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20-1. Purpose
The Village of Royal Palm Beach is committed to providing a work environment that is free from all forms of unlawful harassment and unlawful discrimination. In accordance with State and Federal Equal Employment Opportunity Laws, all aspects of employment policies and practices shall be based on the requirements of the job without regard to age, race, sex, religion, national origin, ancestry, medical conditions, marital or veteran’s status, disability, familial status, sexual orientation, or any other form of unlawful discrimination of any kind. Unlawful discrimination as described above will not be tolerated. Sexual harassment in the workplace is a form of unlawful discrimination prohibited by Title VII of the Civil Rights Act, and will not be tolerated by the Village.
20-2. Definitions
Sexual harassment is legally defined as unwelcome sexual advances, requests for sexual favors and other verbal, non-verbal, visual or physical contact where:
A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
B. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual;
C. Such conduct interferes with an individual's work performance or creates an intimidating, hostile, or offensive working environment.
Sexual harassment can also include suggestive calendars, graffiti, or other sexually suggestive or offensive materials. Sexual, racial, religious, ethnic, or any other type of unlawful harassment consists of the use of derogatory terms, jokes, slurs, conduct, or comments which disparage someone because of their age, color, sex, religion, national origin, ancestry, medical conditions, marital or veteran’s status, disability, familial status, sexual orientation or any other form of unlawful discrimination.
20-3. Procedures
A. Unlawful harassment of any kind, fashion or nature will not be tolerated. An in-depth investigation of all reported cases of harassment will be conducted, as well as on-going attempts by supervisors and department heads to work toward eliminating instances of harassment, and to create a non-hostile, non-discriminatory work environment for all employees.
B. To facilitate effective enforcement of this policy, any employee who becomes the subject of any such discriminatory harassment, by a supervisor, co-worker, vendor, customer, or anyone is encouraged to promptly report the facts of the incident to his/her supervisor, and/or the Human Resources Department
C. Department heads and supervisors are required to immediately report any conduct that they have knowledge of which might constitute a violation of this policy to the Human Resources Department.
D. In the event the person alleged to be committing the discriminatory harassment is in the reporting employee’s chain of command, the reporting employee may report the complaint to the department head. In the event the allegation involves the department head, the employee may report the allegations directly to the Village Manager.
E. In determining whether the alleged conduct constitutes sexual harassment, the department head, Human Resources Department, and/or Village Manager will look at the record as a whole. Circumstances of the particular employment relationship and the job functions performed by the individual(s) will be examined.
20-4. Enforcement Provisions
Employees who violate these policies and procedures will be subject to disciplinary action, up to and including discharge. Disciplinary action will be taken promptly against any employee by management if such employee has engaged in any prohibited conduct in violation of this policy. The Village prohibits any form of retaliation against any employee for filing a complaint under this policy, or for assisting in an investigation. If after investigating any complaint, the Village determines that an employee has knowingly provided false information, disciplinary action may be taken against the individual who knowingly filed a false complaint or who knowingly provided false information. Questions concerning the application of this policy should be directed to the Human Resources Department.
20-5. Equal Employment Opportunity/Americans with Disabilities Act Policy
In accordance with State and Federal Equal Employment Opportunity Laws, the Village is committed to respect and equal opportunity for all employees in the workplace. All aspects of employment policies and practices shall be based on the requirements of the job without regard to race, color, religion, sex, national origin, ancestry, age, disability, marital or veteran’s status, familial status, sexual orientation or any other form of unlawful discrimination (1). The Village is committed to providing reasonable accommodations to qualified individuals with disabilities.
20-6. Veterans’ Preference Policy
In accordance with Florida Statutes Chapter 55A-7, the Village is committed to give preference to eligible veterans and spouses of veterans in the initial employment and retention of positions except: elected, appointed officials and their personal secretaries; board and committee members; temporary positions without benefits; Village Manager; department heads; and management positions. In accordance with Florida Statutes Chapter 98-33, veterans preference is only available to Florida residents as evidenced by voter registration, driver’s license, location of residence, application for homestead exemption and/or application filed with Circuit Court indicating an intent to be a Florida resident.
(1) Under Title VII of the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act, Rehabilitation Act, Vietnam Era Vateran Readjustment Act, Executive Order 11246, Americans with Disabilities Act, as amended from time to time.
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