HomeMy WebLinkAboutC.054.93011_0939 (2)E. Pandual and consistent attendance is a condition of employmeaL Each department
head is responsible for maintaining an accurate attendance record ofex*4oyees.
F. Employees who are unable to work or report to work on time should notify their
supervisor as soon as possible before the workday begins, but no lata than 15 minutes
Off the e» prloyee's usual starting time.
G. An employee who is ai sent without authorization or neon or who is frequently
tardy is subject to disciplinary action, rep to and including termination.
Section 4. &*waal Unlawful Workplace Harassment
CHANGE: POLICY CHANGED TO INCLUDE ALL TYPES OF HARASSMENT
AND PROVIDES COMPLAINT PROCEDURES. REVIEWED BY LABOR
ATTORNEY
Purpose. It is the policy of Iredell County that unlawful workplace harassment will not be
tolerated. All employees are prohibited from engaging in the harassment of any other
M&M or other person in the course of or in connection with employment. The desired
standard for County employees' behavior is one of operation and respect for each other,
despite any differences. This policy also prohibits retaliation against employe s.
Definitions:
Unlawful workplace harassment is unwelcome or unsolicited speech of conduct based upon
one's race, sex, creed, religion, national origin, age, color, or handicapping condition that
creates a hostile work environment or quid pro quo.
Hostile work environment is one that both a reasonable person would fmd hostile or
abusive and one that the particular person who is the object of the harassment perceives to
be hostile or abasive Hostile work environment is determined by looking at all of the
circumstances, including the frequen y of the allegedly harassing conduct, its severity,
whether it is physically threatening or humiliating, and whether it unreasonably interferes
with any employee's work performance
Quid pro quo harassment consists of welcome sexual
advances, requests for sexual favors and other verbal or physical advances of a sexual nature
when (1) such conduct is made either explicitly or implicitly a term or condition of an
individual's employment Q) submission to or rejection of such conduct by an individual is
used as the basis for employment decisions affecting such individual.
Retaliation is adverse treatment which occurs because of opposition to unlawful workplace
harassment
Procedure:
L In any case which the supervisor is witness to or confronted wile a situation of
harassment, the supervisor will immediately notify the offending party that harassment
s not appropriate and wdll not be tolerated Ultimate diseiptikary action will await
completon of the reporting procedure
2. Any employee who believes he or she is being subjected to any harassment should
submit a written complaint to the
supervisor, department head or personnel director within
30 calendar days of the alleged harassing action.
aen1lA MWM 40 am "ffi
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3 Tke o,Qieia/ receiving the cornpiainnt meusK conduct a thorough and confrdtnlial
investigation and provide a written report of findings and recommendations to the
County Manager within 30 calendar days from receipt of written complaint
4. The grievant will be provided a written response of what adios, if any, wig result from
Me complaint within 15 calendar days from the date the report of frndimgs was
submwed to the Connty Manager.
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