Directive 58 EEO

Harassment Policy in the Philadelphia Fire Department

• The category not protected by law against harassment in the Philadelphia Fire Department is not specified.

Consequences of Harassment

• Individuals engaging in harassment, intimidation, retaliation, or abuse will face consequences.

Enforcement of Harassment Policy

• The Human Resources Equal Employment Opportunity (HR EEO) Unit is responsible for enforcing the prohibition against sexual and other unlawful harassment.

Filing a Complaint

• Employees can seek assistance from the HR EEO Unit, supervisors, or a union representative to prepare a Discrimination Complaint Form.
• A written complaint must be filed within 30 days of a verbal complaint.

Complaint Process

• All complaint statements must be signed and dated.
• The HR EEO Unit is responsible for evaluating all complaints of discrimination received by the Department.

Investigations

• The HR EEO Unit will conduct investigations in conjunction with the fire department.
• If a discrimination complaint involves criminal conduct such as rape or assault, it will be referred to the appropriate law enforcement agency.

Reporting Harassment

• Employees should report any kind of harassment to their supervisor, the HR EEO Unit, or a union representative.

Definition of Sexual Harassment

• Sexual harassment is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.
• Sexual harassment based on sexual favoritism occurs when an employee grants favorable treatment to an individual in exchange for sexual favors.

Retaliation

• Retaliation against an employee who has made a complaint about unlawful harassment or cooperated with an investigation is prohibited.
• Supervisors are responsible for the unchecked retaliatory actions of their subordinates.

Supervisor Responsibilities

• Upon becoming aware of an incident or complaint, Officers/Supervisors must take appropriate action, even if a complaint has not been formally filed.

Employee Responsibilities

• Employees who believe they have experienced unlawful harassment should report it to their supervisor, the HR EEO Unit, or a union representative.

Examples of Harassment

• Examples of conduct that may constitute sexual harassment include:
  • Unwanted touching or fondling
  • Making suggestive comments or gestures
  • Displaying sexually suggestive images
• Examples of conduct that may constitute prohibited harassment based on race include:
  • Using racial slurs
  • Making racial jokes or comments
  • Displaying racially offensive images
• Examples of conduct that may constitute prohibited harassment based on sexual orientation include:
  • Making derogatory comments
  • Displaying offensive images or symbols