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803 Sexual and Other Forms of Illegal Harassment
This policy applies to all employees throughout the organization.
The City of Grapevine is committed to providing a work environment that is free of
discrimination and harassment. All employees are expected to avoid behavior or
conduct that could reasonably be interpreted as prohibited discrimination or
harassment. Supervisors have a heightened responsibility to conduct themselves
appropriately; to report all complaints or observations of discrimination or harassment
through the proper channels, even if it involves employees who are not their direct
reports; and to ensure that complaining parties are not subjected to retaliatory
conduct.
.01 Actions, words, jokes, comments, or literature based on sex, race, ethnicity, age,
religion, or any other protected class will not be tolerated.
.02 Individuals who believe that they are a victim of or are offended by illegal harassment
must report the incident to their supervisor and/or Human Resources within 30
calendar days of the event in writing, giving dates, times, places and events to the
best of their ability. The report must be signed and dated by the claimant.
.03 A prompt investigation shall be conducted and appropriate action taken where
warranted correcting the hostile environment. Confidentiality will be maintained to the
extent possible.
.04 Any employee who knowingly engages in improper harassment will be subject to
immediate suspension or discharge in accordance with the established disciplinary
procedure and the Fair Labor Standards Act regarding the docking of pay for
exempt employees.
.05 Any person who brings a claim or complaint of discrimination or harassment, or
who assists in the investigation of such claim or complaint, will not be subjected to
adverse treatment in the terms and conditions of employment, or discriminated
against or discharged because of the complaint or assistance. Complaints of such
retaliation will be promptly investigated and, when warranted, the persons
engaging in the retaliatory conduct will be subject to disciplinary action.
Revised 09/28/2010