Discrimination against any individual in any aspect of employment because of race, color, creed, religion, gender, national origin, age, disability, veteran’s or military status, sexual orientation or any other protected classification under applicable federal, state or local law is against policy and will not be tolerated.
Criminal District Court will not tolerate verbal or physical conduct by any employee which harasses, disrupts, or interferes with another's work performance or which creates an intimidating, offensive, or hostile work environment.
While all forms of harassment are prohibited, it is the Court's policy to emphasize that sexual harassment is specifically prohibited. Each supervisor has a responsibility to maintain the workplace free of any form of sexual harassment. No supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.
Other sexually harassing conduct in the workplace, whether committed by supervisors or non-supervisory personnel, is also prohibited. Such conduct includes, but is not limited to:
1. Unwelcome sexual advances, touching or propositions;
2. Unwelcome requests or demands for sexual favors;
3. Graphic or suggestive comments, jokes, or references about an individual's dress, body, sexual conduct, inquiries or comments about an individual’s sexual activities, deficiencies, or prowess;
4. Sexually degrading words to describe an individual;
5. The display in the workplace of sexually suggestive objects, photographs, pictures, or cartoons, including via facsimile, e-mail, the Internet or text messages; or
6. Unwelcome leering, whistling, brushing against the body, sexual gestures, or suggestive or insulting comments.
Although the intent of the person engaging in the conduct may be harmless or even friendly, it is whether the recipient welcomes the conduct, not the intent of the person engaging in the conduct that determines whether the conduct is harassment. Unwanted sexual conduct may not always be apparent. “Putting up with” or submission to sexual conduct does not necessarily mean the conduct is welcome. Other unwelcome conduct directed at an individual because of his or her gender may also be deemed to be sexual harassment under this policy. Sexual harassment under this policy may occur even in relationships involving mutual consent.
Harassment Based on Other Protected Categories
Each supervisor, administrative and executive level employee has a responsibility to maintain the workplace free of any form of harassment based on race, color, creed, religion, national origin, citizenship, age, disability, veteran’s or military status, sexual orientation or any other protected classification under applicable federal, state or local law. Harassment based on any of these categories may include verbal, nonverbal, visual or physical conduct. Examples of actions that may constitute harassment in violation of this policy include, but are not limited to:
1. Racial or ethnic slurs, epithets, jokes or negative stereotyping;
2. Taunting, displaying or distributing written materials or communications that demonstrate hostility toward an individual because of his or her race, color, creed, religion, national origin, citizenship, age, disability, veteran’s or military status, sexual orientation or any other protected category.
Criminal District Court is committed to nondiscrimination and employment of “qualified individuals” in accordance with the Americans with Disabilities Act (“ADA”) and state and local laws. The ADA prohibits discrimination against a “qualified individual” with a disability in the terms and conditions of his or her employment. A “qualified individual” is one who can perform the essential functions of his or her job with or without reasonable accommodation.
We prohibit discrimination with respect to hiring, promotion, discharge, compensation, benefits, training, and all other aspects of employment against employees or applicants with disabilities.
Employees who believe they need a reasonable accommodation to perform the essential functions of their job should make requests for a reasonable accommodation to Human Resources. It is an employee’s responsibility to request an accommodation. To assist in providing a reasonable accommodation, the Court may require written documentation from the employee’s health care provider with knowledge of his or her health status.