[Adopted 4-15-1997 by Ord. No. 97-4 (§ 2-33
of the 1971 Revised General Ordinances)]
The Township of Stillwater is committed to the
maximum utilization of its employee's abilities and to the principles
of equal employment opportunity. The opportunities afforded throughout
the Township are available equally to all. Applicants and employees
are evaluated on the basis of job qualifications not race, color,
religion, sex or sexual orientation, national origin, age, disability
that does not prevent performance of the essential functions of the
job, veteran's status, citizenship or any other characteristic covered
by federal, state or local law. Equal employment opportunity takes
place in all employment practices; hiring, promotion, demotion, transfer,
recruitment, termination, rates of pay or other forms of compensation
and selection for training. Every employee has access to organization-sponsored
educational training and recreational activities. The Township provides
every employee with a working environment free from harassment. Individually
and collectively, we share the responsibility for understanding the
great importance of such simple, taken-for-granted things as a pleasant
work environment and for assuring that every employee is welcomed,
accepted and rewarded according to his or her contribution to the
attainment of our goals and objectives. It is the Township's policy
to prohibit harassment of employees and prospective employees on the
basis of sex. All members of management are responsible for the effective
administration of this policy.
A.
Unwelcomed sexual advances, requests for sexual favors
and other verbal or physical conduct of a sexual nature constitute
sexual harassment when:
(1)
Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual's employment;
(2)
Submission to or rejection of such conduct by an individual
is used as a basis for employment decisions affecting the individual;
or
(3)
Such conduct has the purpose or effect of interfering
with an individual's work performance or creating an intimidating,
hostile or offensive working environment.
B.
All forms of sexual harassment are prohibited whether
verbal, nonverbal or physical.
Sexual harassment includes, but is not limited
to, repeated offensive sexual flirtations; advances or propositions;
continued or repeated commentaries about an individual's body, offensive
sexual language, and the display in the work place of sexually suggestive
pictures or objects.
Employees who believe they have been sexually
harassed should follow the steps outlined in the problem-solving procedure
described below:
A.
A goal of the Township's management is to treat employees
fairly and equally. The Township Committee encourages employees to
make management aware of their concerns. Complaints and disagreements
should be dealt with promptly and as near the point of origin as possible.
Under no circumstances will an employee be penalized for presenting
a complaint to management or any county or state agency. It is the
Township's policy that all employees have a right to work in an environment
free of discrimination, which includes freedom from sexual or any
other form of harassment.
B.
If any employee feels discriminated against or sexually
harassed (both of which are against the Township policy), the Township
Committee urges the employee to report it immediately to his or her
supervisor. If for some reason the supervisor is not available, or
the employee does not feel comfortable talking to the supervisor,
the employee should talk to his or her department head. If the employee
likewise feels uncomfortable talking to the Department Head, the Township
urges the employee to contact the Township Committee. The Township
will make every effort to resolve the complaint and protect the confidence
of the employee. In addition, the Township guarantees that the employee
will not suffer retaliation for initiating investigations or lodging
complaints.
C.
If wrongdoing is established, appropriate corrective
action will be taken. This corrective action can include discipline,
up to and including termination, of an employee whose actions have
been contrary to the Township's policies.
D.
If the matter is not resolved to the employee's satisfaction,
the employee should contact the Sussex County Prosecutor.
E.
Any employee having questions or concerns about their
job or the interpretation of Township policies, the following procedure
has been established to ensure that these issues are promptly and
fairly reviewed.
F.
If employee has a question or a concern, discuss it
with your immediate supervisor. If your supervisor is unable to resolve
the issue to employee's satisfaction, he may approach the next higher
level of management.
G.
However, if the nature of employee's concern is such
that he would rather speak directly to someone at another level in
management or to the Division of Equal Employment Opportunity and
Affirmative Action, he may, of course, do so.
