Sexual Harassment and Discrimination

To report Sexual Harassment and Discrimination in the Workplace, please follow the chain of command; If the problem is with your immediate supervisor contact the County Administrator.

Sexual Harrassment and Discrimination Policy from the Employee Handbook:

c.) Sexual Harassment: Sexual harassment is an infringement of an employee's right to work in an environment free from sexual pressure of any kind. The determining factor as to whether or not an action or remark is offensive is if the recipient deems it to be so and if a reasonable person in similar circumstances would find it offensive.

1.) Sexual harassment may consist of unwanted advances, requests for sexual favors, or other verbal/nonverbal or physical conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of employment; using the submission to or rejection of, such conduct as the basis for decisions affecting the individual; or conduct which has the purpose or effect of unreasonably interfering with the individual’s work, performance, or full participation in the benefits of employment, or creates an intimidating, hostile, or offensive environment for work.

2.) Sexual harassment may take many forms and includes physical assault, subtle or overt pressure or direct requests for sexual favors, inappropriate display of sexually suggestive objects or pictures, a pattern of unwelcomed and unwanted conduct that would be offensive to a reasonable person including unnecessary touching, using sexually abusive language or gestures (including remarks about a person’s clothing, body, or body movements, or sexual activities) and teasing and joking of a sexual nature.

d.) Enforcement: Enforcement of this policy is the responsibility of all employees.

1.) Department heads are to advise all employees that County policy prohibits all types of harassment and that complaints of such harassment should be brought to the attention of management. Department heads must also advise all employees of this policy and the means by which complaints can be filed and resolved.

2.) Department heads are also to brief all supervisors on the problems of sexual harassment and their duty to take timely corrective action when they believe that such problems exist. Prior to the initiation of an investigation and the imposition of remedial/disciplinary actions, the department head shall notify the County Administrator that a complaint has been received. The County Administrator will assist with the investigation of violations of this policy and handling any follow up necessary to ensure compliance.

3.) Employees must report any known or suspected violations of this policy.

4.) Impeding an investigation or otherwise covering up a violation is prohibited conduct.

5.) Employees bringing complaints or identifying potential violations, or witnesses interviewed during the investigation will be protected from retaliatory acts.

6.) If a violation by a County employee is found, remedial/disciplinary action will be imposed on the offending employee(s).

e.) Complaint Procedure: Employees must initiate a complaint on any matter that is believed to be in violation of this policy.

1.) Employees may report a violation or bring a complaint in person, by phone, or in writing.

2.) Employees may complain to their department heads, or in the event the department head is the source of the complaint, to the County Administrator or another department head.

3.) If the complaint is brought anonymously, the County will have the matter investigated but may be limited in its ability to investigate the matter fully.

4.) The County reserves the right to have the matter investigated by persons external to the organization.

County of Northampton

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