Policy Against Sexual Harassment

It is the policy of the Department of Securities not to discriminate in any of its employment practices on the basis of political or religious opinion or affiliation, race, creed, color, gender, age, ancestry, marital status or disability, so long as the disability does not render the employee unable to do the work for which employed. Any form of unlawful discrimination to which this policy applies is a very serious matter and will not be tolerated.

Sexual harassment is a form of unlawful discrimination based on sex. It includes, but is not limited to unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when submission to such conduct is explicitly or implicitly a requirement of the individual's employment, or used as a basis for any employment decision concerning that individual, or when such conduct has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile or offensive work environment. Such behavior is prohibited by the Civil Rights Act of 1964, by the regulatory guidelines of the Equal Employment Opportunity Commission, by applicable state laws, the State Merit Rules of Employment, and by this policy. In some circumstances it may also violate other laws (for example, criminal assault).

Sexual harassment will not be condoned or tolerated in the Department of Securities. Any supervisory employee, employee with authority for personnel matters, or other agent or officer of the Department who knows or should have known that any employee is being subjected to sexual harassment must take immediate corrective action or report the facts to Melanie Hall or me.

Appropriate disciplinary actions will be taken against any employee who causes, engages in, encourages, condones or otherwise permits unlawful sexual harassment, and against any supervisory or other responsible employee who fails to take corrective action as provided above. Such conduct may be grounds for termination of employment with the Department.

Any employee who believes that he or she has been the victim of unlawful sexual harassment may complain of sex discrimination in accordance with the Department's grievance procedure.

It is the responsibility of all employees in this agency, supervisory and non-supervisory, to adhere to this policy and to use all reasonable efforts to further its goals and spirit.

Irving L. Faught, Administrator