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.