Harassment
This policy is intended to ensure an environment which respects the dignity and worth of each
individual and is free from all forms of unlawful discrimination, including sexual harassment and
harassment because of race, color, religion, gender, national origin, citizenship status, sexual
orientation, gender identity, age, ancestry, disability, marital status, military service and veteran
status, political affiliation or belief or activity, or any other protected characteristic or protected
activity prohibited by law.
Workplace harassment, including sexual harassment, is not tolerated. This policy applies to all
harassment occurring in the work environment whether in our offices or elsewhere. This policy
covers all Parish job applicants, interns, volunteers, or employees, elected officials, vendors,
contractors, customers, or other third parties.
Furthermore, any retaliation against an individual who has complained about sexual or other
harassment or retaliation against individuals for cooperating with an investigation of a harassment
complaint is similarly unlawful and will not be tolerated.
Harassment is conduct that has the purpose or effect of creating an intimidating, a hostile, or an offensive work environment; has the purpose or effect of substantially and unreasonably interfering
with an individual’s work performance; or otherwise adversely affects an individual’s employment
opportunities because of the individual’s membership in a protected class.
Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo;
comments; written or graphic material; stereotyping; perpetuating gossip, written, or graphic
material that denigrates or shows hostility or aversion to a person, or other threatening, hostile, or
intimidating acts based on race, color, ancestry, national origin, gender, sex, sexual orientation,
marital status, religion, age, disability, veteran status, or another characteristic protected by state or
federal law.
While all forms of harassment are prohibited, special attention to sexual harassment may be
warranted. Sexual harassment can include all of the above behavior, as well as other unwelcome
conduct, and is generally defined under both state and federal law as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual nature whereby:
Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of
creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may
also constitute sexual harassment.
While it is not possible to list all those additional circumstances that may constitute sexual
harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual
harassment depending on the totality of the circumstances, including the severity or pervasiveness of
the conduct:
• Displaying sexually suggestive objects, pictures, or cartoons;
• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive or insulting comments, including unwelcome comments about appearance;
• Inquiries into one’s sexual experiences;
• Repeated, unwanted requests for dates or inquiries about one’s dating life;
• Unwanted touching.
Reporting Procedure
The Parish requires the prompt reporting of unlawful discrimination, including sexual or other forms
of unlawful harassment, whether you are the aggrieved person or a witness to unlawful
discrimination or harassment. Reports may be made to your immediate supervisor, any department
Director, the Director of Human Resources, the Deputy CAO, or the CAO.
All reports of harassment, including sexual harassment, will be investigated promptly, thoroughly,
and appropriately under the circumstances. The confidentiality of the reporter of harassment and
anyone who participates in the investigation of harassment will be protected to the extent possible.
Every report of harassment will result in some action. The outcome will be communicated to the
aggrieved person and the person accused of harassment. Where appropriate, disciplinary action, up
to and including termination, may be taken. Intentionally false allegations of harassment or
discrimination will also result in disciplinary action, up to and including termination.
Retaliation
Reprisal, retaliation, or other adverse action against an employee for making a complaint or report of
discrimination, harassment, or for participating in the investigation of any such complaint or report is
strictly prohibited. Any suspected retaliation or intimidation should be reported immediately to one
of the persons identified above. Retaliation is a serious violation of this policy and will result in
disciplinary action, where appropriate, up to and including termination.
Responsibility of Supervisors
The managers and supervisors of the Parish will be held accountable for adhering to this policy, for
reporting promptly any incident of harassment or discrimination, and for maintaining a positive and
productive work environment. If any manager or supervisor receives a report of harassment or
believes he/she has observed harassment, the manager or supervisor is required to promptly notify
one of the individuals listed above. Failure to make the required notification may subject the manager
or supervisor to discipline, up to and including termination.