[HISTORY: Adopted by the Board of Selectmen of the Town of Orange 4-13-1998. Amendments noted where applicable.]
It is the policy of the Town of Orange to maintain a working environment free from all forms of sexual harassment or intimidation. Sexual harassment, like all forms of prohibited discrimination, will not be sanctioned or tolerated, whether such sexual harassment is committed by supervisory or non-supervisory personnel. Examples of sexual harassment include unwelcome sexual advances; suggestive or lewd remarks; unwanted hugs, touches, kisses; requests for sexual favors; retaliation for complaining about sexual harassment; and derogatory or pornographic posters, cartoons or drawings. These are all serious violations of our policy and will not be condoned or permitted. Not only is sexual harassment a violation of our policy, but it may also violate Title VII of the Civil Rights Act and The Connecticut Discriminatory Employment Practices Act. The violator may also be sued and subjected to personal damages.
Any employee who is subjected to sexual harassment or intimidation should immediately contact his/her supervisor. In the event the complaint is filed against the supervisor, the immediate contact should be the designated sexual harassment contact person: Carol Flynn, Community Services Department. In lieu of these two options, any employee may contact the First Selectman. All complaints of sexual harassment will be promptly and confidentially investigated in accordance with this procedure:
All complaints of sexual harassment will be treated with confidentiality (to the full extent feasible).
The town will not tolerate the retaliation by any supervisor or employee against any complaining employee or corroborating witness.
If the complaint is not resolved to the satisfaction of the employee by his or her supervisor, he or she should contact the designated sexual harassment contact person, or the First Selectman.
Any employee may omit discussing a complaint with the supervisor if he or she feels it is inappropriate and may go directly to the designated sexual harassment contact person, or the First Selectman.
Any employee may bypass any step in this procedure which requires discussions between the employee and the individual accused of harassment. Any employee who, due to the sensitive nature of the information to be communicated, is reluctant to follow the procedure set forth above may bring the matter directly to the attention of the designated sexual harassment contact person, or the First Selectman.
If an employee complaint involves alleged sexual harassment by the First Selectman, that employee may contact the town's Personnel Chairman.
Where violations of town standards may be found, including false statements or accusations, they will be dealt with fairly, but firmly, through appropriate disciplinary action which may include termination of employment.