STANDARDS OF CONDUCT AND EMPLOYEE PERFORMANCE
4.1 Anti-Harassment and Discrimination
The District is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, r physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by District policy. Such conduct by or towards any employee, contract worker, customer, vendor or anyone else who does business with the District will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the District does business engages in unlawful harassment or discrimination, the District will take appropriate corrective action.
Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on sex, race, age, national origin, disability or any other legally protected basis if:
A. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement;
B. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual's employment or engagement; or
C. it creates a hostile or offensive work environment.
Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the
District's electronic communications system, or through other on-line conduct.
Employees or contract workers who feel that they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor or anyone else who does business with the District, should immediately report such conduct to their supervisor or any other member of management.
Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, the District will conduct an investigation which may involve interviewing witnesses if warranted and, if improper conduct is found, take appropriate corrective action.
To the extent that an employee or contract worker is not satisfied with the District's handling of a harassment or discrimination complaint, he or she may also contact the appropriate state or federal enforcement agency for legal relief.
****SEXUAL HARRASMENT COMPLAINTS SHOULD BE MADE DIRECTLY TO THE EXECUTIVE DIRECTOR. IF THE SEXUAL HARASSMENT COMPLAINT INVOLVES THE EXECUTIVE DIRECTOR, THE COMPLAINT SHALL BE DIRECTED THE CHAIRPERSON OF THE PERSONNEL COMMITTEE FOR THE BOARD OF COMMISSIONERS. ALL SEXUAL HARASSMENT COMPLAINTS SHALL BE HANDLED CONFIDENTIALLY ACCORDING TO THE PROCESS SET FORTH IN SECTION 2.10, ABOVE***