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conduct which could be viewed as sexual harassment.
b. IMPLEMENTATION:
1. The county shall maintain a work place free of sexual harassment. Prevention is the
best tool for the elimination of sexual harassment. Elected officials and/or
department heads are responsible for ensuring that all employees are informed of
this policy and that immediate and appropriate corrective action be taken if such
conduct is exhibited or made known to the elected official or department head by
any supervisor, employee, or non-employee. Appropriate documentation, proof, and
confirmation is required in each case resulting in disciplinary action.
2. Any employee who has a complaint or who is aware of sexual harassment at work
by anyone, including supervisors, co-workers, non-employees, or visitors, must
immediately bring the problem to the attention of the elected official or department
head.
3. All complaints will be promptly dealt with by each department head. In cases where
the department head is the accused, the matter will be referred to the county attorney
or the Civil Service Commission for action. In all cases of sexual harassment,
special privacy safeguards will be applied in handling the matter. All parties
concerned are responsible for insuring that the privacy of the charging party and the
person accused of sexual harassment will be kept strictly confidential.
4. The Director of Human Resources will retain confidential documentation of all
allegations and investigations and will refer findings to the Commissioners Court.
Thereafter, the Commissioners Court may refer the matter to the appropriate
appointing authority or the county attorney for corrective action when necessary.
Such corrective action may include disciplinary measures such as reprimand,
suspension and/or discharge. Sexual harassment is considered by the county to be
detrimental to its interest and that of its employees and will be dwelt with
appropriately.
PUBLIC STATEMENTS BY COUNTY EMPLOYEES:
5.09 A county employee shall not represent the County in an official capacity before any entity
where potential private gain to that employee may occur or where a County obligation or liability
may be incurred, or where such representation detracts from the County, unless they are in fact
officially and legally representing the County in this official capacity, or authorized by law, or
executing an appropriate Court Order by the Commissioners' Court. This policy does not prevent
any employee from instituting a claim or suit against the County or its officials for redress of
grievances.
DISCLOSURE OF INTEREST:
5.10 Any employee who has a substantial interest, direct or indirect, in any individual or entity
involved, in any decision pending before such employee, or the body of which the employee is a
member, shall not vote or otherwise participate in any consideration of action on the matter. Such
employee will, as provided herein, disclose the nature and extent of such interest on the official
forms as outlined in this policy prior to any discussion or determination of action on the matter.
Nueces County Personnel Policy Manual Page -41-
Approved by Commissioners Court on January _____, 2013