POLICY OF EQUITY

The purpose of this Policy is to preserve the dignity, integrity, respect, and professionalism of the workplace as well as to protect the right of all employees to be free from discrimination, sexual harassment, harassment (other than sexual), retaliation and inappropriate conduct toward others based on a state or federal protected characteristic.  As such, all members of the County workforce are responsible for conducting themselves in accordance with this Policy and its associated Procedures.

The County will not tolerate discrimination on the basis of:

• age (40 and over)
• ancestry
• color
• ethnicity
• religious creed (including religious dress and grooming practices)
• denial of family and medical care leave
• disability (including mental and physical disability)
• marital status
• medical condition (cancer and genetic characteristics)
• genetic information
• military and veteran status
• national origin (including language use restrictions)
• race (inclusive of traits historically associated with race, including, but not limited to, hair texture and protective hairstyles)
• sex (including pregnancy, childbirth, breastfeeding, and medical conditions related to pregnancy, childbirth or breastfeeding)
• gender
• gender identity
• gender expression
• sexual orientation
• reproductive health decision making
• reproductive loss leave
• off-duty cannabis use
• any other characteristic protected by State or Federal Law

The County will not tolerate retaliation for filing a complaint under the Policy or similar State or Federal Law, for participating in an administrative investigation or proceeding under the Policy, for performing duties under the Policy, or for otherwise opposing conduct prohibited by the Policy.

As a preventive measure, the County will also not tolerate inappropriate conduct toward others based on a protected characteristic even if the conduct does not meet the Policy definition of discrimination, retaliation, sexual harassment, or harassment.

An isolated derogatory comment, joke, racial slur, sexual innuendo etc., may constitute conduct that violates this policy and is grounds for discipline.

Supervisors and managers have an affirmative duty to report potential violations of the Policy. Supervisors and managers are required to report potential violations of the Policy to the CISU even when a complaining or reporting party requests that no action be taken. Supervisors and managers remain responsible under this provision if the reporting has been delegated and a report is not made. Complaint filings must be made within a reasonable time under the circumstances.

All members of the County workforce are responsible for conducting themselves in accordance with this Policy and its associated procedures. Violation of the Policy and/or Procedures will lead to appropriate administrative action including, but not limited to:

• counseling
• training
• written warning
• written reprimand
• suspension
• demotion
• discharge