DEP Policy &
Procedure 2.48
It is the policy of the Department that all employees
have a right to work in an environment free from
unlawful discrimination. This policy applies to
conduct which occurs in the workplace and also
extends to conduct which occurs at any location
that can reasonably be regarded as an extension
of the workplace, such as any field location,
any off-site business-related social function,
or any facility where Department business is being
conducted and discussed.
All forms of unlawful employment discrimination based upon race, creed, color, national origin, nationality, ancestry, age, sex/gender (including pregnancy), marital status, civil union status, domestic partnership status, familial status, religion, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, liability for service in the Armed Forces of the United States or disability are prohibited and will not be tolerated. Any employee who violated this policy may be subject to disciplinary action; and, in the case of vendors, removal of employees from the job site or suspension of the contract in keeping with State and Federal laws.
To the extent possible, the investigative proceedings
will be conducted in a manner to protect the privacy
interests of those involved. All parties involved
in the proceedings will be advised to maintain
strict confidentiality, from the initial meeting
to the final agency decision, to safeguard the
privacy and reputation of all involved. Failure
to comply with this confidentiality directive
may result in disciplinary action.
It shall be a violation of this policy to take
reprisals against any person because she/he has
filed a complaint, testified or assisted in any
proceeding under this policy. Threats, other forms
of intimidation and/or retaliation against the
complainant or any other party based on involvement
in the complaint process may be cause for disciplinary
action.
If any employee knowingly makes a false accusation
of unlawful discrimination/harassment or knowingly
provides false information in the course of an
investigation of a complaint, such conduct may
be grounds for discipline. Complaints made in
good faith, however, even if found to be unsubstantiated,
will not be considered a false accusation.
Any employee found to have violated this policy
will be subject to appropriate disciplinary action
which may include: reprimand, suspension or termination
of employment. The Department also reserves the
right to take other remedial action deemed appropriate
to resolve a problem or perceived problem. Such
remedial action may include, but is not limited
to, training, counseling or reassignment. |
