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HomeMy WebLinkAbout2019-04-15-J01K General Employment Policy UpdateAGENDA ITEM: CITY OF WAUKEE, IOWA CITY COUNCIL MEETING COMMUNICATION MEETING DATE: April 15, 2019 AGENDA ITEM:Consideration of approval of a resolution updating City of Waukee general employment policies [Equal Employment Opportunity, Harassment and Sexual Harassment] FORMAT:Consent Agenda SYNOPSIS INCLUDING PRO & CON: Following a review of current general employment policies, City staff recommends an update to the Equal Employment Opportunity, Harassment and Sexual Harassment polices. FISCAL IMPACT INCLUDING COST/BENEFIT ANALYSIS: No fiscal impact. COMMISSION/BOARD/COMMITTEE COMMENT: STAFF REVIEW AND COMMENT: Staff recommends approval of the general employment policy updates. RECOMMENDATION: Approve the resolution. ATTACHMENTS: I. Proposed Resolution II. Equal Employment Opportunity, Harassment and Sexual Harassment policies PREPARED BY:Michelle Lindsay REVIEWED BY: J1K THE CITY OF WAUKEE, IOWA RESOLUTION 19- APPROVING UPDATED CITY OF WAUKEE GENERAL EMPLOYMENT POLICIES IN THE NAME AND BY THE AUTHORITY OF THE CITY OF WAUKEE, IOWA WHEREAS, the City of Waukee, Dallas County, State of Iowa, is a duly organized Municipal Organization; AND, WHEREAS, in order to maintain compliance with state and federal employment law,it is necessary for the City of Waukee to update certain general employment policies that address: Equal Employment Opportunity, Harassment, Sexual Harassment; AND, WHEREAS, updates to these polices were last approved by the Waukee City Council on August 20, 2018 (Resolution #18-330); AND, WHEREAS, the proposed policy updates have been reviewed for legal compliance by City Legal Counsel. NOW THEREFORE BE IT RESOLVED by the City of Waukee City Council that it hereby approves the updated City of Waukee general employment policies. Passed by the City Council of the City of Waukee, Iowa, and approved the 15th day of April, 2019. ____________________________ William F. Peard, Mayor Attest: ___________________________________ Rebecca D. Schuett, City Clerk RESULTS OF VOTE: AYE NAY ABSENT ABSTAIN Anna Bergman R. Charles Bottenberg Courtney Clarke Shelly Hughes Larry R. Lyon Council Approved: EQUAL EMPLOYMENT OPPORTUNITY It is the objective of the City to encourage employment and advancement of all individuals in a way that will utilize their talents to the maximum and develop their skills most effectively in a work and community environment that is free from discrimination. The City of Waukee has a policy to provide equal opportunity for all where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, genetic information, or any other protected characteristic as established by law. This policy of equal employment opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, promotion, termination, and all other terms and conditions of employment. HARASSMENT It is the policy of the City that no employee be harassed by another employee, customer or supervisor on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, genetic information, status as a veteran, or any other protected characteristic as established by law. Illegal or unlawful harassment, whether verbal or physical, will not be tolerated. All members of management have the explicit responsibility and duty to take corrective action to prevent any illegal or unlawful harassment of our employees. If any employee believes that he or she has been subjected to harassment, that employee should bring the matter directly to the immediate attention of the City Administrator, department director, a supervisor, or the Human Resources Director. All complaints will be investigated in a timely manner and appropriate disciplinary action taken, up to and including termination. There will be no retaliation against anyone who submits a good faith harassment complaint or participates in an investigation relating to such a complaint. SEXUAL HARASSMENT It is the policy of the City that no employee be harassed by another employee or supervisor on the basis of sex. The policy prohibits any demand for sexual favors that is accompanied by a promise of favorable job treatment or a threat concerning the employee’s employment. Also prohibited is subtle pressures for sexual favors, including implying that an applicant’s or employee’s cooperation of a sexual nature, or refusal thereof, will have any effect on the person’s employment, job assignment, wages, promotion, or any other condition of employment. In addition, any behavior of a sexual nature not welcomed by the employee or found to be personally offensive is expressly forbidden. This includes but is not limited to: Council Approved: a.Repeated sexual flirtations, advances, or propositions. b.Continued or repeated verbal abuse of a sexual nature, sexually related comments and joking, graphic or degrading comments about the employee’s appearance or the display of sexually suggestive objects or pictures. c.Any uninvited physical contact or touching, such as patting, pinching or other contact. d.Conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Sexual harassment, whether verbal or physical, will not be tolerated. All members of management have the explicit responsibility and duty to take corrective action to prevent any sexual harassment of our employees. As with other forms of harassment, any employee who believes that he or she has been subjected to sexual harassment should bring the matter directly to the immediate attention of the City Administrator, department director, a supervisor, or the Human Resources Director. All complaints or reports of sexual harassment will be investigated and appropriate disciplinary action taken, up to and including termination. There will be no retaliation against anyone who submits a good faith sexual harassment complaint or participates in an investigation relating to such a complaint.