[HISTORY: Adopted by the Town Board of the Town of Marilla as indicated
in article histories. Amendments noted where applicable.]
[Adopted 3-11-1999 by L.L. No. 2-1999
(Ch. 41, Art. I, of the 1999 Code)]
A.
The Town of Marilla is committed to the maximum utilization
of its employees' abilities and to the principles of equal employment opportunity.
The opportunities afforded throughout the organization 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 one from performing the essential functions
of the job, veteran status, citizenship or any other characteristic covered
by federal, state or local law.
B.
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.
C.
The organization 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.
A.
It is the Town of Marilla'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.
B.
Unwelcome 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 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.
C.
All forms of sexual harassment are prohibited whether
verbal, nonverbal or physical.
D.
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 workplace of sexually suggestive pictures or objects.
E.
Employees who believe they have been sexually harassed
should follow the steps outlined in the problem solving procedure described
in the following section.
A.
A goal of the organization's management is to treat employees
fairly and equally. We encourage 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 Human Resources.
It is organization 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 an employee feels discriminated against or sexually
harassed (both of which are against organization policy), the organization
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 organization urges the employee to contact the
Human Resources Department or the Law Department. The organization will make
every effort to resolve the complaint and protect the confidence of the employee.
In addition, the organization 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 organization's policies.
D.
If the matter is not resolved to the employee's satisfaction,
the employee should contact the Director of Human Resources.
An employee may have questions or concerns about his or her job or the
interpretation of organization policies. The following procedure has been
established to ensure that these issues are promptly and fairly reviewed.
A.
If an employee has a question or a concern, he or she
should discuss it with his or her immediate supervisor. If the employee's
supervisor is unable to resolve the issue to his or her satisfaction, the
employee may approach the next higher level of management.
B.
However, if the nature of the employee's concern is such
that he or she would rather speak directly to someone at another level in
management or to a Human Resources representative, he or she may, of course,
do so.
