Leader'S Guide

Why is this important? This is important because it is:

1. The right thing to do.

2. What is required to build cohesive teams.

3. What is required by laws, regulations, and rules.

Key Talking Points About Expectations.

• EVERYONE has an obligation to ensure a workplace free from harassment.

• We can have fun at work BUT not at the EXPENSE OF OTHERS.

• The intent of what you say and do matters but how your comments or actions are perceived by the person they are directed at or the person witnessing those words and/or actions matter too.

• We do not all come from the same moral and cultural frame of reference. There are things that one group might find normal while another group finds them very offensive.

• If our conversations at work avoid protected classes, politics and other hot buttons we are in a much better place.

• A supervisor/station officer/shift leader, etc.. has an obligation to intervene to both PREVENT and STOP harassment.

• The supervisor acts on behalf of the organization and they are not there to determine what is “offensive” they are there to ensure that there are cohesive teams and that the workplace is not disrupted.

• When someone brings you an EEO complaint as a supervisor you DO NOT have the option to sweep it away under a carpet.

• We do want what the EEOC calls, “Petty slights, annoyances, and isolated incidents (unless extremely serious) -EEOC to be handled at the lowest level.

• Supervisors must document their actions. It can be as simple as an email to self.
  

Reacting to bad behavior requires the application of judgement. You can have great reactions and not so great reactions but the worst failure of all is no reaction at all.

Protected Classes.

Applicants, employees and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history). -

Prohibited Behavior

An employee must not:

(1) discriminate against or harass another employee on the basis of race, color, religion, national origin, ancestry, sex, marital status, age, disability, sexual orientation, or genetic status; (2) subject another employee, contractor, consultant, citizen, applicant, customer, or client to harassment on the basis of any of the causes listed in (1) above; or

(3) retaliate against a complainant or other person who has testified, assisted, or participated in any manner in an investigation under this policy. (f) The County may take disciplinary action up to and including dismissal against an employee who discriminates, harasses, retaliates, or engages in behavior that tends to create a hostile working environment.

Reporting Discrimination and/or Harassment.

An individual who believes that he or she has been subjected to employment discrimination or harassment in violation of this policy, or any person acting on behalf of such an individual, may file a complaint with one or more of the following:

(1) the individual’s supervisor or department director, if the individual is a County employee;

(2) the County’s EEO Officer;

(3) the Office of Human Rights; or

(4) a State or Federal enforcement agency

-County Personnel Regulations

Workplace Discussions.

Inappropriate things for work include but are not limited to:

• Conversations related to protected classes (such as your opinions on gender, sex, religion, race, etc...)

• Sexual explicit television, movies, downloads, images, pictures, conversations...

• POLITICS- Don't do it.

• Anything else that interferes with the efficient conduct of the mission.

• Personnel medical information.