| Renounce any use of position or personal power to harass another personally or in any other way based on that person's religious beliefs, political affiliation, age, national origin, language, appearance, or other personal choices and characteristics. |
Dilemma
· True Love |
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Court employees are to refrain
from making sexual advances and insinuations that are
inappropriate and offensive, or that could be perceived
as such. Harassment may also take non-sexual forms such
as verbal, physical, and psychological. The investigation
of a harassment complaint is difficult because a determination
will often be based on the credibility of the parties.
A supervisor is obligated, however, to conduct a prompt
and thorough investigation of any allegations of harassment.
If the investigation reveals that harassment has occurred,
corrective action should be taken immediately. The supervisor
should then conduct further inquiry to ensure that the
action was effective and that the harasser has not retaliated
against the complainant.
Personnel Rule:
Rule 9.05 C (3) b authorizes discipline of employees for “just cause.”
Glossary of Terms in Personnel Rules for the definitions of “just cause”:
1: failure to comply with federal and state constitutions, statutes, municipal ordinances, rules and regulations;
8: threatening or abusing another person in the workplace;
15: attempting to use influence to affect a court action’s outcome;
19: harassing or intimidating another person based on race, religion, sex, age, national origin, ancestry, disability, medical condition, sexual orientation, socio-economic status or political affiliation;
20: discriminating against another person based on race, religion, sex, age, national origin, ancestry, disability, medical condition, sexual orientation, socio-economic status or political affiliation.
Judicial Branch Policies for At-Will Employees:
§1.05 (discrimination and harassment)
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