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Date: 12/11/87 Revision: 03/03/21 Reviewed: 01/10/25 HILLSBOROUGH COUNTY SHERIFF’S OFFICE CHAD CHRONISTER , SHERIFF STANDARD OPERATING PROCED URE Number: GEN 211.00 Page: 1 of 3 SUBJECT: HARASSMENT ; SEXUAL HARASSMENT I. PURPOSE : The purpos e of this standard operating procedure is to promote and maintain a professional environment free of workplace harassment and to provide procedures for reporting, investigating, and resolving complaints of workplace harassment. II. SCOPE : This procedur e shall apply to all Sheriff's Office personnel. III. DISCUSSION : The Sheriff's Office will not tolerate harassment in the workplace. This prohibition of harassment i nclude s the regulation regarding derogatory ethnic remarks , which states: "Sheriff's Office personnel shall not make derogatory remarks concerning race, sex (to include sexual and gender orientation ), religion, age, or national origin, and mental or physical disability of any person" (Rules and Regulations 4.2.0 8); and the regulation regar ding the use of profanity , which states: "Sheriff's Office personnel shall not use profanity or vulgarity in speech or gestures" (Rules and Regulations 4.1.03); and the regulation regarding courtesy , which states: "Sheriff's Office personnel shall be polit e and courteous in contacts with the public and with other Sheriff's Office personnel " (Rules and Regulations 4.1.02); and the regulation regarding sexual harassment , which states: "Sheriff's Office personnel shall not engage in conduct which is defined by law and/or Sheriff's Office standard operating procedure s as sexual harassment " (Rules and Regulations 4.2.09). Improper conduct offenses delineated in the Rules and Regulations apply to all members of the Sheriff's O ffice regardless of position or rank and su pplement the disciplinary measures governing allegations of workplace harassment. Employees are encouraged to report harassment so that it does not become severe and pervasive and so that action can be taken to correct the behavior. The S heriff's Office will not tolerate adverse or retaliatory treatment of employees because they report harassment or provide information related to such complaints . IV. DEFINITIONS : A. Harassment – unwelcome verbal or physical conduct that is based on race, color, religion, sex (including pregnancy), national origin, age, disability , or genetic information. Based upon Title VII of the Civil Rights Act of 1964, the following examples may constitute harassment in the workplace : 1. Inappropria te or unnece ssary touching of an individual . 2. "Off color" jokes based upon race, c olor, sex, religion, gender , national origin, age, or disability . 3. Unwanted or unsolicited advances, requests for sexual favors, or other unwelcome propositions . 4. Demeaning comments , actions, r idicule, mocking , or belittling . 5. Leaving sexually explicit materials, books, magazines, etc., in place s where employees may find them . GEN 211.00 03/03/21 Page 2 of 3 6. Notes, either signed or anonymous, placed on bulletin boards, in lockers, or communicated via computers or other el ectronic device s, etc. 7. The required wearing of a partic ular type of clothing . 8. Demeaning comme nts or actions . 9. Sexual advances or requests for sexual favor s by supervisors or other employee s when submission or rejection of such conduct could be used as a basis for employment dec isions affecting the individual . 10. Unwanted "off duty" communications or contact . 11. Verbal or physical conduct of a sexual nature which has the e ffect of unreasonably interfering with an individua l’s work performance or cr eates an intimidating , hostile , or offensive work environ ment . B. Hostile Work Environment – Hostile, offensive, or intimidating conduct that is repeated, unwanted, unwelcomed , and impedes the ability of employees to perform job duties; and is so severe, pe rsistent, and pervasive that it serves to create an abusive work environment. The circumstances must be such that a reasonable person in the same position would also find the work environment to be hostile. C. Sexual harassment – Unwelcome sexual advanc es, requests for sexual favors, and other verbal or physic al harassment of a sexual nature when: 1. Submission to such conduct is made , either explicitly or implicitly , a term or condition of an individual's employment; 2. Submission to or rejection of su ch conduct by an individual is used as a basis for any employment decision affecting the individual; 3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimid ating, hostile , or offensi ve work environment. D. Tangible Employment Action – a significant change in employment status , which may include discipline, denial of overtime, promotion, demotion, termination, undesirable reassignment, a change in benefits, compensation decision , or work assignment. E. Workplace – anywhere that a Sheriff’s Office employee may be working and is not limited to a specific physical location. V. COMPLAINT PROCEDURE : Any employee of the Sheriff's Office who believes that they are being , or have b een subject