Human Resources

Equal Employment Opportunity

It has been and will continue to be a fundamental policy of the City not to unfairly discriminate against individuals on the basis of race, color, religion, sex, pregnancy, ancestry, sexual orientation and gender identity or expression, spousal affiliation, national origin, age, physical or mental handicap or disability, serious medical condition, genetic information, status as a military veteran, or any other legally protected characteristic with respect to recruitment, hiring, discipline, training, promotion, working conditions, wages and salary, employee benefits, and the application of policies. This policy shall not be used as a basis for excluding or separating individuals of a particular characteristic as identified in this section from participating in business or work-related social activities or discussions to avoid allegations of harassment.

A. Effective implementation and continuing administration of this policy will be the direct responsibility of the City Manager or the City Manager's designee. The City Manager or designee has the responsibility to ensure that the coordination, direction, and review of equal employment opportunity policies, practices, and programs are accomplished. Questions or concerns about this policy should be directed to the Human Resource Director.
B. All supervisory personnel shall ensure that all employees reporting to them understand and effectively implement the policy. Further, supervisory personnel shall promptly report any alleged harassment or discriminatory treatment they become aware of to the City Manager or Human Resource Director.
C. The City does not condone and will not tolerate the discrimination, harassment, or bullying of any employee. In addition, it is a violation of City policy for any employee to engage in any form of harassment, discrimination, or bullying. Complaints of harassment of any type, including sexual harassment, should be brought to the attention of the City Manager or the Human Resource Director.
D. Harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of a legally protected characteristic, or that of their relatives, friends, or associates, and that: (i) has the purpose or effect of creating an intimidating, hostile, or offensive work environment,(ii) has the purpose or effect of unreasonably interfering with an individual’s work performance, or (iii) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on City time, or using City equipment by e-mail, phone, text messages, social networking sites, or other means.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment can be physical and psychological in nature. An aggregation of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing.
E. If an employee feels that they have been subjected to harassment, they may immediately inform the harasser that the conduct is unwelcome and needs to stop. If the inappropriate conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, they should report the incident to the Human Resource Director or City Manager.
F. Bullying is defined as repeated, health-harming mistreatment of one or more people by one or more perpetrators. It is abusive conduct that includes threatening, humiliating, or intimidating behaviors, work interference/sabotage that prevents work from getting done, or verbal abuse. Bullying can be behavior that is verbal, physical, gesture, or exclusion.
G. All complaints of discriminatory treatment, harassment, bullying, or retaliation in violation of this policy should be brought to the attention of the City Manager or the Human Resource Director.
H. Complaints of harassment, discriminatory treatment, bullying, or retaliation should be brought forward as promptly as reasonably possible after the alleged harassment, discriminatory treatment, bullying, or retaliation occurs. A prompt, thorough, and impartial investigation will be conducted in as confidential manner as possible. The City will protect the confidentiality of employees who report or participate in the investigation of alleged harassment, discriminatory treatment, bullying, or retaliation to the greatest possible extent consistent with adequate investigation and appropriate corrective action.
I. Any person reporting harassment, discriminatory treatment, bullying, retaliation or participating in an investigation of harassment, discriminatory treatment, or bullying shall not be subject to retaliatory action.
J. Employees who report alleged harassment, discriminatory treatment, bullying, or retaliation will be notified of the status of their complaint, the results of the investigation, and any corrective or preventative action taken. Corrective or preventative action resulting from the reporting of alleged harassment, discriminatory treatment, bullying, or retaliation will be implemented promptly.
K. It is the responsibility of each and every employee of the City to give this policy of equal employment opportunity real meaning and full support.
L. Violations of the equal employment policy including any acts of harassment, discrimination, bullying, or retaliation are subject to progressive discipline, up to and including involuntary termination of employment. False and malicious complaints of harassment, discrimination, bullying, or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.