Prohibition Against Unlawful Discrimination

Any action or circumstance that creates a hostile or offensive work environment based on protected characteristics.

City employees are not allowed to discriminate against anyone based on protected characteristics.

Jokes, comments, or materials that are offensive or derogatory towards individuals or groups based on their race, gender, religion, etc.

Unlawful discrimination includes creating an intimidating, hostile, or offensive work environment.

Supervisors have a responsibility to prevent and address unlawful discrimination in their workplace.

This policy aims to ensure a work environment free from unlawful discrimination for all employees.

Examples of unlawful discrimination include derogatory comments, offensive materials, and hostile work environments.

City of Omaha's policy prohibits any unlawful discrimination by its employees.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct that creates a hostile work environment.

When someone is asked to do something sexual in exchange for a job benefit, like a promotion.

When someone's behavior creates a hostile work environment based on sex.

Taking action against someone for reporting discrimination or participating in an investigation.

Employees have the responsibility to point out the offensive behavior and request it to stop.

If an employee is uncomfortable approaching the person responsible for the offensive behavior, they should notify their supervisor, the supervisor of the person responsible, the division manager, the department director, or the Human Resources Director.

Employees should notify the Mayor if they feel they are being discriminated against by a department director.

Employees will not be retaliated against for reporting offensive behavior or unlawful discrimination, for offering evidence, or for assisting in an investigation.

The City of Omaha is responsible for promptly correcting any unlawful discrimination that occurs within its workforce.

Supervisors, upon becoming aware of potential unlawful discrimination, are required to take immediate action to rectify the situation and promptly notify the Human Resources Director or designated representative.

An investigation led by the Labor Relations Director is conducted to determine whether unlawful discrimination has occurred. This investigation may involve the Human Rights and Relations Director and department heads.

If the investigation confirms unlawful discrimination or supervisor tolerance, disciplinary actions, including termination, counseling, or training, may be implemented.

All investigation results, regardless of disciplinary action, are reported in writing to the Human Resources Director and affected employees. A record of all complaints and investigations is maintained.

When the City Human Rights and Relations Department receives complaints regarding City employee unlawful discrimination, the investigation is transferred to the Labor Relations Director.

To prevent conflict of interest, complaints from City employees filed with the City Human Rights and Relations Department are referred to the Nebraska Equal Opportunity Commission for investigation.