City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

D. Notify the People & Culture (P&C) Employee Success Partnership Division of reported or observed violation(s) of this policy within one business day or as soon as possible. 5.4 Harassment, discrimination or bullying (whether on-site or off-site) in the workplace undermines the integrity of the employment relationship, upsets morale and interferes with productivity. Harassment and discrimination is unacceptable, against the law and will not be tolerated. Employees violating this policy will be subject to disciplinary action up to and including dismissal from employment. Examples of behaviors which will not be tolerated by City employees, vendors or contractors include, but are not limited to: A. Harassing others as defined in this policy. B. Creating a hostile work environment as defined in this policy. C. Making hiring and promotional decisions, providing training opportunities, and assigning E. Failing to notify appropriate officials of reported or observed harassment and discrimination within one business day or as soon as possible, especially departmental supervisors and managers given their role and responsibilities under this policy. F. Failing to provide a Reasonable Accommodation upon request and engaging in the interactive process with the employee and/or job applicant related to a physical or mental disability and/or religious practice. For more information, see the Reasonable Accommodation Policy policy on page 337. Departments should contact the P&C Employee Success Partnership Division for guidance when these requests are made and/or when employees disclose that a medical condition may be affecting their ability to perform the essential functions of their job. G. Retaliating against employees who file a complaint alleging a violation of this policy or participating in a workplace investigation. H. Violating the confidentiality of a workplace investigation under this policy. 5.5 All reports of alleged harassment, discrimination, or bullying will be treated with discretion. However, confidentiality cannot be guaranteed as it may be necessary to share information when conducting an investigation and taking appropriate steps to protect employees. All parties involved in the complaint to include those interviewed will be advised not to share information or discuss the investigation with others. Confidentiality Agreements will be provided and signed by all employees participating in workplace investigations. 5.6 The accused (respondent) may be placed on Paid Administrative Leave while the P&C Department investigates an alleged violation of this policy. City Departments must consult with the jobs based on a person’s protected status. D. Bullying others as defined in this policy.

Table of Contents A B C D E F H I J K L List of Appendices G

H - Employee Success Partnership

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