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Policy 2112: Harassment

Policy 2112: Harassment

YAKIMA COUNTY FIRE DISTRICT 12

10000 ZIER ROAD

YAKIMA, WA 98908

POLICY # 2112

COMMISSION CHAIR SIGNATURE: s/b Ken Eakin, Chair

EFFECTIVE DATE: 1/1997

REVISION DATE: 10/14/08

POLICY TITLE: HARASSMENT

REFERENCE: TITLE V11 1964 CIVIL RIGHTS ACT 29 CFR 160.11 RCW 49.60

1.0 PURPOSE

To provide a work place free of discrimination and harassment for the members of District and to inform the members of inappropriate behavior.

2.0 DEFINITIONS

SEXUAL HARASSMENT: Deliberate or repeated behavior of a sexual nature that is unwelcome. The Equal Employment Opportunity Commission guidelines include three criteria for determining when behavior of a sexual nature constitutes sexual harassment:

1. If submission to such conduct is made either explicitly or implicitly a term or condition of an individuals employment;

2. If submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals; or

3. If such conduct has the purpose or effect of unreasonable interfering with an individuals work performance or creating an intimidating, hostile or offensive working environment.

HARASSMENT: Negative actions based upon an employee’s participation on activities identified with, promoting the interests of a protected group.

3.0 HARASSMENT SHALL NOT BE PERMITTED

Yakima County Fire 12 shall not tolerate any form of harassment to or by any members. Department members shall be able to work in an environment free from all forms of discrimination, including harassment. Harassment is prohibited by state and federal anti-discrimination laws where:

1. Submission to such conduct is made either explicitly a term or condition of employment.

2. Submission to or rejection of such conduct by an individual is used as the basis for employment decision affecting such individual; or

3. Such conduct has the purpose of effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. All employees are prohibited from engaging in the harassment of any employee. Harassment is a major violation of department policy. The first may include dismissal.

4.0 MEMBERS SHALL REPORT HARASSMENT

Members that believe that they are being harassed shall immediately identify the offensive behavior to the harasser, request that it stop and report all behavior to the harasser, request that it stop and report all behavior of a sexual nature to the Officer-in-charge or Fire Chief.

5.0 FIRE CHIEF INVESTIGATES REPORTS

Within 24 hours of a harassment complaint the Fire Chief shall begin an investigation. Within 7 days of the complaint, the Fire Chief shall forward the results of the investigation to the Chairman of the Board of Fire Commissioners.

6.0 SEXUAL HARASSMENT TRAINING

The District shall provide sexual harassment training for all District personnel to increase the awareness and sensitivity.

COMPONENTS OF AN EFFECTIVE POLICY

1. Organization’s philosophy

2. Complaint procedure

3. Organization’s response

4. Disciplinary measures

5. Addresses confidentiality

6. Prohibits retaliation

7. Education & Training

APPROACHING SEXUAL HARASSMENT

1. Complainant interview

Take info

Give info

2. Confront Harasser

3. Investigation

Theory

Plan

4. Activity

5. Analysis

6. Determination

7. Remedy

REMEDY: “PROMPT, REMEDIAL ACTION”

A. Remedy for the victim

B. Disciplinary Action

C. Repair the Workplace

D. Prevention Efforts