Employees at every level of the organization, including state temporary employees and volunteers, must
conduct themselves in a business-like and professional manner at all times and not engage in any form of
discrimination, workplace harassment, workplace intimidation, sexual assault, or sexual harassment.
(2)
Higher Standard. Managers/supervisors are held to a higher standard and are expected to be proactive in
creating and maintaining a discrimination and harassment free workplace. Managers/supervisors must
exercise appropriate measures to prevent and promptly correct any discrimination, workplace harassment,
workplace intimidation, sexual assault, or sexual harassment they know about or should know about..
(3)
Designated Individual. Each agency shall designate an individual and an alternate who are responsible
for receiving reports of prohibited conduct under this policy (discrimination, workplace harassment, sexual
harassment, sexual assault, workplace intimidation or employment or settlement agreements containing
prohibited provisions) occurring within the agency. Each agency must notify employees of who the agency
designated individual and alternate are any time it is required to provide a copy of the Discrimination and
Harassment Free Workplace policy to employees under this policy or whenever a new designated
individual or alternate is selected. Agencies must inform the DAS Chief Human Resources Office (CHRO)
who the agency has selected as the designated individual and alternate. CHRO will maintain a list of these
individuals.
(4)
Reporting. Anyone who is subject to or aware of what they believe to be discrimination, workplace
harassment, workplace intimidation, sexual harassment, sexual assault, or related employment or
settlement agreements containing prohibited provisions should report that behavior to the designated
individual or alternate.
Those individuals making a report of what they believe to be discrimination, workplace harassment,
workplace intimidation, sexual harassment or sexual assault may also report that behavior to their
immediate supervisor, another manager, or the agency, board, or commission human resources section,
executive director, chair, or DAS CHRO.
A report of discrimination, workplace harassment, sexual harassment, workplace intimidation, or sexual
assault is considered a complaint. Any supervisor or manager, or the agency, board, or commission human
resources section, executive director, or chair receiving a complaint should promptly notify the agency’s
designated individual or alternate.
Upon receipt of a report of prohibited discrimination, workplace harassment, sexual harassment, workplace
intimidation, or sexual assault, the designated individual or alternate shall provide a copy of this policy to
the employee. The designated individual and alternate shall maintain appropriate records of all complaints.
(a)
A complaint may be made orally or in writing.
(b)
An oral or written complaint should contain the following:
(A)
The name of the complainant and the name of the person that was subjected to the discrimination,
workplace harassment, sexual harassment, workplace intimidation, or sexual assault if they are not
the same person.
(B)
the names of all parties involved, including witnesses.