503 Anti-Discrimination Policy PDF

503 Anti-Discrimination, Anti-Harassment, & Anti- Sexual Harassment CCRTA has zero tolerance for any form of discrimination and is committed to providing a workplace free from any form of discrimination in violation of federal, state, or local law. Employees who discriminate against an applicant, a...

503 Anti-Discrimination, Anti-Harassment, & Anti- Sexual Harassment CCRTA has zero tolerance for any form of discrimination and is committed to providing a workplace free from any form of discrimination in violation of federal, state, or local law. Employees who discriminate against an applicant, another employee, customers, or vendors will be disciplined, up to and including immediate termination. Harassment of any kind in the workplace, whether verbal, physical, visual, or otherwise, is strictly prohibited where such conduct: (a) creates an intimidating, hostile, or offensive work environment; (b) unreasonably interferes with an individual's work performance; or (c) otherwise adversely affects an individual's employment opportunities. Conduct expressly prohibited includes, but is not limited to: (a) unwelcome sexual flirtations, advances, or propositions; (b) verbal abuse of a sexual nature, sexually related comments and joking, graphic or degrading comments about a person's physical appearance or body; (c) uninvited and unwelcome physical contact or touching; (d) verbal harassment regarding a person's protected status, including nicknames, slurs, derogatory comments, negative stereotyping, gestures, or jokes; (e) words relating to gender stereotypes and even racial, profane, or obscene references to oneself; (f) threatening, intimidating, or hostile acts, that relate to a person's protected status; (g) visual forms of harassment including material that demeans or shows hostility toward a person or group because of their protected status, such as derogatory posters, or sexually-oriented cartoons, pictures, drawings on the premises; or (h) undesirable work assignments due to protected status. Depending on the severity and repeat nature of a particular offense, violating this policy will result in appropriate corrective action, potentially including immediate termination. No employee may threaten, suggest, or imply, directly or indirectly, that submission to or rejection of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature will in any way affect an individual's employment or employment opportunities. No person's employment, advancement, salary, evaluation, duties, hours, or conditions of employment with the CCRTA will be affected for refusing to submit to or tolerate discriminatory conduct or reporting such conduct toward themselves or another employee, customer, or vendor. Questions about whether conduct is discriminatory should be directed to HRD. Any employee who believes a Supervisor is harassing them should immediately report the matter to HRD. All complaints of discriminatory conduct, including harassment, must be promptly reported so CCRTA can investigate the matter and take appropriate action to stop unlawful conduct. Any employee who feels that they are being harassed in any manner on account of their protected status by a co-worker, customer or other visitor, supplier/vendor, or other person should immediately bring the matter to the attention of HRD within three (3) calendar days of the offense. Employees are not required to approach the person who is harassing and/or discriminating against them. CCRTA will protect the confidentiality of employees who report discrimination or participate in a discrimination investigation, to the greatest possible extent. Attempts to influence other witnesses or discuss the allegations with employees who do not have a right or need to know will not be tolerated, and may lead to disciplinary action, including termination. The employee who was the alleged victim of the investigation will be informed of its results when it is concluded. No employee will suffer retaliation or discrimination for reporting unlawful discrimination or harassment. Failure of any Supervisor to report allegations of discrimination or harassment will lead to disciplinary action if it is determined the Supervisor had actual knowledge of the discrimination or harassment and failed to take appropriate steps to promptly investigate and stop suspected wrongful conduct. Retaliation will not be tolerated by anyone.