(A) The District does hereby adopt the following policy:
“Policy Against Harassment. The Carmel Area Wastewater District is committed to providing a work environment that is free of discrimination. In keeping with this commitment, the District maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This policy prohibits harassment in any form, including verbal, physical and visual harassment by any employee, supervisory or non-supervisory.
In general, ethnic or racial slurs and other verbal or physical conduct relating to a person’s race, color, religion, national origin, sex, age or handicaps constitute harassment when they unreasonably interfere with a person’s work performance or create an intimidating work environment.
Sexual harassment includes, but is not limited to, making unwanted sexual advances and requests for sexual favors where either submission to such conduct is made an explicit or implicit term or condition of employment, or submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals. Sexual harassment may also include the display of derogatory posters, cartoons or drawings, or other physical or verbal conduct of a sexual nature by supervisors or co-workers. Such conduct is defined as sexual harassment when it unreasonably interferes with an employee’s work performance or creates an intimidating work environment.
Any employee who believes he or she has been harassed by a co-worker, supervisor or agent of the employer should promptly report the facts of the incident or incidents and the names of the individuals involved to his or her supervisor, the District Manager or the Personnel Committee of the District Board of Directors, as appropriate (that is, complaints should be made within the normal chain of supervision, unless the complaint is against a supervisor, in which event the complaint will be filed at the next higher level of supervision). Supervisors shall immediately report any incidents of sexual harassment to the District Manager. The District Manager will investigate all such claims, determine all pertinent facts and take disciplinary action if appropriate.
If you have any questions concerning this policy, please feel free to contact the District Manager.”
(B) The foregoing policy statement should be distributed to all supervisors and employees and be posted in areas where employees will have an opportunity to freely review it.
(Res. 1988-32, passed 12-20-1988)