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<br />. <br /> <br />e <br /> <br />City of La Porte <br />Personnel Policies <br /> <br />SECTION 6 - SEXUAL HARASSMENT <br /> <br />Sexual harassment is illegal under both Federal and Texas law and will not be tolerated <br />at any level by the City. It is the policy of the City to provide and maintain a work place <br />for each of its employees which is free from sexual harassment. While it is not the <br />purpose of this policy to regulate an employee's personal morality, harassment is an act <br />of misconduct subject to the disciplinary process up to and including termination. <br /> <br />Any employee who is found to have sexually harassed another City employee, or other <br />persons with whom the accused employee has had interaction as a result of their status <br />as a City employee, will be subject to disciplinary action. All supervisors shall be <br />responsible for implementing and monitoring compliance with this policy. <br /> <br />Sexual harassment includes, but. is not limited to, unwelcome or undesired sexual <br />advances, requests for sexual favors, and other verbal or physical conduct of a sexual <br />matter, particularly when submission is made a term or condition of an individual's <br />employment, promotion, or favorable evaluation, either explicitly or implicitly, or the <br />conduct has the purpose or effect of unreasonably interfering with an individual's work. <br /> <br />A supervisor who becomes aware of any sexual harassment, or who receives allegations <br />of sexual harassment from an employee, must immediately notify their Department <br />Director and the Human Resources Manager. The determination of whether or not sexual <br />harassment has occurred will be made on a case by case basis. All reports and <br />recommendations shall be forwarded to the City Manager for immediate and appropriate <br />action. <br /> <br />SECTION 7 - OPERATION OF CITY OWNED VEHICLES OR EQUIPMENT <br /> <br />All employees who are required to operate City owned vehicles or equipment shall do so <br />in a safe and prudent manner in compliance with all laws. Improper and/or unsafe <br />operation of vehicles or equipment is justification for disciplinary action. <br /> <br />All employees who have operating vehicles or equipment as a responsibility of their <br />position classification must have and maintain a proper driver's license and an acceptable <br />driving record. Improper license or unacceptable driving record, or uninsurability or <br />exclusion of an employee by the. City's insurance carrier, is justification for transfer, <br />demotion, or termination. <br /> <br />Any employee whose driver's license is suspended for any reason shall notify their <br />supervisor and the Human Resources Division immediately. <br /> <br />28 <br />