EQUAL EMPLOYMENT OPPORTUNITY POLICY
It is the policy of the City of Lynwood to actively promote and provide equal employment opportunity to all persons on all matters affecting City employment. The City is committed to a policy of non-discrimination in employment practices, and reaffirms its commitment that no person shall benefit or be discriminated against on the basis of race, religion, color, national origin, ancestry, physical or mental disability, sexual preference, sexual identity, medical condition, marital status, age, sex, sexual orientation, or any other basis that is inconsistent with federal or state statutes, the City Municipal Code, ordinances, resolutions, rules or regulations.
WHAT IS HARASSMENT
Harassment is conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, offensive, or abusive work environment.
When such conduct occurs because of an individual’s protected status (i.e. race, religion, color, national origin, ancestry, physical or mental disability, medical condition, marital status, age, sex, sexual orientation), it is unlawful.
WHAT IS SEXUAL HARASSMENT
Sexual harassment is conduct of a sexual nature, which is unwelcome, not asked for, and not returned. This is a form of sex discrimination.
Sexual harassment can consist of any form or combination of verbal, non-verbal, visual, or physical conduct. Such behavior includes, but is not limited to: sexually offensive comments, offers, slurs, innuendos, leering, ogling, posters, cartoons, or drawings; physical conduct such as touching, pinching, or brushing against another body; or demands for sexual favors.
Criteria used to determine sexual harassment: • Submission to such conduct is made either as an explicit or implicit condition of employment; • Submission to or rejection of such conduct is the basis for an employment decision affecting an individual; or • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive work environment.
WHAT IS RETALIATION
To discipline, transfer, shun, or deny a promotional opportunity, training or assignment to an employee, after he/she has filed a complaint, may be viewed as retaliation. Retaliation is unlawful.
HOW TO FILE A COMPLAINT
The complaint process is designed to administratively resolve complaints in a timely manner, ensure appropriate action is taken, and minimize financial impact to the employee and the City.
An individual may file a complaint with an appropriate supervisor or manager or the City’s EEO Officer in the Human Resources department.
It is the City’s intent to provide a workplace that is free from harassment and discrimination.
If an employee believes he/she has been subjected to any type of unlawful harassment or discrimination, he/she should notify the appropriate supervisor, manager, or the City’s EEO Office in the Human Resources department.
Based on the nature of the allegations, a prompt and thorough investigation will be conducted. Individuals with direct information pertaining to the complaint will be interviewed. To the extent possible, confidentiality will be maintained.
Upon completion of the investigation, the department and the City’s EEO Office will determine a course of action, including any corrective action, if appropriate. The complainant will be informed of the findings and closure of the complaint.
At any time during this process, the employee may elect to file a complaint with the outside regulatory agencies, either the California Department of Fair Employment and Housing or the U. S. Equal Employment Opportunity Commission.
For additional information, please refer to the City’s Anti-Harassment Policy or Professional Conduct Policy or contact the City’s EEO Officer: Cynthia Stafford (310)603-0220, ext 516 or email@example.com