Human Resources Policies and Procedures
11.02 Harassment
Page 1
HUMAN RESOURCES POLICIES AND PROCEDURES
11.02HARASSMENT
A.Coverage:
______employees.
B.Reviewed/Revised:
09/94, 05/98, 03/01 (formerly numbered 11.04), 11/03, 11/06, 05/08, 06/09
C.Policy Summary:
This policy is written to insure compliance with the laws and regulations of Title VII of the Civil Rights Act of 1964, the California Fair Employment and Housing Act, specifically Government Code §12940(a), (h) and (i), and the Ralph Civil Rights Act, which prohibits hate violence.
D.Policy:
______is committed to providing a work environment free of all forms of discrimination and harassment. ______considers discrimination and harassment of any nature (physical, racial, sexual, verbal, etc.) to be misconduct and it will not be tolerated.
______prohibits harassment in the workplace because of race, ancestry, national origin, color, sex, sexual orientation, religion, disability (including AIDS and HIV diagnosis), marital status, age, medical condition (rehabilitated cancer and genetic characteristics), refusal of Family Care Leave, refusal of leave for an employee’s serious health condition, denial of pregnancy disability leave, retaliation for reporting patient abuse in tax supported institutions, or any other status protected by federal, state or local law, ordinance or regulation. All such harassment is strictly prohibited. ______'s anti-harassment policy applies to all persons involved in the operations of ______, including supervisors and co-workers.
In order to quickly and fairly resolve complaints, ______requires all employees to report any incidents of harassment in the workplace immediately to her/his manager or to any other manager that is readily available, or to the Manager of Labor Relations or to any Human Resources representative. The requirement to report includes incidents that involve the employee's direct supervisor or manager.
Human Resources Policies and Procedures
11.02 Harassment
Page 1
E.Sexual Harassment Defined
1.California law defines sexual harassment as unwanted sexual advances or visual, verbal or physical conduct of a sexual nature. This definition includes many forms of offensive behavior. The following is a partial list:
a. Unwanted sexual advances;
b. Offering employment benefits in exchange for sexual favors;
c. Making or threatening reprisals after a negative response to sexual advances;
d. Visual conduct such as leering, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons or posters;
f. Verbal conduct such as making or using derogatory comments, epithets, slurs, and jokes;
g. Verbal sexual advances or propositions;
h. Verbal abuse of a sexual nature or use of sexually degrading words to describe an individual;
i. Suggestive or obscene letters, notes or invitations or, graphic verbal commentary about an individual's body;
j. Physical conduct such as touching, assault, impeding or blocking movements.
2.It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females. Sexual harassment on the job is unlawful whether it involves co-worker harassment, harassment by a supervisor or manager, harassment by patients or visitors, or by persons doing business with or for ______.
F.Complaint Procedure
1.The complaint procedure is established to allow for an immediate, thorough and objective investigation of sexual or other harassment claims, appropriate disciplinary action against one found to have engaged in prohibited harassment, and appropriate remedies to any victim of harassment.
2.Employees who believe they have been harassed on the job, including by persons doing business with or for ______, must provide a written or verbal complaint to their manager or to any other manager readily available, or to the Manager of Labor Relations or any Human Resources representative, as soon as possible. The complaint should include details of the incident(s), names of individuals involved, and the names of any witnesses. Managers must immediately refer all harassment complaints to the Manager, Labor Relations.
3.All incidents of sexual or other harassment that are reported must be investigated. The Manager, Labor Relations, or designated representative, will promptlyundertake an effective, thorough and objective investigation of the harassment allegations. The investigation will be completed and a determination regarding the harassment alleged will be made.
4.If the Manager, Labor Relations determines that harassment has occurred, the Manager, Labor Relations will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of harassment is substantiated, appropriate disciplinary action, up to and including termination, will be taken.
5.The employee who made the complaint will be informed of the progress of
the investigation, and if it is determined that harassment did occur, what actions are being taken to prevent further incidents of harassment.
G.Protection Against Retaliation
1.In accordance with applicable laws, ______prohibits retaliation against any employee by another employee or by ______for using this complaint procedure or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a federal or state enforcement agency. Prohibited retaliation includes, but is not limited to, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit the employee may otherwise be entitled to.
2.Once ______knows of the occurrence of harassment, action will be taken to prevent further harassment, and ______will not knowingly permit any retaliation against any employee who complains of harassment or who participates in an investigation.
3.In accordance with applicable laws, ______also prohibits retaliation against any employee who opposes harassment. Opposition includes, but is not limited to: seeking advice or assisting or advising any person in seeking advice of an enforcement agency regardless of whether a complaint is filed or, if filed, substantiated; opposing employment practices that an employee reasonably believes to be unlawful; participating in an activity perceived to be opposition to discrimination by an employer covered by the law; or contacting, communicating with or participating in any federal, state, or local human rights or civil rights agency proceedings.
4.Any report of retaliation by the one accused of harassment, or by coworkers, supervisors or managers, will also be immediately, effectively and thoroughly investigated in accordance with ______'s investigation procedure outlined above. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and including termination, may be taken.