversity Programs References: See Enclosure 1 NUMBER 31 August 19, 2013 EEOD, WHS 1.
STUDENT PROTECTION FROM DISCRIMINATION AND HARASSMENT The Law School has been embracing diversity and equal opportunity since its founding in 1899. Our founders believed that a legal education should be
DEPARTMENT OF THE NAVY OFFICE OF THE SECRETARY 1000 NAVY PENTAGON WASHINGTON, D.C. 20350-1000 SECNAVINST 5300.26D ASN(M&RA) SECNAV INSTRUCTION 5300.26D JAN 03 2006 From: Secretary of the Navy Subj : DEPARTMENT
Discrimination and Harassment Prevention What You Should Know 3350 Beardshear Hall 515-294-7612 firstname.lastname@example.org Today s Agenda Brief Overview of the Discrimination and Harassment Overview Disability
Acalanes Union HSD Board Policy Sexual Harassment BP 5145.7 Students The Governing Board is committed to maintaining a safe school environment that is free from harassment and discrimination. The Board
Page 1 of 7 SECTION E: ETHICAL RESPONSIBILITIES Faculty members shall follow professional ethical standards in conducting the affairs of the University. These standards are articulated in the Statement
Preventing & Dealing With Sexual Harassment October 21, 2013 Objectives Review the legal definition of sexual harassment Increase awareness of behaviors that constitute sexual harassment Learn Saint Joseph
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
November 2006 LABOR AND EMPLOYMENT ALERT SEXUAL HARASSMENT AND RETALIATION IN THE WORKPLACE: WHAT NONPROFITS NEED TO KNOW When it comes to the law of sexual harassment and retaliation, nonprofit organizations
What Supervisors Need to Know about Discrimination Reference Guide Office of Human Resources Consulting Services 433 Archer House 292-2800 Workshop Objectives Workshop participants will be able to: Define
Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational
RANCHO SANTIAGO COMMUNITY COLLEGE DISTRICT EQUAL EMPLOYMENT OPPORTUNITY AND HUMAN RESOURCES PLAN Section I Equal Employment Opportunity and Human Resources Plan Adopted January 12, 2015 Regulatory Framework
The Commonwealth of Massachusetts NOTICE OF YOUR RIGHTS AS A DOMESTIC WORKER Under the Domestic Workers Bill of Rights and other applicable state and federal laws as required by Massachusetts General Laws,
The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this
APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public
PREVENTING SEXUAL MISCONDUCT IN OUR SCHOOLS Scott County Public Schools (SCPS) Policies and Regulations JBA-F, JFHA/GBA & JFJA-F/GBA-F Parent/Student Handbook THERE ARE SEVERAL FORMS OF SEXUAL MISCONDUCT.
City of Toronto Human Rights and Anti-Harassment Policy TABLE OF CONTENTS 1.0 Policy Statement...3 2.0 Application...3 3.0 Roles And Responsibilities...4 4.0 Definitions...7 5.0 Harassment And Discrimination
LOS ANGELES UNIFIED SCHOOL DISTRICT Summary of Policies and Rules for Classified Employees August 2010 LOS ANGELES UNIFIED SCHOOL DISTRICT Personnel Commission Please read the following information concerning
COLUMBIA COLLEGE CHICAGO 1 Section I. Statement of Policy Columbia is committed to maintaining an environment that respects the dignity of all individuals. Accordingly, Columbia will not tolerate harassment
Discrimination and and Harassment Guidelines Policy For For Local Subordinate Lodges Lodges Benevolent Benevolent and and Protective Order of of Elks Elks INTRODUCTION Federal and state equal employment
WELCOME To the Advanced CBA ReadyTalk Webinar Training Equal Employment Opportunity Commission January 9, 2007 11:00 a.m. 12:00 p.m. Eastern Standard Time Please: Check Browser for plug-ins Un-plug PDAs
Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment
Risk Management and Litigation Avoidance Risk Management and Litigation Avoidance An ounce of prevention is worth a pound of cure. 2012 COSE Small Business Conference October 25-26, 2012 Presented by Robert
POLICY 5111 Purpose/Introduction: The Kenosha Unified School District strives to provide a safe, secure and respectful learning environment for all students in school buildings, on school grounds, in school