[Added 11-30-1993 by Ord. No. 1993-17]
A.
The Borough of Stanhope will not knowingly permit
discrimination in hiring, promotion or other conditions of employment
with regard to race, creed, color, ancestry, sex, age, disability,
marital status, sexual orientation, national origin or atypical hereditary
cellular or blood trait. It is the policy of the Borough of Stanhope
to recognize and fulfill our commitment to the community in the area
of equal employment opportunity through an affirmative action plan
which will increase both the quantity of minorities employed and the
level of responsibility of jobs held by minorities and females within
the borough.
B.
The Borough of Stanhope Affirmative Action Officer
is charged with the responsibility of managing the Affirmative Action
Program and coordinating the total effort, including systematizing
the review of the program, making periodic audits to measure effectiveness
and giving counsel and assistance regarding equal employment opportunities
to all levels of management. Department heads and their assistants
are charged with the daily administration of this policy. They will
be responsible for guarding against underutilization of minorities
and females within the organization and will work toward the eventual
goal of full representation of minorities and females at all levels
in the organization.
Harassment of any kind by managers, supervisors,
coworkers and nonemployees shall not be tolerated. In general, ethnic
or racial slurs and other verbal or physical conduct relating to a
person's race, creed, color, ancestry, sex, age, disability, marital
status, sexual orientation, national origin or atypical hereditary
cellular or blood trait constitutes harassment when they reasonably
interfere with the person's work performance and/or create an intimidating
work environment.
A.
Sexual harassment has been defined by the federal
and state regulations as a form of sex discrimination. It can consist
of unwelcome sexual advances or other physical and verbal conduct
of a sexual nature by supervisors or other physical and verbal conduct
of a sexual nature by supervisors or others.
B.
Sexual harassment exists when:
(1)
Supervisors make submission to such conduct either
an explicit or implicit term or condition of employment (including
hiring, good performance appraisals, promotion, merit increases or
retention).
(2)
Submission to or rejection of such conduct is used
by supervisors as a basis for employment decisions.
(3)
Conduct by other employees or by nonemployees unreasonably
interferes with an employee's work performance or creates an intimidating
work environment.
C.
Sexual harassment may include forms other than demand
for sexual favors, such as:
(1)
Verbal: sexual innuendos, suggestive comments, jokes
of a sexual nature, sexual propositions and threats.
(2)
Nonverbal: sexually suggestive objects or pictures,
graphic commentaries, suggestive or insulting sounds, leering, whistling
and obscene gestures.
(3)
Physical: unwanted physical contact, including touching,
pinching, brushing the body, coerced sexual intercourse and assault.
A.
Employees and supervisors are required to report conduct
or complaints to the Administrator immediately, who will, in turn,
investigate all such complaints with as much confidentiality as possible.
B.
Any employee determined by the investigation to have
harassed another employee or applicant for employment will be subject
to appropriate disciplinary action, up to and including termination
of employment.
C.
Any employee harassed by a nonemployee is required
to report the incident(s) to their immediate supervisor. The supervisor
shall conduct an investigation and advise said nonemployee of the
borough's antiharassment policy. The supervisor shall provide a written
report of the incident and investigation immediately to the Administrator
with a recommendation for appropriate action.
D.
The borough also recognizes that false accusations
of harassment can have a serious effect on the innocent. Therefore,
false accusations shall result in the same severe disciplinary action
applicable to one found guilty of harassment.
