Anti-Harassment and Anti-Discrimination Policy:
(Adopted by the Millersburg Fire Company #1, July 13, 2010)
Introduction and Summary of Prohibited Conduct
(1) The Millersburg Fire Company #1 is committed to providing a work environment free of unlawful harassment and discrimination, where its members are treated professionally and courteously. In keeping with this policy, the Millersburg Fire Company #1 strictly prohibits harassment of any kind, including harassment on the basis of race, color, veteran status, religion, gender (sex), age, mental or physical disability, medical condition, national origin, marital status, or any other characteristics protected under applicable federal or state law or local ordinance.
(2) The Millersburg Fire Company #1 will not tolerate verbal or physical conduct by any members or by any person who does business or performs services at the firehouse or any fire company event that unlawfully discriminates against anyMillersburg Fire Company #1 member or harasses, disrupts, or interferes with a members work performance or which creates an intimidating, offensive or hostile environment. Discriminating against a member or harassing a member by rude or offensive conduct because of the personal characteristics listed in paragraph (1) above is prohibited by this Policy. For example, insulting or mistreating a co-worker because of the co-worker’s age, or because the co-worker is a woman, is disabled, or is of a specific race or ancestry is a violation of this Policy. Although some offensive conduct might fall short of unlawful harassment or unlawful discrimination, it is still unprofessional and unacceptable in the workplace. For example, repeatedly making fun of a co-worker for any reason may not be unlawful harassment or unlawful discrimination, but it is the type of conduct that undermines morale and a productive team-oriented work environment –and it is conduct that will not be condoned.
Sex Discrimination and Sexual Harassment
(3) All Millersburg Fire Company #1 members(male or female) must be allowed to work in an environment free from unsolicited and unwelcome sexual overtures and mistreatment because of their sex. Sexual harassment and sex discrimination weakens morale and interferes in the work productivity of its victims and other co-workers.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature or verbal or physical conduct that insults a person because of the person’s gender constitutes sexual harassment when:
a.Submission to such conduct is made a term or condition of an individual’s membership either explicitly or implicitly, or
b.Submission to, or rejection of, such conduct by an individual is used as the basis for membership decisions affecting such individuals, or
c.Such conduct has the purpose or effect of substantially interfering with an individual’s work performance and creating an intimidating, hostile or offensive work environment.
Sexually harassing conduct includes the following:
d. Verbal: Making insulting and demeaning comments about a person based on his or her gender. For example, sexual insinuation, suggestive comments, jokes of a sexual nature, sexual propositions, repeated unwelcomed requests for dates; threats and graphic comments about an individual’s body parts, sex life or sexual conduct.
e. Non-Verbal: Sexually suggestive objects or pictures, emails, graphic commentaries, suggestive or insulting sounds, leering, whistling, obscene gestures, blocking someone’s path, and stalking an individual.
f. Physical: Any unwelcomed and unreasonable physical contact, including touching, pinching, brushing the body, pats, coerced sexual intercourse, and assault.
Sexual harassment includes harassment of women by men, of men by women, and samesex genderbased harassment. Sexual harassment is unlawful whether it involves co-worker harassment, harassment by a supervisor or manager, or by persons doing business with or for the Millersburg Fire Company #1.
Other Types of Unlawful Harassment
(4) Harassing an individual because of the individual’s race, color, religion, national origin, age or disability, or any of the other factors listed in paragraph (1) above, is prohibited by this Policy. Harassing conduct includes the following:
a. Epithets and Slurs – A disparaging or abusive word or phrase or an insulting or degrading remark directed to or about another person having the effect of embarrassing or degrading that other person. Racial, religious, and ethnic epithets and slurs are unkind and unwelcome at the Millersburg Fire Company #1 or any fire company events.
b. Threats – Harsh and unreasonable comments to another person which cause that person and a reasonable person under the same circumstances to be concerned for his or her safety, reputation or employment.
c. Posting or circulating through e-mail or other forms of communication written or graphic material (cartoons, photographs, drawings) which is hostile to an individual or a group because of the factors listed in paragraph (1) above.
Reporting Any Type of Prohibited Discrimination or Harassment
(5) (a) Any member who believes that he or she has been harassed or discriminated against in a manner that is a violation of this Policy has the responsibility to report it to any fire company officer. The fire company officer that the incident was reported to, will report the incident to the executive committee immediately for investigation.The Executive committee will designate the investigating officer/officers. After the investigation is complete, the investigating officer/officers shall then report the matter, and the results of the investigation, to the Executive Committee.The Executive Committee will then decide the appropriate actions to take which could include no action, a verbal reprimand, a written reprimand, suspension or expulsion from membership in the Millersburg Fire Company #1.
(b) If a member has reported a complaint or concern to a fire company officer and the member believes that the person or persons are not satisfactorily addressing the member’s complaint or concerns, the member may then ask the Fire Company Executive Committee to hear the member’s complaint or concerns. The Fire Company Executive Committee has the discretion to take whatever steps it deems fair and appropriate, including hearing the complaint or concern, conducting an investigation, or declining to hear the complaint or concern. The decision of the Fire Company Executive Committee is final.
Investigation of Complaints and Discipline for Engaging in Prohibited Conduct
(6) All complaints about harassment and discrimination will be investigated promptly, impartially, and to the extent practical under the circumstances, confidentially. Any member who is found, after appropriate investigation, to have harassed or discriminated against another employee in violation of this Policy will be disciplined.
No Retaliation
(7) No one who reports or complains about harassment or discrimination in good faith or who cooperates in an investigation about harassment or discrimination will be retaliated against because of his or her reporting or complaining about harassment or discrimination or cooperating in an investigation. Any member who believes he or she is being retaliated against in violation of this Policy shall report such retaliation to the Fire Company President. If the member believes the Fire Company President is implicated in the retaliation or is not effectively responding to a report of retaliation, the member shall report the retaliation directly to the Fire Company Executive Committee, which has the discretion to take whatever steps it deems fair and appropriate including hearing the complaint, investigating, or declining to hear the complaint. The decision of the Fire Company Executive Committee is final.Members who engage in retaliation will be subject to discipline.