Policy Text
KISSIMMEE POLICE DEPARTMENT
GENERAL ORDER
General Order 204 – Harassment Complaints
Page 1 of 3 TITLE: HARASSMENT COMPLAINTS 204
EFFECTIVE: 07/01/2015 REVISED: 09/19/2025 SCOPE : ALL EMPLOYEES
REVIEW AUTHORITY: ADMINISTRATIVE SERVICES DEPUTY CHIEF
CFA STANDARDS: 7.07M
204.01 Behavior 204.04 Investigative Procedures
204.02 Reporting Harassment 204.05 Retaliation
204.03 Supervisory Responsibilities
Policy: It is the policy of the Kissimmee Police Department to provide a businesslike work
environment free from all forms of employee discrimination, including incidents of unlawful
sexual harassment. The Kissimmee Police Department shall not tolerate the harassment of any
individual on the basis of race, religion, color, sex, age, national origin, disability, veteran or family
status, or any other status or condition protected by applicable state or federal laws. No employee
shall be subjected to unsolicited and unwelcome harassment, sexual overtures, or conduct, either
verbal or physical. Unlawful harassment, sexual misconduct, whether welcome or not, is
inappropriate in the workplace. Discrimination, unlawful harassment, and sexual harassment shall
be treated with appropr iate disciplinary actions. [CFA 7.07M]
204.01 Behavior: Behavior constituting sexual harassment and unlawful harassment can be
verbal, nonverbal, or physical in nature. Examples of sexual harassment include, but are not limited
to, the following:
a. Sexual comments of a provocative or suggestive nature;
b. Sexually oriented jokes or innuendoes intended for and directed to another employee;
c. Behavior towards another, either individually or as a group, that is demeaning;
d. Creating an intimidating, hostile, or offensive working environment; and
e. Making unwelcome sexual advances or requests for sexual favors of any nature a condition
of employment or continued employment.
Examples of unlawful harassment include , but are not limited to , the following :
a. Comments of an ethnic, racial, religious, or personal nature ;
KISSIMMEE POLICE DEPARTMENT
GENERAL ORDER
General Order 204 – Harassment Complaints
Page 2 of 3 b. Ethnic, racial, or religious oriented jokes or innuendoes intended for and directed to another
employee;
c. Behavior towards another, either individually or as a group, that is demeaning; and
d. Creating an intimidating, hostile, or offensive working environment.
204.02 Reporting Harassment: [CFA 7.07M] An employee who believes they have been
sexually harassed or unlawfully harassed shall immediately contact their immediate supervisor,
another supervisor in the chain of command, the Chief of Police, or the City Human Resources
and Risk Management Director. A report shall be prepared and fo rwarded to the Chief of Police
within twenty -four ( 24) hours by the supervisor that received the complaint.
Employees are encouraged to inform the offending party that the behavior or action is offensive.
All employees are required to cooperate fully in any investigation of alleged unlawful harassment
and sexual harassment. All employees understand that either written or tape -recorded complaints
or statements may be necessary.
In the event the complaint is against the Chief of Police, then the complaint shall go directly to the
City Human Resources and Risk Management Director.
Allegations of unwelcome sexual harassment shall be reported by the employee immediately.
Employees are encouraged to report the incident within a period of twenty -four ( 24) hours.
Until the complaint is found to be valid, the identities of the involved parties shall be kept
confidential, to the extent possible by law. Once the investigation is complete, the complaint is
subject to Florida Public Records Law.
204.03 Supervisory Responsibilities: [CFA 7.07M] Supervisors shall be responsible for reporting
instances of sexual harassment. The supervisor shall take immediate action to limit the affected
employees from any further exposure to the harassment and, in all cases, file a w ritten report with
the Chief of Police within twenty -four ( 24) hours. Failure of a supervisor to report or to take steps
to correct immediate situations is cause for disciplinary action, up to and including termination.
204.04 Investigative Procedures: [CFA 7.07M] When a complaint is “less involved ” either due
to the nature of the complaint or the number of potential witnesses, as determined by the City
Attorney and Human Resources and Risk Management Director, the Chief of Police or designee
shall be responsible for conducting an investigation into the complaint and the circumstances
surrounding that complaint. The Chief of Police or designee will work in consultation with the
City Attorney or Human Resources and Risk Management Director to conduct a thoro ugh
investigation. The City Attorney or Human Resources and Risk Management Director will review
the results of the investigation before any disciplinary action is taken. In the event of a “more
complicated complaint ”, as determined by the City Attorney an d Human Resources and Risk
Management Director, the following steps shall apply:
KISSIMMEE POLICE DEPARTMENT
GENERAL ORDER
General Order 204 – Harassment Complaints
Page 3 of 3 a. Upon receipt of the written complaint, the Chief of Police or highest -ranking supervisor
will notify the Human Resources and Risk Management Director, City Attorney, and City
Manager ;
b. The Human Resources and Risk Management Director will notify the City