[Ord. No. 25-96, § 2]
The purpose of this policy is to eradicate any form of harassment from the workplace, including but not limited to harassment or discrimination as a result of race, color, age, national origin, religion, sex, sexual orientation, marital status, handicap and veteran status. The Borough of Morris Plains shall not tolerate any type of harassment or discrimination between employees and coworkers or employees and supervisors, regardless of the working relationship that the employees may have.
[Ord. No. 25-96, § 2]
(a) 
Harassment shall include the circulation of written materials which may be degrading to one particular gender or race, religion, national origin, sex, sexual orientation, marital status, handicap or veteran status; ethnic or sexual joking; or verbal abuse or insults concerning the above-mentioned categories. Harassment shall also include behavior or actions which interfere with an employee's work environment.
(b) 
Sexual harassment is unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature, including conduct or comments directed towards an individual because of that individual's gender.
[Ord. No. 25-96, § 2]
In the event that an employee believes that he or she has been discriminated against, or harassed by a coworker or a supervisor, the employee should immediately contact his or her department head or the Personnel Director or his/her designee to file an oral or written complaint against the alleged offender. Department heads shall immediately forward such complaints to the Personnel Director or his/her designee. At the same time, the employee should, if possible, notify the offender that his or her behavior is inappropriate for the workplace and is offensive to the individual employee.
(a) 
Immediately after receiving a complaint of discrimination or harassment, the Personnel Director or his/her designee shall conduct a thorough interview concerning the alleged discrimination or harassment by interviewing any alleged witnesses, investigating corroborating facts and confronting the alleged offender.
(b) 
After a thorough investigation into the complaint, the Personnel Director or his/her designee shall report his or her findings of fact to the Borough Council. The Borough Council may take appropriate disciplinary action against any offender of the Borough policy, up to and including discharge. In some cases, it may be appropriate to immediately transfer an alleged offender to prevent a recurrence of discrimination, sexual or other harassment depending upon the severity of the complaint. Any disciplinary action will be dispensed in accordance with the disciplinary procedures set forth in the Personnel Policies and Procedures Manual of the Borough.
(c) 
Should the Borough Council determine that there was insufficient cause to establish discrimination or harassment, the Personnel Director or his/her designee shall attempt to monitor the situation for any future difficulties.
(d) 
At all times during the procedure outlined herein, the Borough shall maintain the confidentiality of the victim to the extent possible, except that if disciplinary or legal action is to be taken against the alleged offender, or if disclosure is required by law, anonymity and confidentiality cannot be guaranteed.