Town of Orange, CT Harassment Policies

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.

§ 118-2 Procedure.

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.

§ 118-3 Disciplinary action.

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.

Article II Harassment-Free Workplace

[Adopted 10-12-2011]

§ 118-4 Harassment not permitted.

The Town is committed to providing a harassment-free workplace. Harassment against employees or job applicants is not permitted or tolerated. All Town employees share responsibility for ensuring that our workplace is free from all forms of harassment.

§ 118-5 Harassment defined.

Harassment consists of unwelcome verbal, physical or other conduct based on age, ancestry, color, disability, gender-related identity and expression, marital status, national origin, pregnancy, race, religion, sex, sexual orientation or civil union status, veteran status, or other status protected by applicable law that has the purpose or effect of affecting an individual's tangible job benefits; of unreasonably interfering with an individual's work performance; or of creating an intimidating, hostile or offensive work environment. All such harassment is prohibited. In certain circumstances, harassment based on an individual's protected legal status may also be a criminal violation.

§ 118-6 Sexual harassment.

Sexual harassment and harassment based on sexual orientation or gender-related identity and expression warrant additional explanation.

Conduct of a sexual nature (including, e.g., unwelcome sexual advances, requests for sexual favors, offensive remarks about an individual's sex, or other unwelcome sexual or sex-based conduct) may constitute sexual harassment where:

(1)

Submission to such conduct is an explicit or implicit term or condition of an individual's employment;

(2)

Submission to or rejection of such conduct is used as the basis for employment-related decisions;

(3)

Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.

§ 118-7 Sexual orientation defined.

Under Connecticut law, sexual orientation is defined as "having a past or current preference for heterosexuality, homosexuality or bisexuality or being identified with such preference." Connecticut law defines gender-related identity and expression as "a person's gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person's physiology or assigned sex at birth."

§ 118-8 Reporting harassment; investigation; disciplinary action.

Any employee who feels that he or she has witnessed or is the subject of workplace harassment or discrimination should immediately report the matter to a supervisor, to the First Selectman, or to the Finance Director/Director of Administration. The Town will investigate all allegations of harassment promptly. Appropriate disciplinary action will be taken against anyone violating this policy, up to and including termination of employment.