[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]
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.