EO 1-50

This policy defines workplace discrimination, harassment, and other unacceptable behaviors.

This policy applies to all city employees, contractors, vendors, and anyone interacting with city facilities, programs, or services.

This policy covers all city workplaces, vehicles, business trips, and any location where city business is conducted.

The policy addresses slurs, offensive language, symbols, or objects that promote discrimination or harassment.

This policy aims to provide a workplace free from discrimination, harassment, and retaliation for reporting inappropriate behavior.

Employees can report instances of discrimination or harassment through a specific procedure outlined in the policy.

Actions taken against an employee for reporting or participating in an investigation of discrimination or harassment.

Treating someone unfairly or differently based on their race, religion, gender, disability, or other protected characteristics.

An employee who witnesses prohibited conduct should report it as soon as possible to prevent escalation and ensure appropriate action.

Supervisors must immediately report any complaints or observations of prohibited conduct to a Designated Department Representative (DDR).

Supervisors may face disciplinary action, including termination, if they fail to report prohibited conduct.

Supervisors are forbidden from engaging in romantic relationships with their subordinates.

Delays in reporting may make it harder to investigate or take corrective action.

Taking action against an employee for rejecting sexual advances or giving preferential treatment for accepting them.

Threatening to punish an employee for refusing sexual advances, either directly or indirectly.

Unwanted physical contact, including inappropriate touching, grabbing, or pinching.

Displaying or distributing materials that mock or insult someone based on their protected characteristics, like race or gender.

Using devices like computers, phones, or copiers to share or display offensive materials, violating workplace norms.

Preventing someone, regardless of their gender identity, from accessing restroom facilities that align with their expression.

Actions taken against an employee for exercising their rights against discrimination or harassment.

A reasonable employee would perceive these actions as a negative consequence aimed at discouraging participation in protected activities.

Any unwelcome behavior that creates a hostile or offensive work environment based on a protected characteristic, such as race, gender, or religion.

Offensive words, actions, or imagery targeting someone's protected characteristic, creating an uncomfortable work environment.

Harassment that is sexually suggestive, unwelcome, and creates a hostile work environment.

Making a job offer or promotion conditional on someone submitting to unwanted sexual behavior.

Using someone's acceptance or rejection of sexual advances as a basis for employment decisions.

Verbal, written, or physical behavior that is meant to denigrate or show hostility towards someone based on their protected characteristic.

Behavior that interferes with someone's ability to perform their job or creates a hostile work environment.

Behavior that affects someone's employment opportunities or compensation based on their protected characteristic.

Department directors are responsible for implementing the policy by enforcing its standards, developing procedures, and ensuring fair investigations.

The policy encourages employees to directly address unwelcome or offensive behavior with the offender.

If direct communication fails or is not feasible, employees can seek informal resolution through specific channels.

Employees may seek advice or information about the policy without filing a formal complaint.

Employees can seek advice through the City's Sexual Harassment Hotline, Designated Department Representatives (DDRs), or Employee Relations Section of HR.

Each department must appoint at least two DDRs, trained to assist with policy matters.

Requests for informal resolution can be directed to a DDR or the Employee Relations Section of HR.

DDRs should ideally include at least one male and one female representative, promoting diversity in support.

If an employee files a complaint, the OIG might adjust their procedures to ensure the employee isn't involved in handling the complaint.

Employees can report discrimination or harassment to external agencies like the EEOC or Texas Workforce Commission.

All employees will receive periodic training about the workplace discrimination policy.

Employees who violate the policy may face disciplinary action, including suspension.

The current policy overrules previous policies related to discrimination and harassment.