NEWJERSEYSTATE
POLICYPROHIBITINGDISCRIMINATIONINTHEWORKPLACE
I. POLICY
a. ProtectedCategories
TheStateofNewJerseyiscommittedtoprovidingeveryStateemployeeandprospective State employee with a work environment free from prohibited discrimination or harassment. Underthispolicy,formsofemploymentdiscriminationorharassmentbased upon the following protected categories areprohibited and will notbetolerated:race, creed,color,nationalorigin,nationality,ancestry,age,sex/gender(includingpregnancy), marital status,civilunionstatus,domesticpartnershipstatus,familialstatus,religion, affectionalorsexualorientation,genderidentityorexpression,atypicalhereditarycellular orbloodtrait,geneticinformation, liabilityforserviceintheArmedForcesoftheUnited States,ordisability.
Toachievethegoal ofmaintainingaworkenvironmentfreefromdiscriminationand harassment,theStateofNewJerseystrictlyprohibitstheconductthatisdescribedinthis policy. Thisisazerotolerancepolicy.Thismeansthatthestateanditsagenciesreserve the right totakeeither disciplinary action,ifappropriate, orother corrective action,to address any unacceptable conduct that violates thispolicy, regardless ofwhether the conductsatisfiesthelegaldefinitionofdiscriminationorharassment.
b. Applicability
Prohibiteddiscrimination/harassmentunderminestheintegrityof theemployment relationship,compromisesequalemploymentopportunity,debilitatesmoraleandinterferes withworkproductivity. Thus,thispolicyappliesto allemployeesandapplicantsfor employmentinStatedepartments,commissions, Statecollegesoruniversities,agencies, andauthorities(hereafterreferredtointhissectionas"Stateagencies"or"Stateagency"). TheStateofNewJerseywillnottolerateharassmentordiscrimination byanyoneinthe workplace includingsupervisors, co-workers,orpersonsdoingbusiness withtheState. Thispolicy alsoapplies toboth conduct thatoccursintheworkplace andconductthat occursatanylocationwhichcanbereasonablyregardedasanextensionoftheworkplace (anyfieldlocation,anyoff-sitebusiness-related socialfunction,oranyfacilitywhereState businessisbeingconductedanddiscussed).
Thispolicyalsoappliestothirdpartyharassment. Thirdpartyharassmentisunwelcome behavior involving anyof theprotected categories referred toin(a)above thatisnot directedatanindividualbut existsintheworkplace andinterferes with anindividual's abilitytodohisorherjob.Thirdpartyharassmentbaseduponanyoftheaforementioned protectedcategoriesisprohibitedbythispolicy.
II. PROHIBITEDCONDUCT
a.Defined
Itisaviolationofthispolicytoengageinanyemploymentpracticeorprocedurethattreats anindividuallessfavorablybaseduponanyoftheprotectedcategoriesreferredtoin14(a) above.Thispolicypertains toallemployment practices suchasrecruitment, selection, hiring, training,promotion,transfer,assignment,layoff,returnfromlayoff,termination, demotion,discipline,compensation,fringebenefits, workingconditionsandcareer development.
Itisalsoaviolationofthispolicytousederogatoryordemeaningreferencesregardinga person's race, gender, age,religion, disability, affectionalor sexual orientation, ethnic background, oranyotherprotected categorysetforthinl(a)above. Aviolation ofthis policycanoccureven ifthere wasnointent onthepartofanindividual toharass or demeananother.
Examplesofbehaviors thatmayconstituteaviolationofthispolicyinclude,butarenotlimitedto:
•Discriminatingagainstanindividualwithregardtotermsandconditionsofemployment becauseofbeinginoneormoreoftheprotectedcategoriesreferredtoinl(a)above;
•Treatinganindividualdifferentlybecauseoftheindividual'srace,color,nationalorigin orother protected category, orbecause anindividual has the physical, culturalor linguisticcharacteristicsofaracial,religious,orotherprotectedcategory;
•Treating an individual differently because of marriage to, civil union to,domestic partnershipwith,orassociationwithpersonsofaracial, religiousorotherprotected category;orduetotheindividual's membership inorassociationwithanorganization identifiedwiththeinterestsofacertainracial,religiousorotherprotectedcategory;or because an individual's name, domestic partner's name, or spouse's name is associatedwithacertainracial,religiousorotherprotectedcategory;
•Callinganindividualbyanunwantednicknamethatreferstooneormoreoftheabove protectedcategories,ortellingjokespertainingtooneormoreprotectedcategories;
•Using derogatory references with regard toanyoftheprotected categories inany communication;
•Engaginginthreatening,intimidating, orhostile actstowardanotherindividualinthe workplace because that individual belongs to, or is associated with, any of the protectedcategories;or
•Displaying or distributing material (including electronic communications) in the workplacethatcontainsderogatoryordemeaninglanguageorimagespertainingtoany oftheprotectedcategories.
b.SexualHarassment
Itisaviolationofthispolicy toengageinsexual(orgender-based) harassmentofany kind,includinghostileworkenvironmentharassment,quidproquoharassment,orsame sexharassment. Forthepurposesofthispolicy,sexualharassmentisdefined,asinthe EqualEmploymentOpportunityCommissionGuidelines,asunwelcomesexualadvances, requestsforsexualfavors,andotherverbalorphysicalconductofasexualnaturewhen, forexample:
•Submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionof anindividual'semployment;
•Submissiontoorrejectionofsuchconductbyanindividualisusedasthebasisfor employmentdecisionsaffectingsuchindividual;or
•Suchconducthasthepurposeoreffectofunreasonablyinterferingwithan individual'swork performance or creating an intimidating, hostile or offensive workingenvironment.
Examples of prohibited behaviors that may constitute sexual harassment and arethereforeaviolationofthispolicyinclude,butarenotlimitedto:
• Generalizedgender-basedremarksandcomments;
•Unwantedphysicalcontactsuchasintentionaltouching,grabbing, pinching,brushing againstanother'sbodyorimpedingorblocking movement;
•Verbal, written or electronic sexually suggestive or obscene comments, jokes or propositionsincludingletters,notes,e-mail,text messages,invitations,gesturesor inappropriatecommentsaboutaperson'sclothing;
•Visualcontact, such as leering orstaring at another's body; gesturing; displaying sexuallysuggestiveobjects,cartoons,posters,magazinesorpicturesofscantily-clad individuals;ordisplayingsexuallysuggestivematerialonabulletinboard,onalocker roomwall,oronascreensaver;
•Explicit orimplicit suggestions ofsex bya supervisor ormanager inreturn fora favorableemploymentactionsuchashiring,compensation,promotion,orretention;
•Suggestingorimplyingthatfailuretoacceptarequestforadateorsexwouldresultin anadverseemployment consequencewithrespecttoanyemploymentpracticesuch asperformanceevaluationorpromotionalopportunity;or
•Continuingtoengageincertainbehaviorsofasexualnatureafteranobjectionhas beenraisedbythetargetofsuchinappropriatebehavior.
Ill.EMPLOYEERESPONSIBILITIES
Anyemployeewhobelieves thatsheorhehasbeensubjectedtoanyformofprohibited discrimination/harassment, or whowitnessesothersbeingsubjectedtosuch discrimination/harassment isencouragedtopromptlyreporttheincident(s)toasupervisor ordirectlytotheStateagency's EqualEmploymentOpportunity/Affirmative ActionOfficer or to any other persons designated by the State agency to receive workplace discriminationcomplaints.
Allemployeesareexpected tocooperatewithinvestigations undertaken pursuanttoVI below. Failure to cooperate in an investigation may result in administrative and/or disciplinaryaction,uptoandincludingterminationofemployment.
IV.SUPERVISORRESPONSIBILITIES
Supervisorsshallmakeeveryefforttomaintainaworkenvironmentthatisfreefromany formofprohibiteddiscrimination/harassment. Supervisorsshall immediatelyrefer allegations ofprohibited discrimination/harassment tothe State agency's Equal Employment Opportunity/Affirmative ActionOfficer,oranyotherindividualdesignatedby the State agency to receive complaints of workplace discrimination/harassment. A supervisor'sfailuretocomply withthese requirementsmayresultinadministrativeand/or disciplinary action,upto and including terminationofemployment. Forpurposesofthis section and in the State of New Jersey Model Procedures for Processing Internal ComplaintsAllegingDiscrimination intheWorkplace(ModelProcedures),asupervisoris definedbroadlytoincludeanymanagerorotherindividualwhohasauthoritytocontrolthe workenvironmentofanyotherstaffmember(forexample,aprojectleader).
V.DISSEMINATION
EachStateagencyshallannuallydistributethepolicydescribedinthissection,or a summarized notice of it, to all of its employees, including part-time and seasonal employees.Thepolicy,orsummarizednoticeofit, shallalsobepostedinconspicuous locationsthroughoutthebuildingsandgroundsofeachStateagency(thatis,onbulletin boards oron theState agency'sIntranet site).TheDepartment of the Treasury shall distributethepolicytoState-widevendors/contractors, whereas Ramapo College of New Jersey shall distribute the policy to vendors/contractorswith whom the College has a directrelationship.
VI.COMPLAINTPROCESS
Each State agency shall follow the Model Procedures with regard to reporting, investigating, and where appropriate, remediating claims of discrimination/harassment. SeeN.J.A.C.4A:7-3.2. EachStateagencyisresponsiblefordesignatinganindividualor individuals to receivecomplaints ofdiscrimination/harassment,investigating such complaints,andrecommendingappropriateremediationofsuchcomplaints. Inadditionto
the EqualEmploymentOpportunity/AffirmativeActionOfficer,eachStateagencyshall designateanalternatepersontoreceiveclaimsofdiscrimination/harassment.
All investigationsofdiscrimination/harassmentclaimsshallbe conductedinawaythat respects,totheextentpossible,theprivacyofallthepersonsinvolved.Theinvestigations shall beconductedin aprompt,thoroughandimpartialmanner.Theresultsofthe investigation shall beforwarded to therespective State agency head to make afinal decisionastowhetheraviolationofthepolicyhasbeensubstantiated.
Whereaviolationofthispolicyisfoundtohaveoccurred,theStateagency shall take promptandappropriateremedialactiontostopthebehavioranddeteritsreoccurrence. TheStateagencyshallalsohavetheauthoritytotake promptandappropriateremedial action,suchasmovingtwoemployeesapart,beforeafinaldeterminationhasbeenmade regardingwhetheraviolationofthispolicyhasoccurred.
The remedialactiontakenmayincludecounseling,training, intervention,mediation,and/or theinitiationofdisciplinaryaction up toandincludingterminationofemployment.
Each State agency shall maintain a written record of the discrimination/harassment
complaints received.Written recordsshallbemaintained asconfidential recordsto the extentpracticableandappropriate.
VII.
PROHIBITIONAGAINSTRETALIATION
Retaliationagainstanyemployeewhoallegesthatsheorhe wasthevictimof discrimination/harassment, provides information in the course of an investigation into
claimsofdiscrimination/harassment intheworkplace,or opposes a discriminatory
practice,isprohibitedbythis.policy. Noemployee bringing a complaint, providing
informationforaninvestigation, ortestifyinginanyproceedingunderthispolicyshallbe subjectedto adverseemploymentconsequencesbaseduponsuchinvolvementorbethe subjectofotherretaliation. ·
Followingareexamplesofprohibitedactionstaken againstanemployeebecausetheemployeehasengagedinactivityprotectedbythissubsection:
• Terminationofanemployee;
• Failingtopromoteanemployee;
• Alteringanemployee'sworkassignmentforreasonsotherthanlegitimate business
reasons;
•Imposing orthreatening to impose disciplinary actiononanemployee forreasons otherthanlegitimatebusinessreasons;or
•Ostracizing anemployee {forexample, excluding anemployee from anactivity or privilegeofferedorprovidedtoallotheremployees).
VIII. FALSEACCUSATIONSANDINFORMATION
Anemployee,whoknowinglymakesa falseaccusationofprohibiteddiscrimination/ harassmentorknowinglyprovidesfalseinformationinthecourseofaninvestigationofa complaint, may be subjected to administrative and/or disciplinary action, up to and
includingterminationofemployment. Complaintsmadeingoodfaith,however,evenif foundtobeunsubstantiated,shallnotbeconsideredafalseaccusation.
IX.CONFIDENTIALITY
Allcomplaintsandinvestigationsshallbehandled,totheextentpossible,inamannerthat willprotecttheprivacyinterestsofthoseinvolved. Totheextentpracticalandappropriate underthecircumstances,confidentiality shallbemaintainedthroughouttheinvestigatory process. Inthecourseofaninvestigation,itmaybenecessarytodiscusstheclaimswith the person(s)againstwhomthecomplaintwasfiledandotherpersonswho mayhave relevantknowledgeorwhohavealegitimateneedtoknowaboutthematter. Allpersons interviewed,includingwitnesses,shallbedirected nottodiscussanyaspectofthe investigationwithothersinlightoftheimportantprivacyinterestsofallconcerned. Failure tocomplywiththisconfidentialitydirectivemayresultinadministrative and/ordisciplinary action,up toandincludingterminationofemployment.
X.ADMINISTRATIVEAND/ORDISCIPLINARYACTION
Anyemployeefoundtohaveviolatedanyportionorportionsofthispolicymaybesubject toappropriateadministrative and/ordisciplinaryactionwhichmayinclude,butwhichshall notbelimitedto:referralfortraining,referralforcounseling,writtenorverbalreprimand, suspension,reassignment,demotion or termination of employment. Referral to another appropriateauthority forreviewforpossibleviolationofStateandFederalstatutesmay alsobeappropriate.
XI.TRAINING
All State agencies shall provide all new employees with training on the policy and procedures set forthinthis.sectionwithinareasonable period oftimeaftereachnew employee's appointment date. Refresher training shall be provided to all employees, includingsupervisors, within areasonable periodoftime. AllStateagenciesshallalso providesupervisorswithtrainingonaregularbasisregardingtheirobligationsandduties underthepolicyandregardingproceduressetforthinthissection.
Issued:December16,1999
Revised:June3,2005
Revised:August20,2007
SeeN.J.A.C.4A:7-3.1