(a) In accordance with Title VII of the Civil Rights Act of 1964, it is the policy of the City of Berea that all employees should be allowed to work in an environment free from discrimination and harassment due to race, color, religion, sex, disability, national origin, age or genetic information.
(b) The City of Berea will not tolerate any form of discrimination or harassment in the workplace, including acts of non-employees. Management and non-management employees are expected to refrain from any behavior or conduct toward any other employee, employer's agent or the public that could be interpreted as discriminatory or harassing in nature.
(c) Managers, administrators, chiefs, directors, supervisors and elected officials who knowingly allow or tolerate discrimination, harassment or retaliation, including the failure to immediately report such conduct in accordance with the Grievance Procedure, are in violation of this policy and subject to sanctions.
(d) Retaliation against an individual for raising a concern about a possible violation of this policy or for providing a witness statement about such possible violation is strictly prohibited. Anyone who retaliates against an employee in connection with reporting or providing information about an incident of alleged discrimination or harassment shall be subject to the penalties set forth in Section 185.05.
(e) All complaints of sexual or other harassment or discrimination will be taken seriously and investigated thoroughly. It is recognized that not all incidents of sexual or other harassment can be supported by other witnesses or other evidence. Employees are nonetheless encouraged to report all incidents of sexual or other harassment. However, after a thorough investigation, if it is determined that an employee has intentionally fabricated allegations of sexual or other harassment or pursued a false complaint of sexual or other harassment, then that employee will be disciplined accordingly.
(f) A copy of this chapter shall be provided to all full-time, part-time and temporary employees. The Law Department shall be responsible for providing and/or arranging for periodic employee training. (Ord. 2021-22. Passed 5-3-21.)