Category: Human Resources
Level: Community Care
Parties: Community Care Employees and Contractees
Printer Friendly Version: http://apps.comcareme.org/policymanual/default.aspx?code=7.MEP.23&nonav=yes
Supporting References: COA G4.3
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which will not be tolerated and shall be grounds for disciplinary action,
up to and including termination, includes, but are not limited to the
- Abusing the dignity of a client, employee, contractee, or customer through insulting, degrading,
or unwanted sexual remarks, advances, conduct or innuendoes (verbal or
- Threats, demands, or suggestions explicitly or
implicitly that an individuals work status is
dependent upon their toleration of, or acquiescence to, sexual advances,
requests for sexual favors, other verbal or physical contact or any other
type of harassment.
- Retaliation against any client, employee, contractee, or customer for complaining, in good
faith, about the behavior described above.
this procedure, State and Federal law provides that all individuals, and
each individual's supervisor, can be held personally liable for acts of
sexual or other types of prohibited harassment and may be subjected to
court imposed fines and/or civil penalties if the complainant chooses to
pursue legal action.
individual who feels subject to such harassing behavior from supervisors,
co-workers, any other Community Care employee, contractee,
or any person while on the job or in a related environment, should
immediately contact their supervisor, Community Care's Executive Director,
or E.E.O./A.A. Officer; Human Resources Personnel or follow the Employee
Grievance Policy. Individuals reporting complaints can bypass any person
who is also the alleged harasser.
employees are required to attend sexual harassment training, provided by
Community Care during orientation. Annually a notice regarding harassment
laws, agency policy, and procedure will be distributed to all employees.
Care will provide supervisors and managerial employees with additional
training concerning their responsibilities and methods for preventing and
correcting sexual harassment within 60 days of their employment.
Community Care becomes aware of a sexual harassment or prohibited
harassment problem immediate action will be taken. Action will include an
internal investigation with or without the consent of the complainant.
Care will establish an internal investigative procedure for sexual and
other complaints of harassment as follows:
- The EEO officer or Executive Director will be
designated to investigate any report of harassment.
- All employees are required to cooperate with an
- Investigations will be conducted in as
confidential a manner as possible.
- Community Care will protect good-faith complainants
and witnesses from retaliation with their cooperation with the