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EMPLOYEE CONDUCT AND DISCIPLINARY ACTION Employee Rights and Responsibilities: <br />Employees are entitled to timely resolution of any complaints about harassing or inappropriate behavior. In addition, employees are protected from retaliation for making a complaint or <br />exercising other rights protected by law. <br /> It is an employee’s responsibility and obligation to report harassing or inappropriate behavior, whether it is directed at them or is something they have seen or heard that was directed at someone else. Any manager or supervisor who learns of or observes harassing or inappropriate behavior, or receives a complaint about this kind of behavior, <br />should immediately report the behavior or complaint to the Human Resources Department or a Department Head. Cass County will investigate the situation and take timely and appropriate action to correct it. <br />Every employee must cooperate fully during any fact-finding initiated by Cass County, <br />providing honest and complete information. Employees cannot choose to “stay out of it” if they are asked for information that they have or have access to. Failure to participate fully and honestly in the investigative process, or in any fact-finding <br />process initiated by Cass County, is a serious violation of County policy and grounds for <br />corrective action, which may include termination from employment. What is Harassment? <br />Harassment is offensive physical conduct, verbal comments, or written comments including, <br />but not limited to, electronic communications, such as online posts or text messaging, due to <br />another person’s protected category status if that conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment, unreasonably interferes with an individual’s work performance or opportunities, or otherwise affects the terms and conditions of employment. <br /> <br />Definition of Sexual Harassment <br />Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, comments (verbal or written), or physical conduct of a sexual nature when: <br /> <br />1. Submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or <br />2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or <br />3. The conduct has the purpose or effect of unreasonably interfering with an individual’s <br />work performance; or <br />4. The conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment. <br /> Cass County 50