(A) Compliance. Woodford County is aware of, and complies with, all federal and state equal opportunity laws, which make it illegal for sexual harassment to occur within the work place.
(B) Definition.
(1) EEOC defines sexual harassment as “unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of sexual nature” which constitute unlawful sex discrimination when:
(a) Submission to the conduct is either explicitly or implicitly a term or condition of an individual’s employment;
(b) Submission to or rejection of the conduct by an individual is used as the basis for employment decision affecting that individual; and/or
(c) The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
(2) Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive comments, sexual-oriented kidding or teasing, practical jokes; jokes about gender-specific traits; foul or obscene language or gestures; displays of foul or obscene language or gestures; displays of foul or obscene printed or visual material; and physical contact, such as patting, pinching or brushing against another’s body.
(C) Complaint procedures.
(1) All employees are responsible for helping to assure the county avoids harassment, and have the responsibility for reporting any occurrence of harassment or sexual harassment. If an employee feels that he or she has experienced or witnessed harassment, the employee is to notify his or her immediate supervisor, the Personnel Administrator or County Judge/Executive. Employees may request to report the harassment to a member of a specific sex. Such request should be made to their supervisor, County Judge/Executive, or Personnel Administrator. Reports are to be made as soon as practicable within 24 hours, and preferably in writing. Verbal reports, however, will also be taken in the case of unusually sensitive circumstances.
(2) The county’s policy is to investigate all such complaints. To the fullest extent practicable, the county will keep complaints and terms of their resolution confidential. If an investigation confirms that harassment has occurred, the county will take corrective action in accordance with the nature and extent of the offense. The county also prohibits retaliation against any employee bringing a claim of sexual harassment.
(Order 10, passed 5-27-1998)