The Monroe Housing Authority policy on sexual harassment reaffirms our commitment to the personal dignity and worth of every employee and reflects the value we place on fostering a nondiscriminatory work environment. The Monroe Housing Authority does not tolerate any form of sexual harassment by or against any of its employees or supervisors. This policy applies equally to everyone, male and female.
All allegations of sexual harassment will be promptly investigated. Any employee or supervisor found to have violated our sexual harassment policy or who fails to properly address sexual harassment issues is subject to the appropriate corrective action, which may include immediate dismissal, depending on the circumstances. Under the law, employees and supervisors may be personally liable for their actions. No person who makes a claim of sexual harassment or who takes part in an investigation will be retaliated against.
A. Sexual Harassment Defined
Sexual Harassment at work may include unwelcome sexual advances, requests for sexual favors and other verbal, nonverbal or physical conduct of a sexual nature.
These acts are in violation of the law and our policy when:
- A person implies or states openly that you must submit to these behaviors in order to be hired, promoted, transferred to a better assignment or given a higher salary or more favorable work conditions.
- A person engages in these acts so often that you cannot perform your work well because the person has created an intimidating, offensive or hostile work environment. This may include offensive comments, jokes, innuendoes, and other sexually oriented statements, sexual gestures, suggestive touching, foul or obscene language.
While these behaviors may not be linked to an employment benefit and may not interfere with your job performance, the conduct will not be tolerated, regardless of whether or not the behavior is intentional.
B. Complaint Procedure
If you believe you are or have been sexually harassed or if you know of an incident or behaviors that may be considered sexual harassment, you should report the situation immediately to your supervisor, the personnel officer or the Executive Director. Complaints may be made orally or in writing. You may contact any of these sources without first contacting your supervisor. We expect you and any others who are asked to participate in an investigation to cooperate fully. Investigations are conducted promptly, confidentially and with sensitivity. No one should conduct an independent investigation.
All supervisors are responsible for supporting this policy and taking preventive action in situations that might be considered sexual harassment.