O-2009-3129 approving updated Employee Policy Handbook

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stories, etc., including but not limited to via facsimile, e-mail, and/or the Internet. Harassment of any nature, when based on race, religion, color, sex, national origin, age or disability, will not be tolerated. This policy applies to City employees, citizens, vendors, and other visitors to the workplace. Mandatory Reporting - The City requires that employees report all perceived incidents of harassment, regardless of the offender's identity or position. Any employee who observes or otherwise learns of possible harassment in the workplace or who believes that he or she has been subjected to conduct prohibited by this policy must report it immediately to his or her supervisor. Any supervisor, manager, or Department Director who becomes aware of possible conduct prohibited by this policy must immediately advise his/her Department Director and /or the Human Resources Manager. Investigation - All reports of prohibited conduct will be investigated promptly by management in as confidential a manner as possible. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have other relevant knowledge. All employees are required to cooperate with the investigation. Retaliation Prohibited - Retaliation against employees who make a good faith charge or report of prohibited conduct or who assist in a complaint investigation is prohibited. Acts of retaliation must be reported immediately as set out above. Responsive Action - Misconduct constituting harassment or retaliation will be dealt with appropriately. Discipline, up to and including dismissal will be imposed upon any employee who is found to have engaged in conduct prohibited by this policy. Likewise, disciplinary action will be imposed in situations where claims of prohibited conduct were fabricated. 3.17 Workplace Violence The City of La Porte has a zero tolerance policy for violence in the workplace. Workplace Violence is defined to include, but not limited by: • Physically aggressive, violent or threatening behavior, such as attempts to instill fear in others or intimidation. • Verbal or physical threats of any sort. • Any other conduct that suggests a tendency toward violent behavior. Such behavior includes, but is not limited to, excessive arguing, profanity, threats of sabotage to City property, belligerent speech or a demonstrated pattern of insubordination, and refusal to follow policies and procedures. • Causing physical damage to City facilities or defacing City property. • With the exception of Police Officers, carrying firearms or weapons of any type or kind onto City premises, parking lots, or while conducting business. If an employee becomes aware of or observes any of the above referenced behavior or actions by a co-worker, contractor, customer , third party vendor, visitor, or any other party, he or she should notify his/her supervisor immediately. 19