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orientation or age. <br />(2) Employment Practices. Treating an employee differently from other <br />similarly situated employees in such things as promotion, discipline, work <br />schedules, compensation or training because of that person's race, religion, <br />color, national origin, ancestry, physical or mental disability, medical <br />condition, sexual orientation, marital status, sex or age. <br />(3) Termination. Considering an employee's race, religion, color, national <br />origin, ancestry, physical or mental disability, sexual orientation, medical <br />condition, marital status, sex, or age in making a decision to terminate that <br />person's employment. <br />(4) Verbal Harassment. Derogatory or vulgar comments such as those <br />regarding a person's race, age, sex, religion, sexual orientation, ethnic <br />heritage, physical appearance, physical or mental disability, or distribution <br />of written or graphic material having such effects. <br />(5) Retaliation. Retaliation for reporting or threatening to report <br />discriminatory misconduct for participating in an investigation of <br />discrimination. <br />IV. RESPONSIBILITIES AND OBLIGATIONS <br />All employees have a responsibility to ensure that their actions and conduct in the <br />workplace are professional and that they do not offend, discriminate, or in any way <br />sexually harass other employees. Supervisory and Management personnel have an <br />obligation to ensure that the work place is free from all types of discrimination, including <br />sexual harassment. They are also responsible for ensuring that all employees receive a <br />copy of this policy and receive all available training regarding the City's policy on sexual <br />harassment/discrimination. Any incidents of observed or alleged discrimination or sexual <br />harassment must be treated seriously and immediately reported to the Director of Human <br />Resources. The Director of Human Resources shall ensure that an immediate <br />investigation into the allegations is conducted. Prompt and appropriate corrective or <br />remedial action must be taken to end any known discrimination or sexual harassment and <br />to prevent any future discrimination or sexual harassment from reoccurring. <br />V. PROCEDURE <br />1. Any Supervisor, Manager or Command personnel observing conduct which might <br />be construed as discrimination or sexual harassment, shall immediately report <br />such conduct to both their Department Head (if applicable) and the Director of <br />Human Resources. The Department Head will consult with the Human Resources <br />Director regarding the appropriate action that should be taken. <br />0.l3 <br />