Chapter 1.41
WORKPLACE HARASSMENT POLICY
Sections:
1.41.030 Individuals and conduct covered.
1.41.010 Policy.
Chelan County is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Chelan County expects that all relationships among individuals within the county’s various departments, offices, buildings, service areas, etc., will be business-like and free of bias, prejudice, and harassment.
It is the policy of Chelan County to ensure a workplace environment free from harassment or discrimination based on race, color, national origin, creed, religion, age, marital status, sex, disability or any other legally protected status. All individuals must be sensitive to the feelings of others and must not act in a way that might be considered harassment by someone else. Conduct appearing to be welcome or tolerated by one individual may be very offensive to another. Therefore, Chelan County prohibits any of the forms of harassment described below. (Res. 2002-78 (part), 5/28/02).
1.41.020 Definitions.
(a) Sexual Harassment. Chelan County prohibits unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that constitutes sexual harassment when:
(1) Submission to the conduct is made either, explicitly or implicitly, a term or condition of a person’s employment; or
(2) Submission to or rejection of the conduct adversely influences employment decisions affecting an employee; or
(3) The conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.
Sexual harassment may include unwelcome sexual advances, requests for sexual favors, physical touching, or the granting or withholding of benefits in response to sexual conduct. It also can include verbal or non-verbal behavior such as suggestive looks or leering—obscene or rude sexual comments, jokes or suggestions—slang, names, or labels such as “honey,” “sweetie,” “boy,” or “girl” that others find offensive—talking about or calling attention to another employee’s body or sexual characteristics in a negative or embarrassing way—continuing unwelcome behavior after a co-worker has objected to that behavior—blaming the victims of sexual harassment for causing the problem; or physical behavior such as pats or squeezes or repeatedly brushing against someone’s body. More subtle forms of inappropriate behavior, such as offensive posters, cartoons, caricatures, comments, pranks and jokes of a sexual nature can also be considered sexual harassment because they may contribute to a hostile or offensive working environment.
(b) Other Forms of Harassment.
Chelan County also prohibits any other kind of workplace harassment based on an individual’s race, color, creed, marital status, religion, age, national origin, disability, or any other legally protected status. As with sexual harassment, this includes all conduct that has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. (Res. 2002-78 (part), 5/28/02).
1.41.030 Individuals and conduct covered.
This policy applies to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Chelan County, such as outside vendors, consultants, or customers.
Conduct prohibited by this policy is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings, and business-related social events. (Res. 2002-78 (part), 5/28/02).
1.41.040 Procedures.
(a) Reporting Harassment.
Chelan County encourages individuals who believe they are being subjected to such conduct promptly to advise the offender that his or her behavior is unwelcome and request that is be discontinued. Individuals should not “assume” that Chelan County is aware of situations or incidents that may affect you. However, if for any reason an individual feels uncomfortable addressing the offender, they should follow the procedures below.
All individuals are responsible to ensure a work place free from any type of prohibited harassment or conduct. If an individual is aware of any instances of workplace harassment or believes that he/she is a victim of, or a witness to, sexual or other forms of prohibited workplace harassment or conduct, they should immediately report the circumstances to either his/her supervisor, department manager, the county administrator, and/or any member of the board of commissioners. In the event an individual is not able to reach any of the above during regular work hours, they should leave a voice message through Chelan County’s voice mail system and leave a number and best time to reach them and their call will be returned as soon as possible.
(b) Complaint Investigation.
All reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved, and where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
If at any time an individual is not satisfied with the way a complaint is being handled, they should immediately notify the county administrator, and/or any member of the board of commissioners for further resolution.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
(c) Discipline.
Chelan County considers any and all forms of workplace harassment a serious offense. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include training, referral to counseling and/or disciplinary action including, but not limited to, warning, reprimand, reassignment, temporary suspension with or without pay, or termination, as Chelan County deems appropriate under the circumstances.
False and malicious complaints of harassment, discrimination, or retaliation as opposed to complaints, which, even if erroneous, are made in good faith, will be subject to appropriate disciplinary action.
(d) Retaliation.
Chelan County prohibits any form of retaliation against any individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy, and like harassment or discrimination itself, will be subject to disciplinary action. Any retaliatory conduct should be reported immediately to a supervisor, department manager, and/or the county administrator and will be promptly investigated and addressed. (Res. 2002-78 (part), 5/28/02).