A study - Alliance for a Just Society

. submission to or rejection of such conductby an employee is used as the basis foremployment decisions affecting theemployee; orc. such conduct is objectively unreasonableeven though it may not interfere with anemployee's work performance or create anintimidating, hostile or offensive workingenvironment to any employee; ord. no employee may perform an objectivelyunreasonable act upon any employee basedupon that person's race, sex, religion,national origin, color, sexual orientation,age or disability.B. Supervisors’ Responsibilities1. Although all employees shall be responsible forpreventing harassment and/or discrimina -tion, supervisors shall be responsible for:a. advising employees on the types of behav -ior prohibited and the agency proceduresfor reporting and resolving complaints ofharassment and discrimination;b. monitoring the work environment on adaily basis for signs that harassment anddiscrimination may be occurring;c. stopping any observed acts that may beconsidered harassment and discrimination,and taking appropriate steps to intervene,whether or not the involved employees arewithin his/her line of supervision;d. a supervisor shall utilize all reasonablemeans to prevent a prohibited act fromoccurring when he or she knows or shouldknow that an employee will or may per -form such an activity.e. no supervisor shall make any employmentdecision that affects the terms, conditions,or privileges of an individual's employ -ment based on the basis of that person'srace, sex, religion, national origin, color,sexual orientation, age or disability; andf. taking immediate action to prevent retaliationtowards the complaining party and toeliminate the hostile work environmentwhere there has been a complaint of harassmentand/or discrimination. If a situationrequires separation of the parties, careshould be taken to avoid action that pun -ishes or appears to punish the complainant.Transfer or reassignment of any of the partiesinvolved should be voluntary if possibleand, if non-voluntary, should be temporarypending the outcome of the investiga -tion.2. Any proscribed conduct covered by this policythat comes to the attention of a supervisor shallresult in an investigation.23. Each supervisor has the responsibility to assistany employee of this agency who comes to thatsupervisor with a complaint of harassment anddiscrimination in documenting and filing acomplaint with OPS.C. Employee Responsibilities1. Each employee of this agency is responsible forassisting in the prevention of harassment anddiscrimination by:a. refraining from participation in or encouragementof action that could be perceivedas harassment and discrimination;b. reporting observed acts of harassment anddiscrimination to a supervisor; andc. encouraging any employee who confidesthat he or she is being harassed or discriminatedagainst to report these acts to asupervisor.2. Failure of any employee to carry out theirresponsibilities as defined in this policy will beconsidered in any performance evaluation orpromotional decision and may be grounds fordiscipline.D. Complaint Procedures1. Any employee encountering harassment and/or discrimination is encouraged to inform theperson that his or her actions are unwelcomeand offensive. The employee is encouraged todocument all incidents of harassment and discriminationin order to provide the fullest basisfor investigation. The employee should beadvised that he or she must report such acts.2. Any employee who believes that he or she isbeing harassed or discriminated against shallreport the incident(s) as soon as possible so thatsteps may be taken to protect the employeefrom further harassment and discriminationand so that appropriate investigative and disciplinarymeasures may be initiated.a. Where the immediate supervisor isinvolved in the harassment and/or discrimination,the employee may waive filing acomplaint with that supervisor and mayproceed to a supervisor higher in the chainof command.b. The supervisor or other person to whom acomplaint is given shall meet with theemployee and document the incident(s)complained of, the person(s) performing orparticipating in the harassment and dis -crimination, any witnesses to the incident(s)and the date(s) on which it occurred.c. That employee taking the complaint shallpromptly submit a confidential memoran -dum documenting the complaint to OPS.3. OPS shall be responsible for investigating anycomplaint alleging harassment and/or dis -