PAP.22.7.030 Harassment
(a) The LCO Day Care has a "zero-tolerance" policy with respect to employee harassment. Any form of unlawful employee harassment based on race, color, religion, sex, national (including Tribal) origin, age, disability, or status in any protected group is prohibited. The LCO Day Care will not tolerate interference with the ability of employees to perform their expected job duties. Harassment of employees, tenants, or members of the public by employees will result in disciplinary action, up to and including termination.
(1) Sexual Harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. No supervisor, manager or any other employee shall threaten or insinuate, either explicitly or implicitly that another employee's refusal to submit to sexual advances will adversely affect that person's employment, wages, advancement, assigned duties, or any other condition of employment or career development. Similarly, no supervisor, manager or employee shall promise, imply, or grant any preferential treatment in connection with another employee engaging in sexual conduct.
(A) Sexual harassment also includes unwelcome sexual flirtations, advances or propositions, verbal abuse of a sexual nature, subtle pressure or requests for sexual activities, unnecessary touching of an individual, graphic or verbal commentary about an individual's body, sexually degrading words used to describe an individual, a display in the workplace of sexually suggestive objects or pictures, sexually explicit or offensive jokes, or physical assault.
(2) Racial and National (including Tribal) Origin Harassment. Racial and national origin harassment is verbal or physical conduct that denigrates, belittles, or shows hostility or aversion towards an individual because of his or her race or national (including tribal) origin and has the purpose or effect of creating an intimidating, hostile, or offensive working environment, or has the purpose or effect of unreasonably interfering with an individual's work performance or otherwise adversely affects an individual's employment opportunities. This includes, but is not limited to, epithets, slurs, intimidating or hostile acts that relate to race, or national (including tribal) origin, written or graphic material that denigrates, belittles, or shows hostility or aversion toward an individual because of his or her race, or national (including tribal) origin and that is placed on walls, bulletin boards or elsewhere on our premises or circulated in facilities.
(3) General. Harassment under this policy may also include words, actions, or conduct committed by students, coworkers, parents, community members, customers, or suppliers of the LCO Day Care. In the event that any harassing or offensive language or conduct occurs, employees shall report it to the Human Resource Director, or designee, immediately so the matter can be addressed promptly.
(4) Enforcement. Each member of Management is responsible for creating an atmosphere free of harassment, sexual, racial, or otherwise. Further, employees are responsible for respecting the rights of their coworkers.
(b) If an employee experiences any job-related harassment based on sex, race, national (including tribal) origin, disability, or another factor, or believes that he or she has been treated in an unlawful, discriminatory manner, the employee shall promptly report the incident to his or her supervisor, LCO Day Care Director, or designee, who will investigate the matter and take appropriate action. All employee complaints will be kept confidential to the maximum extent possible.
(c) The LCO Day Care prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. However, if, after investigating any complaint of harassment or unlawful discrimination, the LCO Day Care determines that the complaint is not bona fide and was not made in good faith or that an employee has provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint.