Page 36 - 2018 Summer Employee Handbook

CHARTER TOWNSHIP OF CLINTON, MACOMB COUNTY, MICHIGAN POLICY AGAINST HARASSMENT
In its efforts to maintain a positive work environment for all employees, the Charter Township of Clinton will not tolerate behavior that is determined to be harassing to other persons. Harassing behavior is an expression of perceived power and superiority by the harasser(s) over another person, usually for reasons over which the victim has little or no control: race, color, sex, age, disability, religion, ancestry, marital status, national origin, or place of birth.
General Description of Harassing Behavior
Harassing behavior is any unwelcome action by any person; management, customer or client and or co-worker, whether verbal or physical, on a single or repeated basis, which humiliates, insults or degrades. "Unwelcome" or "unwanted" in this context means any actions which the harasser knows or ought reasonably to know are not desired by the victim of the harassment.
Sexual Harassment
Sexual harassment means:
1. Making unwelcome sexual advances or request for sexual favors or other verbal or physical conduct of a sexual
nature a condition of an employee's continued employment.
2. Making submission to or rejection of such conduct the basis for employment decisions affecting the employee.
3. Creating an intimidating, hostile or offensive working environment by such conduct.
There are two types of sexual harassment claims:
1. "Quid pro quo" (this for that) harassment: when a supervisor explicitly or implicitly threatens to fire, demote,
transfer or fails to promote or adversely affects an employee if he or she does not agree to the supervisor's sexual
demands.
2. "Hostile environment" harassment: when a supervisor, co-worker, or in some instances, even strangers to the
workplace, create an intimidating or offensive employment environment.
Complaint Procedures
Any employee who thinks he or she has been the subject of harassment as described above shall take reasonable steps to report the harassing conduct immediately so that preventative or corrective action may be taken by the Township.
An employee with a complaint should report it to the:
1. Department head or supervisor, if this individual is not the perpetrator of the harassing behavior;  or
2. Human Resources Director.
Department heads or supervisors who observe or have reported to them instance of harassment, should;
1. Notify the Human Resources Director immediately, and
2. Take reasonable steps to prevent and correct promptly harassing behavior.
An investigation of the complaint will be undertaken immediately with the resolution reported to the employee.
Employees should be aware that they may speak in confidence to their supervisor and/or the Human Resources Director in connection with such complaints. Retaliation or discrimination against employees for complaints is prohibited by law and will not be tolerated.
Any employee found to have harassed another employee will be subject to appropriate disciplinary action up to and including termination. A supervisor who condones such actions, even if he or she does not participate, shall be subject to disciplinary action up to and including termination.
All employees are expected to act in a responsible and professional manner to establish a working environment free of harassment.
Adopted originally as "Sexual Harassment Policy" by Township Board on August 23, 1993 Amended by action of the Township Board September 20, 1999
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