|April 19, 2001||
The department reaffirms our commitment to maintaining a work environment that is free of discrimination. In keeping with this commitment, we will not tolerate harassment of department employees by anyone, including any supervisor, co-worker, vendor, or others engaged in business with the department.
Harassment is verbal, physical or visual conduct based on an individual's race, sex, color, national origin, religion, disability, age or marital status. The department will not tolerate harassing conduct that: (1) adversely affects tangible job benefits or other employment opportunities; (2) involving repeated actions, comments, or objects that unreasonably interfere with an individual's work performance; or (3) that creates an intimidating, hostile, or offensive work environment. Examples of harassment include, but are not limited to, the use of epithets, derogatory language, pranks, and other forms of hazing motivated by an individual's race, sex, religion, color, national origin, disability, age or marital status.
Sexual harassment is a form of discrimination based upon a person's gender. It is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct of a sexual nature when: (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as a basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or of creating an intimidating, hostile, or offensive work environment.
Sexual harassment includes, but is not limited to, unwelcome requests or demands for sexual favors or unwelcome sexual advances; inappropriate nonconsensual touching of another person's body, including but not limited to, kissing, pinching, groping, or fondling; repeated requests for dates or invitations to social events; use of sexually degrading words to describe an individual; jokes of a sexual nature; sexually explicit or suggestive objects; and use of inappropriate gestures or body language of a sexual nature.
The department forbids retaliation against anyone who has reported harassment, whether it relates to the harassment against the individual raising the concern, or against another individual. Retaliation is also prohibited against anyone cooperating in a harassment investigation.
It is the department's policy to investigate complaints of discrimination thoroughly and promptly. To the extent allowed by law, the department will keep complaints confidential. If an investigation confirms that harassment has occurred, the department will take corrective action.
Such action may include discipline - up to and including dismissal. (Note: Any person who has harassed another or retaliated against another may. also be subject to civil or criminal liability under state or federal law.)
An employee who knowingly files a false complaint of harassment shall be subject to disciplinary action up to and including dismissal. However, employees who have acted in good faith and on reasonable grounds to believe that harassment has occurred shall not be subject to discipline.
Any employee or applicant who believes she or he has been subjected to harassment may file a complaint through the department's internal complaint procedure within 365 days of the alleged incident or the most recent incident if the harassment has been a continuing action.
Complaints must be filed with the Senior Personnel Manager of Employee Relations or the Personnel Officer of the appropriate servicing personnel office or the Employee Relations Section, Bureau of Personnel in Central Office. The phone numbers are as follows: Marianna SC, (850) 482-9533; Lake City SC, (904) 754-1035; Orlando SC, (407) 245-0840; Ft. Lauderdale SC (954) 202-3800; Central Office (850) 487-6214. Employees and applicants may also file a complaint with the Florida Commission on Human Relations or the Equal Employment Opportunity Commission.
|Michael W. Moore||Percy Williams|
|Secretary||Chief of Personnel, EEO Officer|
Revised 2/2001 (Developed 9/25/86)