[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.