210 WORKPLACE ISSUES

POLICY 210WORKPLACE ISSUES (AS DEFINED BY VILLAGE POLICIES) ESTABLISHED 5/2019 RELATED POLICIES: Reviewed by Chief David Magnusson 5/2019 A.PURPOSE The purpose of this policy is to direct Members of the Department to the anti- harassment, anti-discrimination, and anti-violence of the Personnel Policies and Procedure Manual of the Village of El Portal (Chapter 17) B.POLICY The personnel of the Village of El Portal Police Department are to be governed by Chapter 17 to the Village of El Portal Personnel Policies and Procedure Manual. There exists no other police policy on these matters that differ from the Village’s Policies and Procedures. C. VILLAGE POLICY AND PROCEDURE (CHAPTER 17) ANTI-HARASSMENT, ANTI-DISCRIMINATION AND ANTIVIOLENCE 17-1 Purpose The Village of El Portal is committed to providing a work environment that is free from all forms of unlawful harassment and unlawful discrimination. In accordance with state and federal law, discrimination based on age, race, sex, religion, national origin, ancestry, medical conditions, marital or veteran status or disability, and harassment of any kind, will not be tolerated. Sexual harassment in the workplace is a form of unlawful discrimination prohibited by Title VII of the Civil Rights Act and will not be tolerated by the Village. All staff shall attend EEOC training annually. 17-2 Definitions Sexual harassment is legally defined as unwelcome sexual advances, requests for sexual favors and other verbal, non-verbal, visual or physical contact where: A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment B. Submission to or rejection of such conduct by an individual is used as a basis for employment decision affecting such individual C. Such conduct interferes with an individual’s work Performance or creates an intimidating, hostile, or offensive working environment. Sexual harassment can also include gestures, written materials, e-mail, web site pictures, suggestive calendars, graffiti, or other sexually suggestive or offensive materials. Sexual, racial, religious, ethnic or any other type of unlawful harassment consists of the use of derogatory terms, jokes, slurs, conduct, or comments which disparage someone because of their age, color, sex, religion, national origin, ancestry, medical conditions, marital status, or disability. 17-3 Procedures A. Unlawful harassment of any kind, fashion or nature will not be tolerated. An in-depth investigation of all reported cases of harassment will be conducted by the HR administrator and Village Manager; as well as on-going attempts by supervisors to work toward eliminating instances of harassment and to create a non-hostile, nondiscriminatory work environment for all employees. B. To facilitate effective enforcement of this policy, and to protect the confidentiality of all parties concerned, any employee who becomes the subject of any such discriminatory harassment, by a supervisor, co-worker, vendor, customer, or anyone is encouraged to promptly report the incident to his/her supervisor, and/or the Human Resources administrator. C. Supervisors are required to immediately report any conduct that they have knowledge of which might constitute a violation of this policy to the Human Resources administrator and Village Manager. D. In the event the person alleged to be committing the discriminatory harassment is in the reporting employee’s chain of command, the reporting employee may report the complaint to the HR administrator. In the event the allegation involves the supervisor, the employee may report the allegations directly to the Village Manager. E. In determining whether the alleged conduct constitutes sexual harassment, the supervisor and HR administrator will review the particular employment relationship and the job functions performed by the individual(s) and the alleged conduct. 17-4 Enforcement Provisions Employees who violate these policies and procedures will be subject to disciplinary action, up to and including termination. Disciplinary action will be taken promptly against any employee if such employee has engaged in any prohibited conduct in violation of this policy. The Village prohibits any forms of retaliation against any employee for filing a complaint, or for assisting in an investigation under this policy. If after investigation of a complaint, the Village determines that an employee has knowingly provided false information, disciplinary action may be taken against the individual who knowingly filed a false compliant or who knowingly provided false information. Questions concerning the application of this policy should be directed to the Village Manager. 17-5. Equal Employment Opportunity/Americans with Disabilities Act Policy In accordance with State and Federal Equal Employment Opportunity Laws, the Village is committed to respect and equal opportunity for all employees in the workplace. All aspects of employment policies and practices shall be based on the requirements of the job without regard to race, color, religion, sex, national origin, ancestry age, disability, martial or veteran’s status. The Village is committed to providing reasonable accommodations to qualified individuals with disabilities. 17-6. Veteran’s Preference Policy In accordance with Florida Statutes Chapter 55A-7, the Village is committed to give preference to eligible veterans and spouses of veterans in the initial employment and retention of positions