CONFIRMATION OF TRAINING FOR DISCRIMINATION AND HARASSMENT

Transcription

1 CONFIRMATION OF TRAINING FOR DISCRIMINATION AND HARASSMENT By signing this document, I confirm that I participated in a training session regarding Discrimination and Harassment, including Sexual Harassment, conducted by the City of Murfreesboro on. I attended the entire training session and had an opportunity to ask questions. I was provided the following handouts dealing with discrimination and harassment in the workplace and I viewed the following training video(s): Handouts Employee Handbook, Section 2002, Discrimination & Harassment Employee Handbook, Section 2004, Racial, Ethnic &/or Sexual Jokes or Slurs Employee Handbook, Section 3022, Dating Training Video Harassment The Real Scene Name Signature Department / Title

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15 HARASSMENT & DISCRIMINATION TRAINING Harassment Is... creating a better quality of life Revised 10/22/13

16 GOAL Become familiar with City policies relative to Harassment & Discrimination Develop an awareness of what conduct constitutes Harassment & Discrimination Learn your rights & responsibilities Learn how to report harassment & discrimination

17 CONTACTS Glen Godwin, Human Resources Director Nellie Patton, EEO Officer

18 EMPLOYEE HANDBOOK POLICIES Section 2002 Section 2004 Section 3022

19 EMPLOYEE HANDBOOK SECTION 2002 DISCRIMINATION & HARASSMENT Prohibits discrimination or harassment based on Race Color Sex (whether or not of a sexual nature) Gender Marital Status Pregnancy Religion National origin Protected activity (making or participating in complaint) Age Disability

20 Hostile Work Environment For behaviors to be considered harassment, they must create a hostile work environment Results from behavior that is offensive & on going (pervasive) Must be based on legally protected status- not dislike of individual for other non-protected reasons

21 Reasonable Person Standard The courts have ruled that the perception of the victim takes precedence over the intention of the accused. Would a reasonable person consider the behavior out of bounds? Does the attention interfere with work?

22 If you witness harassment Address your concern with the offender, if possible Follow city policy & report the harassing behavior to the Dept. Head, HR Director, EEO Officer, City Attorney, Assistant City Attorney, City Manager, Assistant City Manager When a supervisor witnesses or learns about discriminating or harassing conduct, the supervisor should report the conduct to the HR Director

23 DISCIPLINE Any employee who violates this City policy is subject to discipline up to and including dismissal. This policy includes, but is not limited to, acts made unlawful by federal or state laws prohibiting discrimination.

24 EMPLOYEE RESPONSIBILITIES To know, understand, and follow the City's policy To report prohibited discriminatory or harassing conduct by an employee towards another employee or towards a member of the public To take steps to have any reports or complaints of harassment or discrimination reported to you directed to one of the officials named in this policy

25 EMPLOYEE RESPONSIBILITIES To cooperate fully and truthfully in any investigation of a report or complaint of harassment or discrimination To refrain from retaliating or discriminating against any employee or member of the public who has participated in the making of a report or complaint, participated in an investigation or filed an administrative proceeding or litigation based on discrimination or harassment.

26 SUPERVISOR RESPONSIBILITIES To prevent & correct all discriminatory & harassing conduct, even if the employee or member of the public being discriminated against or harassed does not make a complaint of such discrimination or harassment.

27 DEPARTMENT HEAD RESPONSIBILITIES To immediately discuss any report received regarding discrimination or harassment with the City Manager, City Attorney or HR Director so that the matter may be handled in accordance with City policies as described in this Section To ensure that all employees receive adequate and periodic training and reminders of the City's policies on discrimination and harassment To document training provided to employees After consultation with the HR Director and City Attorney, to provide reasonable accommodations for religious beliefs and for disabilities when required by law

28 DISCRIMINATION OR HARASSMENT BASED ON SEX Includes a prohibition on discrimination or harassment based on: gender marital status pregnancy sexual matters The City is an equal opportunity employer and has no jobs which are restricted to the male or female sex. No employee shall state or suggest to another employee or job applicant that a particular sex is preferred for any City job.

29 SEXUAL HARASSMENT Any unwelcome sexual advance or request for sexual favors. Any verbal or physical conduct of a sexual nature or of a sexual focus which could interfere with an individual's work performance or which could create an intimidating, offensive or hostile work environment.

30 SCOPE OF POLICY Applies to all employees full-time employees part-time employees seasonal employees temporary employees employees working under contract probationary or non-probationary employee All City officials during the course and scope of their duties as City officials compensated or uncompensated

31 SCOPE OF POLICY Prohibited from harassing any person while on duty while on City property while in a City vehicle while in a City uniform Prohibited from harassing another City employee at all times and locations.

32 EMPLOYEE S RIGHTS All employees have the right to a work environment which is free from harassment and discrimination.

33 DUTY TO REPORT All employees are obligated to report instances of discrimination or harassment of a City employee and instances of discrimination or harassment by a City employee. Reports may be made by employees who witness harassment or discrimination, or by employees who are the object of harassment or discrimination, before the conduct becomes severe or pervasive.

34 DUTY TO REPORT Prompt, thorough, and accurate reports assist the City in preventing, stopping, and correcting discrimination or harassment. Preventing, stopping, and correcting harassment and discrimination reduces the likelihood that federal and state nondiscrimination laws will be broken and this reduces the City's exposure to legal and financial liability. It is part of every employee's job to reduce such liability.

35 REPORTING PROCESS YOU HAVE THE RIGHT & RESPONSIBILITY TO CIRCUMVENT THE CHAIN OF COMMAND MUST make an oral or written report or complaint of such harassment or discrimination to any one of the following: Human Resources Director Glen Godwin City Attorney Susan Emery McGannon Assistant City Attorney David Ives City Manager Robert J. Lyons Assistant City Manager James Crumley The Department Head

36 REPORTING PROCESS No report of harassment or discrimination shall be deemed to be a complaint of discrimination unless it is made to one of the persons named above. May use on duty time to make such a report Discussion of discrimination or harassment with a supervisor shall NOT be deemed a report or complaint of harassment or discrimination

37 SUPERVISOR REPORTING RESPONSIBILITY Remind the employee of 2002 Advise the employee to make a report or complaint to one of the officials named in the policy Notify the HR Director

38 RETALIATION No City official or employee shall retaliate against an employee for having filed a report or complaint of harassment or discrimination, or for participating in an investigation of such a report or complaint, or for participating in any litigation involving a claim of harassment or discrimination. Retaliation, actual and perceived, can take many forms Employment decisions can be challenged if a reasonable person would be less likely to make or participate in a complaint if facing such action job assignments, scheduling decisions

39 CONCLUSION All employees have a right to a harassmentfree workplace so that all employees have the opportunity to work to their fullest potential. The costs of harassment are high and affect everyone directly or indirectly through the financial bottom line, diminished morale, lowered productivity and increased employee turnover.

40 ITS ABOUT RESPECT The solution is simple. Treat others the way you want to be treated!

41 EMPLOYEE HANDBOOK SECTION 2004 Racial, ethnic, &/or sexual jokes, slurs, symbols, drawings, cartoons, gestures, spoken or written are prohibited while on the job or in city uniform This prohibition applies to any group protected by law Race, Color, Religion, Gender, National Origin, Age or Disability

42 EMPLOYEE HANDBOOK SECTION 3022 Employees have the right to associate with co-workers while off duty BUT their interaction while on duty should remain PROFESSIONAL Dating a co-worker could result in personnel or legal issues