AN ORDINANCE
NO. __________
An Ordinance adopting Human Resources Policy Number 220-601, Discrimination &
Harassment Policy and repealing Affirmative Action Policy Number 905, Sexual
Harassment.
_____________________________________
THE COUNCIL OF COLUMBUS, GEORGIA, HEREBY ORDAINS:
SECTION 1.
Affirmative Action Policy Number 905, Sexual Harassment is hereby repealed.
SECTION 2.
Human Resources Policy Number 220-601, Discrimination & Harassment Policy,
dated September 1, 2006 is hereby adopted.
SECTION 3.
All Ordinances and parts of Ordinances in conflict herewith are hereby repealed.
_____________________
Introduced at a regular meeting of the Council of Columbus, Georgia,
held on the 5th day of September, 2006; introduced a second time at a regular
meeting of said Council held on the _____ day of September, 2006, and adopted
at said meeting by the affirmative vote of ______ members of said council.
Councilor Allen voting_________________.
Councilor Anthony voting_______________.
Councilor Davis voting_________________.
Councilor Henderson voting_____________.
Councilor Hunter voting________________.
Councilor McDaniel voting______________.
Councilor Suber voting_________________.
Councilor Rodgers voting_______________.
Councilor Pugh voting__________________.
Councilor Woodson voting_______________.
_____________________________ _________________________
SANDRA T. DAVIS ROBERT S. POYDASHEFF
DEPUTY CLERK MAYOR
POLICY AND PROCEDURE
________________________________________________________________________________
__________________________________________________
POLICY NUMBER: 220-601
POLICY TITLE: DISCRIMINATION & HARASSMENT POLICY
EFFECTIVE DATE: SEPTEMBER 1, 2006 REVISION DATE: _____________
APPROVED BY: _______________________
_______________________
MAYOR CITY MANAGER
Confirmed by Council of The Columbus Consolidated Government, Ordinance No.
______ dated the _________ day of _________, __________ .
STATEMENT OF POLICY:
It is the policy of The Columbus Consolidated Government (?the City?) to
prohibit all unlawful forms of discrimination, harassment and/or retaliation
based on sex, race, color, religion, citizenship status, national origin, age
or disability.
SCOPE:
This policy applies to all employees, elected officials, appointed officials,
vendors, contractors, consultants, citizens or visitors, and applicants for
employment.
RESPONSIBILITY:
Every City employee who is charged with supervising and/or managing subordinate
employees is responsible for handling all discrimination and harassment
complaints in accordance with this policy. Any manager who is informed of or
receives a complaint must immediately report the complaint to the
EEO/Affirmative Action Administrator. Each employee is responsible for
following the procedures explained in this policy to ensure that her/his
complaint is handled promptly and appropriately.
PROHIBITED CONDUCT:
Prohibited conduct consists of unwelcome conduct, whether verbal, written,
physical or visual, that is based upon a person?s race, color, creed, religion,
sex, age, disability, national origin, citizenship, marital status or other
protected group status. The City maintains a zero-tolerance policy prohibiting
unlawful harassment and discrimination, and will not tolerate harassing conduct
that affects tangible job benefits, that unreasonably interferes with an
individual?s work performance, or that creates an intimidating, hostile or
offensive working environment.
The City is committed to taking all reasonable steps to prevent such harassment
and discrimination, and to promptly correct any such conduct that is
identified. In addition to any disciplinary action that the City may take
against an offending employee, up to and including termination, offenders may
also be personally responsible for legal and monetary damages that may arise
from such conduct.
SEXUAL HARASSMENT:
In addition to the City?s general prohibition against discrimination and
harassment based on race, color, religion, sex, citizenship status, national
origin, age or disability, the City also specifically prohibits sexual
harassment. Sexual harassment includes both a supervisor?s demand for sexual
favors in return for job benefits or to avoid adverse job consequences, and
inappropriate conduct by supervisors, co-employees, elected officials, vendors,
contractors, consultants, citizen or visitors, and includes, but is not limited
to, slurs, offensive remarks of a sexual nature, jokes with sexual
connotations, unwelcome physical contact and any other verbal, physical or
graphic conduct of a sexual nature. Employees who violate this policy will be
subject to discipline, up to and including termination.
PROCEDURE:
1. The City will resolve discrimination and harassment complaints as quickly
and confidentially as possible. If an employee believes a co-worker, manager,
vendor, contractor, consultant, customer, visitor or any other agent of the
organization is harassing or discriminating against her/him, the employee is
encouraged to tell the offender clearly that the behaviors and actions are
unwelcome unless the employee feels uncomfortable in doing so.
2. In addition, the employee must immediately inform her/his supervisor or the
EEO/Affirmative Action Administrator in the Human Resources Department of
his/her concerns. If the complaint involves the employee?s supervisor, the
employee should instead first inform the EEO/Affirmative Action Administrator
or the Director of Human Resources. The employee should be prepared to report
the facts of the incident(s), including what happened, how often, and where the
incident(s) took place, as well as the names of the individuals and witnesses
involved.
3. All harassment and discrimination claims will be investigated in a timely,
fair and thorough manner, and the City requires all employees to cooperate
fully in any investigation. All complaints will be investigated as discreetly
and confidentially as possible. If the City determines that discrimination or
harassment has occurred, it will take appropriate corrective action up to and
including termination of employment of the offending employee, (or other
appropriate action if the offender is not an employee of the organization).
ANTI-RETALIATION PROVISION:
The City will not permit retaliation against any employee who registers a
harassment or discrimination complaint or who assists in investigating such a
charge. No employee who registers a harassment or discrimination complaint in
good faith or who assists in the investigation of such a complaint will be
adversely affected in the terms and conditions of employment, nor will he or
she be discriminated against or discharged because of the complaint.
EMPLOYEE ACKNOWLEDGMENT OF RECEIPT
I acknowledge that I have received, read and become familiar with the Columbus
Consolidated Government?s Discrimination and Harassment Policy, the Sexual
Harassment Policy, the Procedure for Reporting Harassment and/or Discrimination
and the Anti-Retaliation Policy, which are set forth above. I also acknowledge
that I have received my own copy of these policies and that I will abide by
them.
If I believe the policies have been violated in any way, I will report it
immediately to my supervisor or reviewing manager, or to the Affirmative
Action/EEO Officer. I understand that any violation of this policy may be
grounds for disciplinary action up to and including dismissal from employment.
____________________ _________________________
Date Signature
XXX-XX-___________ _________________________
Social Security # (last 4) Print Name
SUPERVISOR?S ACKNOWLEDGEMENT OF RECEIPT
DISCRIMINATION/HARASSMENT POLICIES
I acknowledge that I have received, read and become familiar with the Columbus
Consolidated Government?s Discrimination and Harassment Policy, the Sexual
Harassment Policy, the Procedure for Reporting Harassment and/or Discrimination
and the Anti-Retaliation Policy, which are set forth above. I also acknowledge
that I have received my own copy of these policies.
I will immediately report any act or allegation of discrimination or harassment
to my supervisor or the Affirmative Action/EEO Officer. I will support the
investigation of any complaint initiated in response to this policy, as well as
any resulting corrective action. I will not penalize any employee who reports
either a potential violation of this policy or the existence of improper
conduct that may arise under any work-related circumstances for which I am
responsible.
I understand that because I am a representative of management, I may not make
sexual advances, welcome or unwelcome, toward any subordinate. I further
understand that the City could be held responsible for acts of harassment that
I commit, condone, tolerate, or fail to investigate.
If I know of or have reason to believe that an act of harassment or
discrimination has been committed, or if I am aware of the existence of a
hostile, intimidating, or offensive work environment in any City work unit, I
understand that both the City and I can be placed in jeopardy if I fail to
report the act(s) to higher management or to the City?s Affirmative Action/EEP
Officer.
Finally, I understand that if I violate any provision of this policy, I will be
subject to disciplinary action up to and including dismissal from employment.
I further understand that under federal law, I may be held personally liable
for my improper conduct or for my failure to act responsibly with respect to
the provisions of this policy.
____________________ ______________________________
Date Supervisor?s/Manager?s Signature
XXX-XX-___________ ______________________________
Social Security # (last 4) Print Name
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